Attributes of Organizational Creativity Fostered At Bmw
BMW is known for its burning passion for a world status and first class delivery. To maintain this tempo, the company strives to look for employees with team work abilities and thirst for learning. Besides, the prospective candidates at BMW are required to be ready to take independent risks, no matter what it takes. In addition to this, the company lays its focus on maximum profitability regardless of the financial times of the year. To keep up with other competitors, BMW also strives to lay great focus on the fact that sponsorship plays a key role in the success of any visionary company.
Attributes of Organizational Creativity Fostered at BMW
Each and every successful organization boasts of a unique culture that is endemic. At BMW, the culture involves a chain of intertwined activities that are closely related on a daily basis and which are uniquely tied to that company. The organizational culture that is prevalent at BMW cuts across varied social classes and a diversity of both ethnic, cultural settings since, though a German motor manufacturer, has put in place a big international presence. This company is apparently one of a rare kind operating on its own uniqueness and reserved ideology. For instance, it is only at BMW that staff interact freely sharing creative ideas within themselves. The company allows all and sundry within the company to share their ideas regardless of their positions in the society or even in the job place (Bullinger, Neyer, Rass, & Moeslein, 2010).
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At times, all an employee needs is some reassurance that a given company will require their services, and this is especially so during the tough economic times while assuring them guaranteed payments for their hard labor. Taking into account the hard economic times, the high cost of living, the rise in house prices and the escalated budget costs, employees are forced to acquire the feeling that their jobs are stable and secure since their income is meant to support them, and their families (Asmawi & Mohan, 2011).
Being that the professionals are smart and highly qualified, the company, in turn, offers safe and very attractive jobs to the talented brains. Due to myriad challenges, the company also takes an active role in consistent recruitment and development of these great talents.
The concerns about job securities can either be perceived or real, but then their impacts are often real. It is based on the above fears that BMW as a company strives to meet the needs of every employee under its umbrella. The company works with everyone as though they were their own. In line of this, the company strives to award its employees and offer motivational sessions as part of its production aims (Menzel, Aaltio, & Ulijn, 2007).
BMW attains its goals and mission through engaging in innovative activities and keeping to modern trends of technology and innovations. Through this, the company strives to recruit the best of employees available. BMW chooses from the best that there are. Additionally, the company encourages free staff interactions in a bid to ensuring that all the innovative minds share their ideas for the best of the company. Through this engagement, the company encourages team work and team spirit, an ingredient that helps drives great companies to the levels they are in today (Bolman & Deal, 1991).
BMW also strives to reward its employees in all possible manner ranging from incentives provision to rank elevations. The company encourages its employees to adopt innovative skills that would then spur the company to higher levels of achievement. While at work, the company stakeholders ensure that those employees who get minor casualties in line of duty are greatly rewarded after being adequately attended to. This drive has made employees to be even more creative and performing tasks that would otherwise be neglected or feared by ordinary workers elsewhere. Through this process, the company has been able to instill the spirit of hard work, team building and innovation making them responsible employees that every company would wish they had (Ira Beskese, & Love, 2004).
In addition, BMW strives to promote employee satisfaction by way of ensuring that all the employed individuals in the company are accorded job security. The company achieves this by offering pension services to its workers, and this is in itself, a security of tenure.
In conclusion, a company only succeeds if it has the best and BMW is no exception. BMW has some of the most competent employees distributed in all its divisions’ world over. The reason behind this great investment is its high regard it pays to human power and skill development.
Menzel, H. C., Aaltio, I., & Ulijn, J. M. (2007). On the way to creativity: Engineers as intrapreneurs in organizations. Technovation, 27(12), 732-743.
Bolman, L. G., & Deal, T. E. (1991). Reframing organizations. San Francisco: Jossey-Bass Publishers.
Bullinger, A. C., Neyer, A. K., Rass, M., & Moeslein, K. M. (2010). Community‐based innovation contests: Where competition meets cooperation. Creativity and innovation management, 19(3), 290-303.
Asmawi, A., & Mohan, A. V. (2011). Unveiling dimensions of organizational culture: an exploratory study in Malaysian R&D organizations. R&D Management, 41(5), 509-523.
Irani, Z., Beskese, A., & Love, P. E. D. (2004). Total quality management and corporate culture: constructs of organisational excellence. Technovation, 24(8), 643-650.
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