Need an research paper on shared practice: case study: ideo and creativity part ii. Needs to be 1 page. Please no plagiarism.
Need an research paper on shared practice: case study: ideo and creativity part ii. Needs to be 1 page. Please no plagiarism. SHARED PRACTICE: CASE STUDY: IDEO AND CREATIVITY PART II SHARED PRACTICE: CASE STUDY: IDEO AND CREATIVITY PART II
Response to HEATHER POLLICK
The five steps of change that you adopted from IDEO to use in your organization is something that has proven to give results to several organizations and I am not in doubt that it will work for your organization as well (Puccio, Mance and Murdok, 2010). However, there are two other alternatives that I am very sure can work in the long term for your organization. Given the fact that the organization has very little room for creativity, it would be better for the organization to overhaul its recruitment processes entirely. This way, an attachment session can be held for a group of young graduates, out of which those whose creativity level best suits the organization can be employed permanently. Secondly, there should be routine personal creativity development programs for all employees. Presently, I am sure IDEO offers additional input to your organization and that is for you to keep changing the organizational dynamics with time so that you will be on top of changing trend and time. But all in all, your organization has inspired me with the fact that leadership has been used to transform a lot of the organization’s position ( .Humphrey, 2013). I am sure to replicate this in my own instance.
References
 .Humphrey, Yolanda. (2013). .Regions Intranet–Open Door. Retrieved from
 . . . . . . . . . . . .http://lifeatregions.rgbk.com/Home/Message/ODJuly12Humphrey.rf
Puccio, G. J., Mance, M., & Murdock, M. C. (2011) Creative climate: Work environment allows
 . . . . . . . . . . . .IDEO to deliver promise of innovation. In Puccio, Mance & Murdock, .Creative
 . . . . . . . . . . . .leadership: Skills that drive change .(pp. 314–320). Los Angeles, CA: Sage.
Response to TIKO RUSSELL
It is refreshing to read that the leadership of your organization is very vibrant when it comes to the need to creating a creative environment for the organization. I am however of the opinion that there are other alternatives that the organization could possibly look at in terms of consolidating the creative environment. More specifically, the organization should have a means of involving the employee in its creativity agenda. This is because it is the employees who directly apply creativity within the organization ( .Humphrey, 2013). While implementing this alternative, there are several things that you can learn from the case of IDEO, particularly on how to approach the process. You could for instance use the 5-prone approach, which are to understand a situation, to observe the situation, to visualize a solution, to evaluate and refine solution, and to implement the solution (Puccio, Mance and Murdock, 2011). But in total, the leadership vibrancy at your organization has positively impacted me and I am confident to personally learn from your organizational leader to lead by example.
References
 .Humphrey, Yolanda. (2013). .Regions Intranet–Open Door. Retrieved from
 . . . . . . . . . . . .http://lifeatregions.rgbk.com/Home/Message/ODJuly12Humphrey.rf
 .Puccio, G. J., Mance, M., & Murdock, M. C. (2011) Creative climate: Work environment allows
 . . . . . . . . . . . .IDEO to deliver promise of innovation. In Puccio, Mance & Murdock, .Creative
 . . . . . . . . . . . .leadership: Skills that drive change .(pp. 314–320). Los Angeles, CA: Sage.
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