creativity 0

7/28/2019 Creativity 0

1/48

Demographics, creativity, and

innovation

Mathieu BrummerMireya Campos


2/48

Timeline

Innovation related

HR strategies

HRM activities in

process and product

innovation

ExtendedHR issues

Meeting 12Meeting 2 Meeting 4 Meeting 8

ExtendedHR issues


3/48

Problem Statement

What is the link between demographic,

psychological, behavioral, and role factors with

innovation and creativity?


4/48

Agenda

Literature wrap-up Link of articles

Real life example

Interaction task

Conclusion

Feedback


5/48

Literature wrap-up

Article 1


6/48

Ancona and Caldwell

Impact of tenure and functional diversity

Internal

processes

External

communication

Effect on innovation and performance


7/48

Hypothesis 1

Internal task

processes

Internal task

processes

Tenure

diversity

Functional

diversity

(-) (-)(+) (o)


8/48

Hypothesis 2

External

communications

External

communications

Tenure

diversity

Functional

diversity

(+) (+)(o) (+)


9/48

Hypothesis 3

Internal task processes

Team-rated

performance

Managerial-rated

performance

(+)(+) (o)(o)


10/48

Hypothesis 4

External communications

Managerial-rated

performance

Team-rated

performance

(+)(+) (o)(o)


11/48

Hypothesis 5

Tenure diversity

Managerial-rated

performance

Team-rated

performance

(+)(-) (+)(-)


12/48

Hypothesis 6

Functional diversity

Managerial-rated

performance

Team-rated

performance

(+)(-) (+)(-)


13/48

Discussion point

Having investigated the impacts ofdiversity on team performance, howshould teams be formed in order to raiseinnovation and creativity according to

your view?


14/48

In-between summary

Diversity

(+)

Innovation, creativity,

and performance

(+)

(-) (-)


15/48

Recommendations

Team level Organizational level

Foster innovation and speed over

the full development cycle

Training and facilitation in

negotiation and conflict

resolution

Reward for team-based,

rather than functional-

based outcomes

Improves implementation and

enhances social integration

Conflict

resolution


16/48

Literature wrap-up

Article 2


17/48

Duchon, Ashmos, and Dunegan

Innovators Non-innovators

Demographics

Psychological

Behavioral

Roleperceptions

Effect on risk

(Innovation involves risk)


18/48

Results

Innovators

Role perceptions

Psychological

Demographics

Behavioral

Younger

Shorter tenure

Better educatedMore females

Higher risk taking scores

Higher innovation scores

Inclined to fund

uncertain projects

Perceive lower level of risk

More uncertainty

Low analyzability but high variety

More interdependent

relationships


19/48

Discussion point

By identifying and hiring risk takers,organizations enhance their capacity tobe innovative!


20/48

In-between summary

Effective deployment of HR requiresmatching people with roles.

A firm does not need too manyinnovators, because most tasks are

routine, not innovative.

Firms need both innovators and adaptors


21/48

Literature wrap-up

Article 3


22/48

Oldham and Cummings

Impact of creativity-relevant personal characteristics

Job

complexitySupportive

supervision

Employee creative performance

Controling

supervision

Traditional outcomes


23/48



Patents

written

Improved

suggestions

Ratings of

creativity


24/48

Hypothesis 1

Creative performance

Score on

CPS

(+)

Patents

written

Improved

suggestions

Ratings of

creativity

CPS = Creative personality scale


25/48

Job complexity


Job


supervision


Controling

supervision

Job

complexity


26/48

Hypothesis 2


Score on

MPS

(+)

Patents

written

Improved

suggestions

Ratings of

creativity

MPS = Motivating potential score

(Job complexity)


27/48

Supportive supervision


Job


supervision


Controling

supervisionSupportive

supervision


28/48

Hypothesis 3


Supportive

supervision

(+)

Patents

written

Improved

suggestions

Ratings of

creativity


29/48

Controlling supervision


Job


supervision


Controling

supervisionControling

supervision


30/48

Hypothesis 4


Non-controlling

supervision

(+)

Patents

written

Improved

suggestions

Ratings of

creativity

Partial support for H4,

investigating the effect

of CONTROLLING supervision


31/48

Joint contributions


Job


supervision


Controling

supervisionSupportive

supervision

Job

complexityControling

supervision


32/48

Hypothesis 5

Score on

MPS

Supportive

supervision

Noncontrolling

supervision

(+)

Patents

written

Improved

suggestions

Ratings of

creativity


33/48

Interactions

Suggestions

High

Low

MPS = Job complexityLow High

High CPS

Low CPS


34/48



Overall

workperformance

Intentions to

quit (turnover)


35/48

Results


Main

effectsInteraction

effects


36/48

In-between summary

Employees produce the most creativework when they have:

high CPS

high MPS

are supervised in a supportive, non-controlling fashion.


37/48

Discussion point

Will a selection process based ondemographics, psychological, behavioral,and role factors lead to innovative teamperformance?


38/48

Recommendations

Management should consider bothpersonal and contextual factors.

Manage on individual bases.


39/48

Links for your enjoyment

Links between the articles


40/48

Innovation antecedents

Oldham and CummingsDuchon, Ashmos,

and Dunegan

Innovation and creativity

Attraction to complexity,

toleration of ambiguity,

and self-confidence

Fund uncertain projects,

perceive lower level of

risk


41/48

Sensitivity towards employees

Oldham and CummingsDuchon, Ashmos,

and Dunegan

Creativity and innovation

High CPS, high MPS,

supervised in supportive,

non-controlling fashion

People must be matched

to roles in the

organization


42/48

Predictors of performance

Oldham and Cummings Ancona and Caldwell

Personal and contextual

factorsContextual factors

CPS

MPS

Type of supervision

Tenure and

functional

diversity


43/48

From theory to practice

Real life example


44/48

Conclusion

What is the link between demographic,psychological, behavioral, and role factors

with innovation and creativity?


45/48

Conclusion

Ancona and

Caldwell

Oldham and

Cummings

Duchon, Ashmos,

and Dunegan

Contextual

factors

Personal and

contextual

factors

Personal

factors


46/48

Discussion point

Relate the theoretical frameworks to thearticles!

Role behavior theory

Resource based theory

Human capital theory


47/48

Feedback

Comments

Questions

Suggestions


48/48

Break

Enjoy Your Coffee!

creativity 0

Documents