Research Topics: Creativity And Problem Solving Skills

Creativity and Problem Solving Skills

Course Title:  Creativity and Problem Solving Skills Term Paper: The paper should be written in English, taped on A-4 paper, double-spaced, and of approximately 2,000 words excluding references. The paper should explore or reflect on students’ learning experiences in one or two of the following topics: - A successful case of creativity or problem solving - Development of creativity or problem solving skills - Relationship between creativity and intelligence - One’s own fulfilled and unfulfilled creativity   Also you can consider the following topic (just for your consideration)   Topics Suggest Reading (1)         Creator: multiple intelligence Pfenningeer K.H & Shubik, V.R. (2001), The Origins of Creativity, N.Y. Oxford Creator: multiple intelligence (2)         Developmental trends in creative potential and creative performance Runco, M.A. (1997), The creativity Research Handbook Volume one Chapter 6: Developmental Trends in Creative Potential and Creative Performance (3)         The use of developmental stage theory in helping gifted children become creative Treffinger D.J. (2004), Creativity & Giftedness, Corwin Press Chapter 3: The Use of Developmental Stage Theory in Helping Gifted Children Become Creative (4)         Foundations of creativity: the facilitating environment Freeman, J. (1985), The Psychology of Gifted Children: Perspectives on Development & Education Chapter 5: Foundations of creativity: The facilitating Environment (5)         The generality-specificity of creativity: a multivariate approach Stevenberg, R.J., Grigorenko, E.L. & Singer, J.L. (2004). Creativity: From Potential to Realization Chaper 4: The generality-specificity of creativity: a multivariate approach (6)         Creativity among Chinese people: beyond western perspective Lau. S., Hui, A.N.N., & Ng, G.Y.C.(2004).,  Creativity: When East Meet West Creativity among Chinese people: beyond western perspective   Assessment on the paper will depend on: l      Analytical, critical, and creative thinking l      Good understanding and clear presentation of the related content l      Good amount of relevant examples and citations   50 % Related theory and content, 50%Reflection Credit:ivythesis.typepad.com

Creativity and Problem Solving Skills

Course Title: Creativity and Problem Solving Skills Term Paper: The paper should be written in English, taped on A-4 paper, double-spaced...

