Creative Management Research Articles

The Creative Education within the Educational Process Changes

<p>Głównym celem artykułu było nakreślenie treści i strategii edukacji kreatywnej oraz wskazanie jej znaczenia w kształtowaniu fachowych kompetencji konkurencyjnego menedżera. Poddano analizie terminy „edukacja dla rozwoju” i „edukacja dla stałego rozwoju” oraz udowodniono, że właśnie oświatowy czynnik jest współcześnie niezwykle ważny dla pozytywnej dynamiki rozwoju społeczeństwa. Podkreślono znaczenie sformułowania nowego oświatowego paradygmatu w celu wyznaczenia perspektyw stałego rozwoju społecznego. W tym kontekście uzasadnia się miejsce kreatywnej edukacji, która integruje inne rodzaje, łączy je w kompleks bardzo ważnych, pozytywnych cech studiów zawodowych i kształtowania menedżera. Podkreślono przy tym potrzebę uznania kreatywnej i refleksyjno-kreatywnej edukacji za najważniejsze elementy nowego paradygmatu procesu edukacyjnego. Określono treść edukacji twórczej, która koncentruje się na rozwoju zdolności twórczych przyszłego menedżera oraz na utrwaleniu w jego świadomości zawodowej orientacji na innowację. Obejmuje ona analizę problemów i warianty działań, a jej wynikiem jest wzrost poziomu sztuki zarządzania. Dlatego edukacja kreatywnego zarządzania skupia się na tworzeniu i rozwijaniu sztuki zarządzania, która pojawia się i jest postrzegana tylko w określonych okolicznościach i warunkach edukacyjnych. Jednocześnie edukacja kreatywna poszerza zakres problemów związanych z rozwojem zarządzania i projektuje warianty ich rozwiązania, które powinny być najważniejsze w nowoczesnej pracy menedżera. Potrzeba zmiany technologii procesu edukacyjnego (koncentrując się na kształtowaniu celów potencjału kreatywnego menedżera) i jego organizacji została stwierdzona w kontekście analizy treści edukacji kreatywnej i jednocześnie podkreślono, że edukacja kreatywna jest nowym rodzajem edukacji, której nie da się zrealizować jedynie poprzez restrukturyzację organizacyjną. Wprowadzono nowy termin „kreatywna gospodarka”. Charakteryzuje się on zastosowaniem nowych technologii i odkryć w różnych sferach działalności człowieka, znacznie większą ilością istniejącej wiedzy, generowaniem nowej wiedzy, wysokim poziomem innowacji motywacyjnych. Kreatywna edukacja jest podstawą innowacji motywacyjnej, która wytwarza intelektualne i kreatywne zasoby ludzkie poprzez uczenie umiejętności krytycznego myślenia oraz umiejętności przejścia od problemu do skutecznego podejmowania decyzji.</p>

ANALISIS BEBAN KERJA MENTAL PADA STAF UNIT PELAKSANA TEKNIS DENGAN MENGGUNAKAN METODE NASA TLX (STUDI KASUS: UNIVERSITAS TEKNOLOGI SUMBAWA)

Physical and mental activity is the main point that causes the workload to be commonly experienced by the staff. Therefore, the workload can be said to be a relationship between the ability of workers and the amount of pressure experienced in doing a job. Generally, workloads that are often experienced by technical service Unit staff (UPT) are mental workloads that are caused by working environment conditions (universities), tolerance in work and the amount of pressure experienced in the work. The scope that became the focus in this research is the Sumbawa University of Technology which has 10 UPT (UPT Library, UPT Language Center, UPT new student admissions, UPT International Office, UPT Scholarship, UPT Cooperation, UPT information technology, UPT Public relations and Protokoler, UPT creative spaces and UPT forest management education and research) which each UPT has different workloads. The measurement of mental workloads in this study uses The NASA TLX method (The National Aeronautics and Space Administration Task Load Index) by means of The feeding and weight-bearing of The filling of the questionnaire by the staff in each UPT. The results showed that the UPT that has the lowest mental workload is the UPT Library (54.5), the moderate mental workload is the UPT Language Center (77.4), the highest mental workload i.e. UPT Scholarship (86.4).

