Organizational Support creativity

Organizational Support for Creativity
Name of Student
Institution

Abstract
The level of creativity in an organization is an essential part of the desired success and innovation. Organizations are required to challenge and involve employees to enhance their critical thinking abilities. Through proper measures, the setting of goals, and encouraging participation enhances the level to which the employees will be motivated to be creative. Motivation is equally essential, and firms are mandated to create freedom within the workplaces by customization, supporting interests, and flexible schedule. Leadership that supports new ideas and builds trust with workers establishes a climate that encourages creativity. Although most organizations have implemented frameworks to support creativity and innovation, the effectiveness of this implantation has different outcomes. This excerpt is an organizational reflection on creativity support. The outcome of the reflection indicates that in our company, the level of evaluation is not comprehensive; therefore, to improve creativity, the organization should consider setting measures that will link the leadership environment to processes.
Keywords: Creativity, organization, motivation, leadership
Organizational Support for Creativity
Organizational Description
The firm is a small organization in marketing and advertisement sector. The company has less than 500 employees and operates on a limited capital to facilitate its operation. Based on the centricity of creativity, the organization support workers by creating an environment that encourages critical thinking.

Being at the first-level of management, I have experienced the implication of the existing frameworks meant to support creativity.
Leadership, Process, and Environment Factors
The leadership influence on change and development, employee relation, and task coordination and structure influence the level of individual commitment and motivation (Amabile, 2017; Ekvall, 1996). In our organization, at the team-level, the leadership approach determines the level of cumulative performance through output and production efficiency. Idea time, dynamism, conflicts, and debates enhance team creativity while risk-taking, idea support, challenge, and freedom enhance individual creativity in our organization. The approach to task coordination and organizational structure influence both team and individual creativity.
Summary of Creativity Assessment Outcome
Based on the assessment, the working environment supports the employees to share their opinions and participate in making decisions. The leadership supports new ideas, which motivates individuals to commit to the organizational goals. The freedom and level of interaction create an avenue for brainstorming in the company. Conflict resolution procedure, change management process, and the implementation of new policy frameworks enhances a smooth transition whenever the company is making a change.
High-Ranking and Low-Ranking Dimensions
The high-ranking factor was leadership approach and the role it plays in establishing an environment that supports creativity. The leadership in the company is hierarchical, which establishes a protocol that supports multi-level implantation and communication. Through this approach, teams play an essential role in fostering innovation and performance. The low-ranking dimension was the organizational process. While the company is in a position to understand, observe, refine, and implement critical measures, the level of evaluation is yet to be comprehensive. For maximum creativity, the organization should link leadership, environment, and processes.

References
Amabile, T. M. (2017). How to kill creativity. Harvard Business Review, 98501.
Ekvall, G. (1996). Organizational climate for creativity and innovation. European Journal of Work and Organizational Psychology, 5(1): 105-123.