Creativity

The Topic: Development of Creativity   INTRODUCTION             There is an ample need to understand and analyze the process of creativity among people in applying the needed information that helps integrate the importance of creativity within the development of the problem solving skills amicably. This means that the creative process is an essential tool that describes the application of such creative information that could be a part of the cognitive skills that entails the process for enhancing certain problem solving skills. Moreover, creativity and problem solving (CPS) skills cultivate whole brain thinking that helps in their search for ideas for efficiencies in procedures and coping with changes in the environment. Thus, nurturing creativity in individuals can come up with creative ideas as needed. Many people think creativity is soft and fuzzy used as an excuse for wasting time and believe creativity is not practical since it only involves with fine arts such as music and dance. Creativity needs to be encouraged within the appropriate intelligence in order for the individuals and groups to be creative and intelligent within to act freely and right in the views of other people. Creativity is arguably the most important element in achieving success in life goals as it is argued that, to encourage and enhance creativity people involved in every aspect should address the effects of fear of taking risks and criticism. (1991) The Importance of Creativity             Creativity is at once the least scientific aspect of advertising and the most important (1998). To be successful, it must have impact, quality, style and relevance. Ideas must be unique and relevant to the product and to the target audience in order to be useful as solutions to communications problems (1998). This is because a “winning creative idea,” one that stands out from the crowd and is memorable, can have enormous impact (1992;  1997). Academic researchers (1982;1999) have found creativity to be among the most complex of human behaviors to describe. It has even been suggested that creativity cannot be defined or measured (1991;  1982). The importance of creativity is acknowledged by the scale and scope of the research activity that has been conducted both to understand it and to examine its application in diverse fields. (2000)                         Then, creativity is important because in a way creativity lead to different understandings of a situation within the process of generating new ideas for the benefit of something useful such as in organizations. Thus, creativity involves the foundation the development of technology and helps promote and discover useful solutions to practical problems and ways of doing things. Creativity provides the impetus to develop new technologies and new products to satisfy the needs and wants of society. Thus, such excitement is experienced in the challenge of a quest to find a better way as (1999),  (1999), (1995)  (1987) identified certain attributes that are important to the development of creativity. Challenge: students are inspired and motivated to be creative. Resources: sufficient resources such as time, tools and materials are available. Environment: the physical facility is attractive, and examples of creative work are present. Atmosphere: the affective environment is supportive, trusting, free and open. Technology of Creativity: tools and techniques associated with creativity are utilized Educational Environment: the administration, school and community support creativity.   Challenge             The excitement of a challenge is at the heart of a creative classroom in technology education. Competition through Technology Student Association (TSA) provides open-ended problems that encourage creativity and motivate students to do their best. The essence of the problem in the Structural Challenge event is to design and build a balsawood structure that will carry a maximum load. Students who are motivated will not be stopped. They are enthusiastic and will do whatever it takes to solve a problem. A challenge brings out the best in people and stimulates an individual’s motivation to succeed. A strong sense of passion and individual commitment is necessary to sustain the effort required to achieve a creative solution to a technological problem. “Task motivation makes the difference between what a person can do and what a person will do” (1987). Teachers need to provide challenging problems that motivate students to be creative.             Resources             It takes resources to be able to solve a problem creatively. Relevant information and knowledge must be gathered and applied to a problem. Tools and materials must be available to try out and test ideas. Sufficient time is also important to elaborate upon ideas and develop creative solutions. Having a sufficient variety of information available provides the critical fuel for a creative solution. Factors related to information resources were ranked as the most important factors for technological problem solving in secondary technology education programs (1991) and that creativity doesn’t just happen by chance as the prepared environment nourishes it. Environment             The technology education classroom environment can have a positive effect and inspire the creativity of students. Models and examples of creative work can be displayed. The facility should be attractive and well-organized to enable students to efficiently try out their ideas. “Scores on tests of divergent thinking are affected by both the physical objects in the room and the activities that precede the test. Students are more likely to generate fluent responses in a stimulus-rich than stimulus-poor environment” (1995). “The total creative process requires a drive to action and the implementation of ideas. We must do more than simply imagine new things; we must work