Organizational conflict management techniques and their relationship to administrative creativity employed in sports clubs

The aim of the research is to identify the methods of managing the organizational conflict and its relation to the administrative creativity of the employees of sports clubs in the Kingdom of Bahrain , Conclusions 1- The staff of the sports clubs have the highest managerial creativity, such as solving the problems by 76.11%, the changeability ratio by 66.52%, the risk of 64.22%. 2. Sports clubs have organizational conflict management methods, such as 89.01%, 72.49%, 59.48%, 59.20%, 47.20%). 3 - the existence of a relationship between the methods of organizational conflict management and administrative creativity of employees in sports clubs. 4. The staff of the sports clubs have good performance: adequate effort, dedication and seriousness, professional skill and technical knowledge, specific policies and procedures. 5. Using conflict management techniques helps sports clubs avoid problems .

The peculiarities of creativity management in modern organizations

The article provides a theoretical analysis of the problem of creativity management in organizations. The relevance of identifying creative employees in the company and encouraging the manifestation of creative solutions among all staff is substantiated. The experience of existing companies is considered, which proves that creativity plays an invaluable role in the management of the organization and the competitiveness of the company in the labor market. The key concepts that underlie creative management are studied, namely: creativity, creativity, talent, skill, coaching, etc. The essence of the concept of creativity taking into account managerial and psychological aspects is revealed. The characteristics of a favorable climate, which are factors of creative behavior that allows to create and implement innovations: challenge (emotional involvement and dedication to their work), freedom (choice of how to do their job), idea time (idea development time), trust and openness (security) expression of opinions and proposing different points of view), dynamism (saturation of life in the organization), game (relaxation of the workplace), debate (participation in debates on issues), conflicts (involvement in interpersonal conflicts), risk (efficiency of response to new opportunities). The elements of creative development are generalized: understanding of the process of creative thinking, definition of blocks for creative thinking and skills, use of methods for obtaining fresher ideas and decisions, permission of personal creative desire and life creative vision. Theories of creativity and methods of creative thinking are analyzed, which describe the process of solving problems and offer non-standard solutions to problems. Stages of creative thinking are distinguished: preparation (problem statement and attempt to solve it), incubation (feeling of lack of strength, postponement of problem solving), enlightenment (sudden, completely unexpected finding of a possible solution), verification (verification of ideas and their formalization and design).

Manajemen Pengembangan Ekonomi Kreatif Santri Di Pondok Pesantren Miftahul Ulum Banyuayu Pamoroh Kadur Pamekasan

This research was motivated by the researchers' interest in developing the interests and creative economic talents of the santri at the Pamoroh Kadur Pamekasan Islamic Boarding School in Miftahul Ulum Banyuayu. The results of the study showed that the management of the development of the santri's creative interests and economic talents was: first, it was still directly controlled by the caregivers who planned and managed the management as caregivers. Second, the creative economic management system of the santri uses a manual system for archiving, and the TOT system or regeneration / cadre to develop the interests and talents. Third, as for the driving factor, human resources are capable and able to work as well as adequate natural resources, as well as direct motivation given by caregivers, while the inhibiting factors are lack of time and limitations in making crafts because they use human labor, also because students experience fatigue due to following Islamic boarding school activities so that students become lazy. Fourth, the solution of the management inhibiting factors in developing the interest and creative talents of santri is to carry out several evaluations at the beginning and end of the year.

Imágenes gerenciales de Organizaciones bajo un entorno versátil y competitivo

Recibido: 19 de diciembre del 2018Aprobado: 01 de febrero del 2019Se analizan los perfiles gerenciales de las organizaciones vinculadas a un entorno dinámico, competitivo bajo un clima de incertidumbre. La investigación documental-descriptiva refleja la teoría de las organizaciones, comportamientos y conductas resultado de la interacción entre los individuos de las mismas. Los perfiles son alusivos a imágenes organizacionales con modos lineales y mecánicos de pensar, sentir y actuar. Así como, a organizaciones complejas que actúan en un entorno dinámico, cuyos mecanismos de actuación se basan en una gerencia creativa estratégica, reforzadora de un perfil axiológico que orienta sus procesos en el desarrollo humano. Finalmente, existen rasgos distintivos que actúan como catalizadores en ambientes complejos, con un andamiaje de roles, dada su estructura formal, y esta varía poco aunque cambien los individuos que los ejercen. Esta invariabilidad de los roles es la que distingue a una organización simple de una compleja, hacia el abordaje de los problemas que lo rodea.

