Project Management is an area of study that has many relevant applications within the marketing industry yet there is very little emphasis placed on it. If Project Management were to be applied to marketing Metrics would soar and timelines would shorten. Teams would deliver newer and better campaigns with increased efficiency and less hassle. This would go a great way towards increasing the competitive advantage of any marketing initiatives. This way a company could achieve more deliverables from their marketing teams without having to hire additional talent.
The greatest achievements of human cognition may be largely emergent phenomena. Emergent properties do not naturally pertain to any individual member of a group, and hence can only come to existence through collaboration. Emergent properties can happen at a micro (individual) or macro (organizational) level. At an individual level, as the neurons of our brains work collaboratively, larger entities, regularities, new patterns arise as a result of that cooperation. These new patterns are pregnant of meaning and represent new perspectives, ideas and
Ability, motivation and opportunity for innovation: The role of performance management · Performance management can help to build ability to innovate by helping to identify training and development needs and aligning career development with innovation-oriented objectives. · Performance management can motivate innovation by rewarding innovation-oriented behaviour, and taking care not to discourage appropriate risk taking and learning by doing. · Performance management can also help to create more opportunities
Roger von Oech, author of A Whack on the Side of the Head, distinguishes between hard and soft thinking. Soft thinking is playful, spontaneous, dreamlike, and less concerned with finding the answer as compared to hard thinking. Soft thinking is a necessary part of creativity. But hard thinking is also part of the process. Creativity may thrive on spontaneity but order and analytical thinking is important to be
Creative thinking reexamines traditional strategies and practices, while proactively looking for new ideas and ways to improve them. The creative thinker looks at problems and opportunities from a unique perspective. They see patterns and themes that are not immediately apparent to others and have an ability to refine and shape a new idea so it has a higher likelihood of success. Creativity requires developing new ideas and concepts that are effective in resolving situations at hand. The successful CET uses creative thought to observe the internal and external environment to not just solve problems, but to find them before they derail success.
Originality is highly praised in art and design. Designers and artists create standards that their works must be original and new. Thought this concept has applied since long time, the value of original kept changing. Today, originality is defined as something that is new, and this concept has burdened designers, as one has to create something new and different in the present world where information is overflowed and easy to found. Yet sometimes this originality is not necessarily needed for some people, as the commerce world prefer quantity rather than quality.
What exactly do these two commonly used words mean? In reality, the definition of the two terms varies in scope and fields of reference. For instance, in the organization, innovation means the spark that makes companies great. It stretched beyond invention to the style of the corporate behavior, ability to implement new concepts and take risks. Anderson Joseph in his definition of creativity is nothing above going beyond the current confines whether it is in the academic, social norms, technology, or values (Joseph, 1992).
Change in organisations covers a vast field of business activity, generally aimed at improving performance and productivity through growth, innovation and skills development; through shifts in assets, resources or market shares, or a combination of more changes. HR managers can look to bring about change in the organizational structure by Lewin’s three steps of organizational change: unfreeze, change, and refreeze. Unfreezing is related to creating willingness and motivation for change through anticipating the future and analyzing the possibilities of change, change means seeing things differently and acting to move toward a more desired state, and refreezing establishes new ways to affirm the change and secure the new desired