to make them concrete realities” (1996). Atmosphere             The climate of the classroom is critical to the development of creativity. Creative ideas are easily extinguished with ridicule and a lack of acceptance of unusual ideas. Creativity must be encouraged, recognized and rewarded. Students need to be open to new ideas and help each other to be creative. Miller observed that “creativity is a group phenomenon as much or more than an individual one” (1999,). Each person is unique and this is an important characteristic of creativity. Diversity must be encouraged in the quest for broad thinking and the consideration of all possibilities. The diversity of the group contributes to the dynamics and richness of a creative solution. Hence, in his study of creative organizations concluded that debate and critique in the spirit of improving and developing better ideas are important positive qualities of a creative group. On the negative side, he also concluded that conflict in the environment of an organization is counterproductive, lf conflict permeates the environment and then new ideas will be squashed (1999). If conflict is present among students and between students and the teacher, the production of creative ideas will be diminished. (1999) The challenge is to apply such findings to individual technology education classrooms and establish an environment that supports and encourages the development of creativity.     Technology of Creativity             The technology of creativity includes the tools and processes that enable a person or group of people to develop a problem solution that is original and purposeful.  defined technology as “the organization of knowledge for the achievement of practical purposes” (1970). When creativity is applied to a problem, the result is new technology, product, or system so; creativity involves the development of a better solution. The technology of creativity involves the use of proven tools, like brainstorming, within the context of a creative problem-solving model to develop effective solutions to practical problems. When creativity is present in a technology classroom, an important element of technology is represented, and an element of reality and excitement is added to the development and education of students (1987). There are specific processes and tools that are likely to improve the creativity of a solution. Awareness of these tools and how to use them appropriately is essential to an individual’s creative performance (1987, ). Brainstorming is perhaps the most well-known process ( 1957), but many people have developed other effective tools to enhance creativity (1974 ,1970,).                   Creativity can be encouraged and developed through the use of the steps in the creative problem-solving process (1987). When people “apply these processes deliberately, they speed up their creative processes and experience greater creative productivity” (1996). reviewed several studies related to the development of creativity. “The general conclusions are the same: creative abilities can be developed by deliberate programs and methods” (1987). Educational Environment             It is important that the educational environment beyond the technology education classroom is supportive of creativity. Other teachers and the school administration need to encourage, recognize, and reward the creative efforts of technology education teachers and students. Parents and the community can provide role models. “The accumulated body of research on climate and organizations undoubtedly indicates that climate makes a difference in creativity” (1999). The challenge is to apply this research to individual technology education classrooms. Technology education teachers who are interested in maximizing the potential of their environment to support creativity can use the questionnaire as an assessment tool. The questionnaire identifies key elements that will encourage creative behavior. It is intended to be used by teachers to identify strong and weak areas to help assess and improve the climate for creativity in the technology education classroom.   CONCLUSION             Nowadays, many people have negative ideas and preconceptions about creativity, their own abilities and about the value of the process with an understanding of a thorough problem solving process and why creativity is vital to the process for the determination of intelligence by looking at certain creativity and problem solving habits and that in order to encourage creativity,  a person may open the door to a wide range of business benefits and give employees the chance to make business look great. Taking into consideration the skills to address the tasks required for problem solving and development and be able to produce their solutions in an environment that does not restrict creativity and intelligence respectively. In reflection, when people identify individuals, as gifted in such domain they often concentrate on what they know about the domain and their ability to learn about that domain thoroughly than other individuals. But gifted adults are identified as such by the creative roles they take in their fields, not by how quickly they learned about their fields. Instead, one attains fame by leading the field with one’s ideas. If one thinks of some of the most eminent people in the field of gifted education, one knows they got to their positions not by demonstrating high scores on tests of knowledge but by being leaders with their ideas about how to educate the gifted. Therefore, creativity is thought of as it pertains to the arts but it does occur in almost any kind of activity and within various groups of people such as originality and imagination, its identification can sometimes be easy since, creativity has to involve divergent thinking the ability to come up with unusual answers.       Credit:ivythesis.typepad.com