The problems of creative management development and creative education in modern world

The article deals with the topicality of the creative management notion employment within the effective usage of human resources potential. The aim of the article is to research problems of creative management development on the basis of creative education. An analysis of scientific sources is carried out. It is a core issue of creative management and creative education research. Moreover, the main interrelations of creative management and creative management-education are outlined. In this respect, the scope of unsolved matters are determined.

The impact of the work environment on the managerial creativity of employees in the Egyptian tourism companies

The tourism companies need to activate the mechanisms of managerial creativity to face the fierce competition and to provide innovative solutions especially at the level of the human resource and their development. As the human is the cornerstone of the creative process. The research derives its importance from the importance of the variables (work environment and managerial creativity) to the tourism industry, where the study of each of the variables is a new addition to the field of tourism management studies than try to shed light on the importance of managerial innovation as a modern management philosophy that many tourism companies, seek to apply to ensure their survival and continue on the tourist market. The study population was employees in the Egyptian tourism companies category (A) in Alexandria. They were e selected, A questionnaire was used to collect the targeted data. The research results may contribute to the design of management training programs in tourism companies for the benefit of institutional development based on highlighting the creative skills of managers and employees.

Perceptions of Pediatric Hospital Safety Culture in the United States: An Analysis of the 2016 Hospital Survey on Patient Safety Culture.

Medical errors in the pediatric population can quickly cause harm. Research identified that hospitals with positive safety cultures work collaboratively to reduce errors. Strategies that identify gaps in hospital's safety culture within the pediatric milieu have not been initiated. This study addressed this gap from an interprofessional perspective. This cross-sectional descriptive study used data from the Agency for Healthcare Research and Quality's 2016 Hospital Patient Safety Culture survey measuring 12 safety culture dimensions for registered nurses (RNs), physician assistants/nurse practitioners (PAs/NPs), physicians (MDs), and administrators/managers (n = 6682) in the United States that were employed in 287 (42%) pediatric hospitals or specialty units. Findings indicated that in the United States, the overall safety culture had low levels of agreement. Pairings between pediatric RNs, PAs/NPs, and MDs had similar levels of agreement for all dimensions but the perceptions of these three practitioners differed when compared with pediatric administrators/managers in nine of the 12 dimensions. The perceptions of pediatric RNs and MDs differed in six of the 12 dimensions, with MDs indicating higher levels of agreement. All four professional groups rated teamwork within hospital units with the highest level of agreement (mean, 4.14), with hospital handoffs and transitions rated the lowest (mean, 2.64). All four professional groups found punitive cultures (mean, 2.71) throughout the pediatric specialty. Variations regarding pediatric professional's perception of safety culture exist within U.S. hospitals. Effective and creative management will support cultures that prevents harm and improves the overall safety of children's care with initiatives that are dedicated to excellence.

