In some organizations action is taken to stimulate creativity and innovation. The right steps may have been taken, such as involving employees in decision making, recruiting and appointing employees who evidence characteristics of creativity, setting standards for work performance and giving regular feedback, yet creativity and innovation are hampered in some way. The culture of an organization may be a factor contributing to the extent to which creativity and innovation occur in an organization (Johnson, 1996; Judge et al., 1997; Pienaar, 1994; Shaughnessy, 1988; Tesluk et al., 1997; Tushman & O’Reilly, 1997 in Martins & Terblanche, 2003). The current organizational culture and the demands of creativity and innovation may lead to a conflict situation.
Martins, E., Martins, N. and Terblanche, F. (2004), "AN ORGANIZATIONAL CULTURE MODEL TO STIMULATE CREATIVITY AND INNOVATION IN A UNIVERSITY LIBRARY", Advances in Library Administration and Organization (Advances in Library Administration and Organization, Vol. 21), Emerald Group Publishing Limited, Bingley, pp. 83-130. https://doi.org/10.1016/S0732-0671(04)21003-3
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