Creativity

The Topic: Development of Creativity INTRODUCTION There is an ample need to understand and analyze the process of cre...

Team effectiveness

Part One: Workplace Issue: One of the main issues affecting my workplace is employee diversity. Due to the personal and cultural, tensions among employees had been a frequent occurrence. This in turn had been causing considerable work disruptions; moreover, assigning group tasks among the employees had been difficult due to this issue. In order to gather evidence, incident reports relevant to this issue had been compiled and analyzed. In addition, interviews of the employees involved in these incidents had been documented. The aim of the company to maintain order and coordination among the employees urged the management to do something about this workplace problem. Problem-Solving Model: In order to develop a resolution to the identified issue, the management utilized the creative problem-solving (CPS) model. This model was actually developed by  (1992) and is made up of six stages which include objective finding, fact finding, problem finding, idea finding, solution finding, and acceptance finding. The management then followed these steps in order to develop a possible solution to the problem. Steps and Plan: The follow where the activities done by the management in accordance to the CPS model: <ul style="margin-top: 0in; margin-bottom: 0in" type="disc"> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Objectives: to maintain order and coordination among the employees; prevent workplace incidents due to discrimination</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Facts: work disruption; inability to work in teams; workplace tension</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Problem: discrimination due to workplace diversity</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Idea: consult human resource management experts; read relevant literatures; attend conventions/seminars</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Solution: conduction of team-building activities; conduction of group seminars/discussion regarding workplace diversity</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Acceptance: utilization of performance measures; evaluate team-based output in terms of quality and quantity</li> </ul> The plan developed by the company is summarized in a table (Appendix A). The development of solutions for the company underwent a cost/benefit analysis. This helped the management to develop solutions that can be supported by the company’s available resources and can directly address the issue concerned.   Part Two: a. The following are the steps I will undertake in order to deal with the harassment issue: 1.      Provide counseling to the employee. This procedure aims to stress the need for the employee to provide a formal complaint. This in turn will allow me to conduct a full investigation of the report as well as educate the offending team members. The first step will also help assure the employee of privacy and confidentiality. 2.      Investigate the employee’s complaint. As soon as the complaint has been forwarded, an investigation will be carried out immediately; this will prevent the issue from worsening or being neglected. For this purpose, employees involved in the report will be interviewed; these include the complainant, harassers and potential witnesses. During this process, the interviews will be documented and preserved as evidence. In conducting this procedure, legal advice through the company’s lawyer will be obtained. This will help in determining whether harassment has really taken place and what proper actions should be done. 3.      Take action. Depending on the result of the interview, degree of the complaint and the assessment of the legal adviser, proper actions will be done. Proceedings of the decision will be relayed to the complainant as well as the harassers. Should there be a need to terminate the harassers, the company management will ensure that the complainant will not suffer from any form of retaliation. For this purpose, work environment of the employees will be monitored regularly. 4.      Prevention. It is essential that similar incidents should be prevented from happening again in the future. Hence, if it is required, stressing or modifying the company’s harassment policy will be done. In addition, educational workshops that would promote harmonious working relation will also be carried out. b. The following are the steps I will undertake in order to deal with the meeting disruption issue: 1.      Respond to the team member. If a member is constantly asking for my attention during the meeting, it is likely that we are communicating well. It is important that the question of the member is answered directly in order to prevent waste of time. 2.      Communicate with the employee. In order to prevent the same constant interruption from happening, I need to understand why the member is behaving in that manner. This will also help me determine if there is something unclear or upsetting in the meeting that bothers the employee. Through this, I will be able to become more aware of the members’ different emotions and moods while in a meeting.  (1996) also noted that meeting participants who are fragile, nervous or annoying should be given attention; handling their problems immediately while in a meeting will help prevent further interruptions and waste of time. 3.      Prevention. In order to prevent constant interruptions during a meeting, initially inform the participants that questions would just be entertained after the discussion or that they could just direct their queries through e-mail or at a certain time of the day.   Part Three: 1.      The company made a number of considerations in order to prevent the same problem on job outsourcing from happening again. One of which is the approach it will have to use in order to obtain a favorable response from the employees. By means of communicating openly with the Action Learning Team, the management was able to obtain the employees’ full support for further job outsourcing. The company also considered how the employees will respond to this new hiring plan. Furthermore, the management also considered its current relationship status with the workforce. 2.      The success of the company’s initiatives can be attributed to honest and open communication observed in the workplace. Through this approach, employees willingly approach the company’s plan for further job outsourcing without reducing their productivity level or causing major work disruptions. The absence of problems in the company enabled the management to carry out its plans smoothly. The collaboration of the management and the employees brought about by open communication also made the implementation of the change easier for the company. 3.      The consultative and united approach helps in maintaining the good working relations between the management and the employees. Through this, workers can be made aware of the company’s plans; making the employees part of the decision-making activities can stress the role and value employees have for the company. This in turn fosters good working relationships. Communication also prevents employee-management conflicts; for instance, if the company openly discusses its plans for changes with the employees, resistance will be prevented or minimized.   Appendix A: Plan 1st week Assessment:   identification of the problem   gathering of evidence   development of objectives 2nd week Data Gathering:   consultation of experts   attend seminars/conventions   read relevant literatures   conduction of cost-benefit analysis 3rd week Implementation:   conduction of team-building activities 4th week group seminars 6th week Monitoring:   evaluation of team output   evaluation of individual performance 7th week analysis of monitoring results   identification of problem areas   development of ideas for improvement       Credit:ivythesis.typepad.com

Team effectiveness

Part One: Workplace Issue: One of the main issues affecting my workplace is employee diversity. Due to the personal and cultural, tension...