ASSESSMENT OF EMPLOYEES’ CREATIVE ACTIVITY IN MODERN CONDITIONS OF INTELLECTUALIZATION OF THE ECONOMY

Current trends in the world economy determined the innovative vector of its development on fundamentally new bases: information and intellectual technologies, knowledge, and creativity. In modern conditions, enterprises and countries can increase their level of competitiveness through implementation policies supporting the creative activity of employees. The purposes of the article are to investigate the essence of creativity, the theoretical foundation of employee’s creative activity, its relation to art and methodological bases of employee’s creative activity evaluation taking into consideration the level of world economic development. Methodology. The theoretical and methodological frameworks of the study are research results of scientists in the field of employees’ creative activity investigation and own research proposals. In order to achieve the goal of the article, the following methods are used: generalization – in the critical analysis of scientific approaches to establishing the definition of employee’s creative activity; comparison – in the process of comparing creative activity and art; index method – to propose the methodology of employee’s creative activity assessment; systematization – to identify elements of the relative index of creative potential; cause and effect method – for obtaining final conclusions. Results. The creative activity of employees is an external manifestation of intellectual and cognitive abilities of a person, aimed at the changes in tangible, intangible or managerial objects, which are expressed in the generation of new ideas and their implementation in a practical result. It also manifests in the creation and application of innovations for the purpose of obtaining an economic or social effect. It is closely related to high intelligence, art, self-evaluation and motivation of the employee. The study also determines two main indexes of evaluation of the creative activity of employee – index of creative activity and relative index of creative activity. The relative index of creative activity includes such elements as choice rationality of the sphere of creative energy manifestation, biosocial indicator of creative energy, index of employee’s health, index of socio-psychological state of an employee, professional experience of employee, level of employee’s intelligence, and index of compliance the workplace with the standards. Practical implication. The proposed methodology of employee’s creative activity assessment can be applied at enterprises in order to evaluate its current level and to improve the efficiency of the remuneration system. It is also clarified that increasing the creative activity of employees will raise the efficiency of the system of enterprise’s creative management as a whole. Value/originality. The investigation underlines the peculiarities of employee’s creative activity from the psychological and economic points of view and describes the methodology of employee’s creative activity assessment, as well as evaluation efficiency of the system of an enterprise’s creative management. Further researches should be aimed at the improvement of motivation mechanism for employee’s creative activity encouraging as a tool for increasing competitiveness of enterprises.

The dilemma of pest suppression in the conservation of endangered species.

In the conservation of endangered species, suppression of a population of one native species to benefit another poses challenges. Examples include predator control and nest parasite reduction. Less obvious is the control of blood-feeding arthropods. We conducted a case study of the effect of native black flies (Simulium spp.) on reintroduced Whooping Cranes (Grus americana). Our intent was to provide a science-driven approach for determining the effects of blood-feeding arthropods on endangered vertebrates and identifying optimal management actions for managers faced with competing objectives. A multiyear experiment demonstrated that black flies reduce nest success in cranes by driving incubating birds off their nests. We used a decision-analytic approach to develop creative management alternatives and evaluate trade-offs among competing objectives. We identified 4 management objectives: establish a self-sustaining crane population, improve crane well-being, maintain native black flies as functional components of the ecosystem, and minimize costs. We next identified potential management alternatives: do nothing, suppress black flies, force crane renesting to occur after the activity period of black flies, relocate releases of cranes, suppress black flies and relocate releases, or force crane renesting and relocate releases. We then developed predictions on constructed scales of 0 (worst-performing alternative) to 1 (best-performing alternative) to indicate how alternative actions performed in terms of management objectives. The optimal action depended on the relative importance of each objective to a decision maker. Only relocating releases was a dominated alternative, indicating that it was not optimal regardless of the relative importance of objectives. A rational decision maker could choose any other management alternative we considered. Recognizing that decisions involve trade-offs that must be weighed by decision makers is crucial to identifying alternatives that best balance multiple management objectives. Given uncertainty about the population dynamics of blood-feeding arthropods, an adaptive management approach could offer substantial benefits.

E-HRM Practices and its impact on Organizational Performance: A study on the Manufacturing industry in Bangladesh

Electronic Human Resource Management (E-HRM) is a relatively new term for developing countries like Bangladesh. Its practice is relatively low for the manufacturing industry since most of the manufacturing industry is labor-intensive, so E-HRM is ignored. With the new era of the twenty-first century where most of the work will get automated, the scale of production will increase and human resource management will become dramatically complex, so E-HRM is the solution. In this research, we find the current level of E-HRM practices on the manufacturing industry in Bangladesh and its impact on organizational performance. There are three levels of E-HRM named “Informational, Interactional and Transformational”. For measuring organizational performance, we look at Six dimensions namely ‘’ Effectiveness, Efficiency, Quality, Timeliness, Finance’’. For measuring E-HRM practices we chose nine components which are “Recruitment System, Employee System, Information Management System, Salary Management System, Learning and Training System, Idea and Creativity Exchange System, Assessment System, Welfare System, and Career Development System”. We took NO E-HRM practicing organization as base performance and compare it with E-HRM performing organization to see whether organizational performance increase or not. We found that Informational E-HRM practicing organization performance increases 73%, Interactional E-HRM practicing organization performance increases 197% and finally, Transformational E-HRM practicing organization performance increases 242% than No E-HRM practicing organization. We also compare nine E-HRM practices with organizational performance to see whether there is a significant relationship exist or not. We found that ‘’Learning and Training System, Salary Management System, Assessment System, Welfare System, Recruitment System, and Career Development System have a positive relationship with organizational performance. On the other hand, Idea and Creativity Exchange System, Information Management System, Employee System have a negative relationship with organizational performance. The more humanistic approach is required in case of idea and creative exchange system and Employee management system since there is a transition period going on in HRM. Information Management is negative due to the size of the organization. Most of the organization in Bangladesh is not large enough to reap the benefits of the information management system. So, in case of a smaller organization, it acts as a burden. Overall There is a significant relationship between E-HRM practices and Organizational performance. E-HRM benefits to cost must be compared when Implementing E-HRM. Organizations need must consider before implementing E-HRM. Most importantly remember E-HRM is just the advancement of HRM functionality based on sophisticated information, communication, and technology. So, a study must be conducted before implementing E-HRM to see whether the expense worth it or not. Keywords: Electronic Human Resource Management (E-HRM), Organizational Performance, E-HRM Practices, Level of E-HRM DOI : 10.7176/EJBM/11-6-07

Rescuing things: Food waste in the rural environment in the Czech Republic

Although household food waste has been scrutinized from various angles, less attention has been paid to rural areas viewed through the prism of everyday life. The purpose of this study is to investigate household food wasting in rural environment in West Bohemia, Czech Republic. This case study combines waste composition analysis of household waste and ethnographic research in a village conducted throughout 2013 and 2014. We describe the nature of waste itself, estimate its financial value using a method combining direct data from wasted packaging and retail survey, explore the differences among the households, interpret local understanding of food, and contribute to the theoretical debates concerning thrift. Our results show low degree of wasting of edible food (7.9 kg corresponding to 13.5 EUR per capita per year) but high variation among the households. Instead of searching for a single-causal explanation we explore a complex set of factors and relationships that shape everyday food-related practices. We approach the local discard practices via the concept of thrift and argue that it should be understood as a multi-dimensional domain that includes economizing via self-denial or creative management of resources, moral discourse entangled with care or responsibility, and social relations that shape the flows of value.

Proposals for a More Creative Education System

The present paper supports the necessity of adapting any modern education system to the growing demand for creative specialists in all fields of activity. In this context, we appreciate that an education system that develops students’ creativity can be characterized as a creative system. In the framework of extensive research on creativity management we have developed over the last few years, one of the goals was to discover several ways to improve the education system. From the perspective of educational work in the academic environment, we believe that stimulating student group creativity is essential for their development as future specialists and for their successful integration in organizations. Therefore, we have presented the opinions of a sample of doctoral students and academics regarding the capacity of the Romanian education system to develop group creativity among young people. In order to increase the share of creativity in the education system, the same respondents have suggested several changes in this system. One of the conclusions is that a state that pursues sustainable development should strive to develop the creativity of young people as much as to develop the other skills they need in future jobs.

Changes Required in Organizing the Creativity Management in Romanian Firms

Resource management – both as a discipline and as a practice – has always emphasized the efficiency of their use. Current business conditions imply a profound change in the relationship between tangible and intangible resources. Increasing the share of creativity in the resources of any company in recent years has led to an increase in the share of creativity management in the overall management of organizations. But the sustainable development of a business depends on the way in which management exercises its functions over all resources. Thus, the ways that management chooses to organize this inexhaustible resource that is creativity are essential for business development. Based on a research carried out in Romanian companies, the paper presents some essential aspects related to the organization of creativity management in these. Furthermore, the paper synthesizes the suggestions of managers and specialists of the respective organizations regarding the changes to be made in this field.