Creativity and Team Decision Making at Accenture Organization

INTRODUCTION: DETAILS ON ACCENTURE   For decades now, Accenture has been partner to Australia’s most successful public and private sector organisations, helping them continually improve their operational and financial performance. Today, Accenture is only technology independent consulting, IT services and outsourcing company in Australia with the capability to help clients design and manage enterprise-scale business and technology transformation. Accenture, global management consulting, technology services and outsourcing company employing over one hundred seventy five thousand people in forty nine countries and work with clients worldwide, as well as government agencies. In Australia, Accenture teams of talented professionals work with seven of the ten most profitable public companies in Australia. Accenture is most recognized business brands, associated with deep industry and business process expertise, broad global resources and proven experience in consulting, technology and outsourcing.       DISCUSSIONS ON CREATIVITY AND DECISION-MAKING The effectiveness of Accenture decision making can be issue in emerging urgency of evaluating team building capacity changing such nature of implicit assumption underpinning team operations from within organisational structures as adopted by such decision making at Accenture adheres to such dynamic process. The innovative decisions at Accenture may change the future substantially but such decisions by team members change little. There needs to be commitment from Accenture and process of commitment to implement actions to effect necessary changes in reality of Accenture creative process. Moreover, decisions never get it quite right and such invariably spend more time living with the consequences of decisions than people do in making them” (Cited from, Pfeffer, 1992, p. 19). The effectiveness of decision-making process could be assessed by the creative relevance, logic and appropriateness of the actual decisions, the degree of commitment of the participants and the contribution to individual and group learning of those involved. In order to come to grips with what all this might mean in terms of Accenture governance, it is necessary to analyse the nature and dynamics of decision-making process.     For instance, such team structure is seen as a more sophisticated version of team power where allegiance is more to the person than the position and there is also the need to work at gathering forces and resources to ensure sufficient power to get things achieved. Although Accenture positions seemingly deliver some hard power over such resources as there can be no guarantee of team influence if creative value is lacking to decide on what is needed. Aside, Blair’s (Cited from, 1995) advocacy for employee participation in creative control could be taken as one and its duty is applicable for Accenture, such as in their executive management that can be in such phase as illustrated in such dynamics of group knowing and decision making based from the figure below.     Figure One: Dynamics of Group Knowing and Decision-making Model Source: Cutting, B. (2002), “Evaluating corporate board cultures and decision making”, Corporate Governance Volume 2 Number 2 pp. 27-45 MCB UP Ltd       Accenture will apply commitment on such group decision to achieve creative valuation and collaboration in making wise decisions as the cycle engages to the connected flow of such knowledge within group interpretation at the top level at Accenture in linkage to information group scanning and then back to the commitment essence. Accenture needs to be recognized that creativity cannot be generated in too much vacuum and will require the stimulus of certain presented information so that such team thoughts can be generated in working collaboratively on creative work paradigm with intensity, interaction and richness of ideas in the process.                       CREATIVE PROCESS MODEL Truly then, Accenture can basically utilize and apply such stages of creative process as being implied by the model illustration as shown and  diagram below.     Figure Two: Seven Stages of the Creative Process Model     Source: MG Taylor Corporation (1996), “Seven Stages of the Creative Process”, Modeling Language Spotlight December 18, 1996 Available at: <http://www.mgtaylor.com/mgtaylor/glasbead/7stagcrp.htm> For identity, Accenture can explore as well as discover and understand how such system produce conditions for creativity and use techniques of collaborative, creative design to see the system from different vantage points. The need to generate optional ways of seeing the system and its components. For Vision, it tells how Accenture will be at work n the future and should be careful not to derive negative conditions. Instead, Accenture will build working simulations of how certain system will operate upon teams adding vibrance and wisdom to the work environment. For intent, the greater the distance on such Accenture creative process that can be between old and new system, the greater the challenge and more energy Accenture will need in order to succeed in such team coordination. In the insight stage, there’s stumbling block, Accenture vision can be full of holes as the vision really will contain clear definition of the problem, and the answer, but usually there are lots of unknowns and gaps in understanding. For engineering, there is breeding ground for new variations as they vie to see which is more fit. As simple problems visible at Accenture may actually be solved in ideal environments as those that involve design of the materials and services. For building stage, nothing can be engineered without being built and applies in particular to Accenture wide environments as there assembles team complexity, but portion of process is beyond collective control of the team at