Особливості управління розвитком креативних груп

Особливості управління розвитком креативних груп

Efficient manager: creative dimension

Creativity is a foundational aspect of human society. Management as specific sphere of human activity is sure to imply creativity on the one hand – to develop certain management decisions, on the other – to encourage personnel to the necessary in the top management’s opinion actions. Such involvement requires from the organization’s qualified management constant appeal to the creativity that may be considered intrinsic of each employee at least at the intuitive level. The purpose of this article is to analyze the problem of creative potential of the organization and identify the attributes of the creative manager. The specific paper objectives are: to review most important approaches to the conceptualization of the notion of creativity; to refine and extend the creative nature of management. To substantiate the theoretical positions and reasoning of the conclusions general scientific methods are used, including system, abstract-logical approach, as well as methods of formalization, analysis and synthesis of information, comparative analysis and expert assessments, graphical visualization of factual information. The study contributes to a broader understanding of the organizational creativity as the efficient management imperative. The object of the research is the creative attributes of efficient manager. The subject of the study is the organizational and economic relations arising in the process of managing intellectual and creative resources in business organizations. The studies focus on mapping the understandings of theoretical and conceptual aspects of creativity in management as conceived by various theorists and practitioners. Proceeding from the critical synthesis of the creative management discourses it is attempted to provide an outline of the attributes relevant in seeking the main competencies of the creative manager.The phenomenon problematizing makes it possible to identify the groups of competences of the creative manager as practical contribution. JEL Classification: M12, M54, O15

Соціально-економічне підґрунтя креативного менеджменту організації

Соціально-економічне підґрунтя креативного менеджменту організації

CONCEPT OF MANAGEMENT FOR FORMING OF FULL HEALTH OF HUMAN

Concepts of managing the formation of complete human health based on the creation of models of creative management. Research methods. The study used such research methods as system-logical method, attributive and hierarchical methods, analysis, induction and deduction, comparisons and key components. Research results. To date, scientists have failed to formulate a single theoretical and methodological framework for a comprehensive assessment of basic health, so it is necessary to only partially consider its individual types. Depending on the field of knowledge, there are several types of health: physical, mental, mental, spiritual, moral, social, etc., which together form a healthy health. The authors justify the need to reduce the complexity of the Conceptual Decimal Model by reducing the number of types of good health. To address this issue, it is taken into account that mental and spiritual health belong to the category of "faith", moral and social - have common features and are characterized by a certain specificity, and sexual health is not fully adequate because it is absent in preschool children and most of the elderly. In its updated form, the concept of managing the formation of full-fledged human health is represented by five components: physical, physiological, financial, mental and occupational health. Studies have shown that the first level of the hierarchical model of managing the formation of complete human health occupies physical health as a state of physical well-being of the human body, which is characterized by its functional readiness to perform the main activities, including professional. Physiological, financial and mental health are located according to the second, third and fourth levels of the five-element hierarchical model of good health and their functions also consist in ensuring the performance of the person in the conditions of his professional activity. Conclusions. The proposed concept of managing the formation of full-fledged human health is a universal, high-performance, five-element hierarchical management model of physical, physiological, financial, mental and occupational health that has a comprehensive impact and provides effective management of the formation of full health and financial health. Human well-being in any social environment that may be the subject of further scientific research.

From the Beetaloo to West Texas: similarities, differences and lessons learned from water management in coal seam and shale field developments on either side of the Pacific

Water management presents a host of challenges and opportunities for operators developing unconventional onshore gas fields. Water supply, recycling and disposal issues affect each stage of field development and operation. Sourcing water and production of produced and flow back water has important implications for water availability and management of the unique environmental risks. All water source and produced water decisions come with costs. From the treatment and reuse of coal seam gas (CSG) produced water, through to the storage and ultimate disposal of water containing elevated salinity and organic loads in shale fields, the costs for water management fundamentally contribute to the economics of unconventional gas developments. In this paper, we will draw on experience in both CSG and shale field water management to compare the respective water management challenges and opportunities faced by operators in these industries. A series of case studies will be used to highlight the differences between the CSG and shale fields. This will include assessment of a West Texas shale field development, where field specific data, such as well-to-well distance and travel time between them, has been used to identify and compare produced water management options. We will use these indicators to demonstrate how alternative ways to assess produced water options, based on economics, can reveal creative management strategies that achieve a variety of goals at every stage of field development, including maximising reuse and minimising disposal.