Accenture. Then, the using stage, the idea were manifested and Accenture system produces new creative conditions and do evaluate whether these conditions are better than others developing team attachments as it again starts with the stage of identity. CONDITIONS FOR CREATIVITY   Creativity at Accenture may involve ideation of new and unexplored perspectives entailing visual things from such known angles as creativity can act catalyst in team decision making process in the organization, facilitating efficient and effective decisions at the workplace. The creative process to be used will imply to the processing of relevant ideas and information to come out with creative ideas and perspectives among Accenture team management. Consequently, the ambiguity of decision-making authority is not whether a creative person creates concept with full authority or with other function’s intervention, but it is important to authorise power to the creative people themselves as team to decide prospective samples. By doing this, the creative people have enough space to develop innovative designs without too many critics. Moreover, the performance measurement criteria for creative designer Accenture ways need to be developed as knowing how well creative team appraise creative decision ability in resolving conflicting issues among the team (Cited from, Caudron, 1994). According to John Kao, creativity depends on flow and exchange of ideas and information as such computer networks as well as knowledge representation provide flexible communication a tool for creative thinkers in the organization. The challenge for Accenture managers is to ensure that once they have attracted the best and brightest into their organization, they can provide an environment that will keep their workers motivated and enthused about their work. Thus, Forrest Kessler argues that with teams being adopted as high performance working practice, it is important they understand how team decisions are made as team members are likely to accept responsibility for, and be committed to, the outcome of decision if they are involved in the decision-making process. However, if team decisions are not made properly, significant time may be wasted and incorrect decisions may be made. In other words, to ensure that Accenture teams do not waste time in their decision-making process and minimize risk that technically incorrect decisions are made, to maximize the acceptance of the decision by the team members, and to strengthen itself, Accenture should consider such points when making decisions: the appropriate decision-making process should be used and the team should strive for consensus only as warranted and decisions made by majority should not be considered a consensus decision. Accenture members should be aware of issues pertinent to the decision being made, or those involved in the decision making should be limited to those who are aware. FOSTERING CREATIVITY The following points are designed as checklist to help leaders at Accenture create an environment that will foster creativity and decision within teams. Establish clear outcomes for teamwork. Accenture will derive the best results from teams when members clearly understand what is expected of them and understand both the overall big picture and vision for the organization, as well as expectations of them. Believe in the capabilities Accenture team.  Accenture need to expect the best from team, keeping expectations high and realistic.  In terms of creativity, Accenture group is likely to come up with innovative solutions if you believe that they can and optimism and strength need to be realistic.  Encourage and respect new thinking.  It takes courage to bring up new idea as creativity at Accenture can be mindset that needs to be championed and valued by the leader. Accenture will encourage people to build on ideas, not tear them down. Strengthen relationships.  Creativity is generated when Accenture have collaborative environment as exist when there is trust between team members Empowering Accenture employees. Accenture can begin by sharing more of the decision making with lower levels in the organization.  Hire for creativity.  Accenture should sure they recruit people that have creative ability as hiring groups of people who all think alike will not generate new ideas. Building diverse teams.  Diversity of backgrounds, thinking, experience and culture is the key to creativity.  Although it is more difficult to build alignment and consensus among group of divergent thinkers, Accenture will get better ideas and upside from diverse team.   DEVELOPMENT OF CREATIVE WORK ENVIRONMENT   In order for Accenture organization to develop such creative work environment such aspects must be considered and be applied accordingly. One is the presence of organization support within the Accenture management that will not tolerate such team mistakes that may lead to such problems and issues within the employees at Accenture that may affect the integrity they had in dealing to clients that are based in Australia and its affiliates. The value of Accenture support in communication encouragement among such working groups and teams comprising better employee synergy through ideal ways of team building structuring as there offers job security in effective manner. Accenture then, can motivate and inspire the work environment to make it creative and desirable for their employees as it implies to such functionality and such task significance within the organization and that at Accenture, self leadership and empowerment is truly an imperative reality that is a core potential factor to drive creativity among such teams and possibly enhances framework upon its actual process as the flow of motivation can align Accenture in such job competencies for developing creative work setting along with sufficient resources and time.   CONSTRAINTS Although, it can be fact that such constraints are amiably present in creativity and decision making for Accenture organization as such there can time constraints that will involve loss of creative work process and the production of knowledge blocking towards good decision making and the relevance of team awareness to foster team creativity. Accenture should avoid time constraints as it may impede team and employee growth from within and possibly terminating positive impulses towards creative innovation and motivation at work and thus, the need for Accenture to offer more avenues for creative enhancement and the application of appropriate decision making within the management and its team. Thus, another constraint can point to apprehension of evaluation within the organization this believes that such people are silently evaluating the work of the other and that, Accenture should be aware of this reality as if this happens, it may lessen the morale of their employees thus, affecting rapport among teams and will weaken team formation and effectiveness in the process. The decision making fits in as Accenture should not decide things for an employee in particular but, they need to decide on what is good for team as a whole in strengthening creative posits of work idealism and its dynamics. Thus, avoiding conformity to peer pressure within the group can impose a type of constraint and it is the responsibility of Accenture to identify such situation as these may suppress opinions that will oppose norms of the team and will break such solid bond of Accenture employees, respecting each other’s professional worth within the organization and thus, such risks and conflicts of ideas will be avoided if Accenture does not have any conformity to pressure of other people. Aside, there can also be negative side of group think as there can be tendency for Accenture teams to value consensus at the price of decision quality formation as common when Accenture is highly cohesive and experiencing decision failures as the team leader tries his best to influence decision that others are not comfortable, the decision then should be approved by almost every employee at Accenture in order to achieve team unity and synergy dynamics in valuing creative environment they are a part of. Group polarization is also a constraint as there tendency for Accenture to make such extreme decision than individuals with riskier options for decision process and the belief that luck is on their side resulting into challenges and issues such as team trust and confidence to each other as individuals formed into groups and thus, expected to deliver work effectiveness through uniqueness in creative skills and better decision making at Accenture.  ALTERNATIVE TEAM STRUCTURES Furthermore, in business world there are numerous team structures,  as there can be relevant for Accenture to apply as Accenture can use standard, core and virtual team structures in order to improve their level of creativity and such height of their decision making process respectively. Standard Team Structure Generally, it became standard by natural progression, at Accenture more work needed to be done and team has to be well structured as the team can be in same building, so communication is at the peak, and the physicality of team structure for Accenture can be easier to find and solve issues together. Core Team Structure This is not a new structure, Accenture can have such improved modes of communication such as integration of the Internet for such outsourcing activities and others into a viable option as by forming Accenture core team made out of best employees and outlining the basis to creative touch using their skill and knowledge. Virtual Team Structure Accenture can take standard team hierarchy and fusing such with its outsourcing functions as the team can be composed of outsourcers and such IT consultants. Since virtual structure permits people to work creatively, it is then applicable that Accenture team could have employees working well into creative mode signifying ideal decisions to be made. CONCLUSION Therefore, as such teams at Accenture can produce better results that will take advantage of intellectual capital as possessed by their employees by having creative environment designed to recognize these individual differences and apply them to creatively solving problems, effectively resolving challenges, making great decisions, and successfully implementing solutions. Accenture where creativity blossoms has safe environment that is marked by openness, respect for abilities and willingness to challenge ideas. The ability to listen and to communicate is critical to Accenture environment that allows creativity to flourish and the awareness of Accenture talents and those of team members can thus help you all break through to more powerful team communication and interactions.     REFERENCE     Accenture Organization Source: Available at: <http://careers3.accenture.com/careers/australia/>   Blair, M.M. (1995), Ownership and Control: Rethinking Corporate Governance for the Twenty-first Century, Brookings Institute, Washington, DC   Caudron, S. (1994), “Strategies for managing creative workers”, Personnel Journal, Vol. 73 No.12, pp.104-12   Cutting, B. (2002), “Evaluating corporate board cultures and decision making”, Corporate Governance Volume 2 Number 2 pp. 27-45 MCB UP Ltd   MG Taylor Corporation (1996), “Seven Stages of the Creative Process”, Modeling Language Spotlight December 18, 1996 Available at: http://www.mgtaylor.com/mgtaylor/glasbead/7stagcrp.htm   Pfeffer, J. (1992), Managing With Power: Politics and Influence in Organizations, Harvard Business School Press, Boston, MA     Credit:ivythesis.typepad.com

Creativity and Team Decision Making at Accenture Organization

INTRODUCTION: DETAILS ON ACCENTURE For decades now, Accenture has been partner to Australia’s most successful public and private...