This discussion topic will span two weeks to Module Eight.
In Module Seven, you will investigate metrics for determining success in an innovative organization as well as critical factors that can help identify organizations that will be successful at innovating. Over the next two weeks, you will apply and discuss Göran Ekvall’s method for measuring the creative climate at an organization by examining ten climate dimensions he identified.
In Module Seven, review the creative climate document and then complete the Dimensions of Creative Climate worksheet (both the document and worksheet are located in the resources area of Module Seven), which assesses Ekvall’s ten dimensions of a creative climate for your current organization; alternatively, you can measure another organization by interviewing one of its employees.
Then, write about your thoughts and address the following in your initial post:
Were you surprised by the inclusion of any of Ekvall’s ten dimensions? Are there any additional dimensions that you think should have been included?
Which dimension of creative climate was the hardest to evaluate?
- Share any insights or thoughts about the creative climate for the organization you evaluated. Discuss the one to two dimensions that received the highest and lowest scores.
- In addition, upload the following file:
- Your completed Ekvall’s dimensions of a creative climate assessment using the dimensions of creative climate worksheet
MBA 580 Ekvall’s Dimensions of a Creative Climate Assessment Worksheet
Complete this template by replacing the bracketed text with the relevant information.
For your chosen organization, take notes on each dimension of creative climate identified by Göran
Ekvall. Then apply a rating for each dimension and write a summary of your overall opinion of the
organization’s creative climate.
Use this scale for your ratings:
•
•
•
•
0 (Not at all applicable)
1 (Applicable to some extent)
2 (Fairly applicable)
3 (Applicable to a high degree)
Dimension
Challenge
Dynamism and
Liveliness
Playfulness and
Humor
Freedom
Risk Taking
Idea Time
Idea Support
Trust and
Openness
Debate
Conflict
(negatively
correlated)
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Notes
Rating
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Summary: [Insert text.]
A
Quick
Look
at…
Creative
Climate
Internal
Conditions
for
Creative
Behavior
&
Performance
What are the dimensions of a creative climate?
Swedish
researcher
Göran
Ekvall
identified
10
climate
dimensions
(nine
positively
correlated,
and
one
negatively
correlated)
that
affect
creativity
in
organizations.
His
conception
has
been
validated
by
repeated
studies
in
the
United
States
and
internationally.
Dimension
Description
Your
Rating
Challenge
The
degree
to
which
members
of
the
organization
are
involved
in
its
daily
operations
and
long
term
goals.
In
a
high
challenge
climate,
people
are
intrinsically
motivated
to
make
contributions,
and
find
joy
and
meaningfulness
in
their
work
and
invest
much
energy.
Dynamism
and
Liveliness
The
eventfulness
of
the
life
of
the
organization.
A
highly
dynamic
situation
is
when
new
things
occur
often
and
alternations
between
ways
of
thinking
about
and
handling
issues
often
occur.
The
atmosphere
is
lively
and
full
of
positive
energy,
“full
speed,”
“go.”
Playfulness
and
Humor
The
spontaneity
and
ease
that
is
displayed.
A
relaxed
atmosphere
with
jokes
and
laughter
characterize
the
organization
which
is
high
in
the
dimension.
Freedom
The
independence
of
behavior
exerted
by
the
people
in
an
organization.
In
a
climate
with
much
freedom,
people
are
given
autonomy
to
define
much
of
their
own
work.
People
are
able
to
exercise
discretion
in
their
day-‐to-‐day
activities,
and
people
take
the
initiative
to
acquire
and
share
information.
Risk
Taking
The
tolerance
of
uncertainty
and
ambiguity
exposed
in
the
workplace.
In
the
high
risk-‐taking
climate,
bold
new
initiatives
can
be
taken
even
when
the
outcomes
are
unknown.
People
feel
as
though
they
can
“take
a
gamble”
on
some
of
their
ideas.
People
will
often
“go
out
on
a
limb”
to
put
ideas
forward.
Idea
Time
The
amount
of
time
people
can
use
(and
do
use)
for
elaborating
new
ideas.
In
the
high
idea-‐time
situation,
the
possibilities
exist
to
discuss
and
test
impulses
and
fresh
suggestions
that
are
not
planned
or
included
in
the
task.
Idea
Support
The
way
new
ideas
are
treated.
In
the
supportive
climate,
ideas
and
suggestions
are
received
in
an
attentive
and
kind
way
by
bosses
and
workmates.
People
listen
to
each
other
and
encourage
initiatives.
Possibilities
for
trying
out
new
ideas
are
created.
The
atmosphere
is
constructive
and
positive.
Trust
and
Openness
The
emotional
safety
in
relationships.
When
there
is
a
strong
level
of
trust,
everyone
in
the
organization
dares
to
put
forward
ideas
and
opinions.
Initiatives
can
be
taken
without
fear
of
reprisals
and
ridicule
in
case
of
failure.
The
communication
is
open
and
straightforward.
Debate
Encounters,
exchanges,
or
clashes
among
viewpoints,
ideas,
and
differing
experiences
and
knowledge.
In
debating
organizations,
many
voices
are
heard
and
people
are
keen
about
putting
their
ideas
forward.
Where
debates
are
missing,
people
follow
authoritarian
patterns
without
questioning.
Debate
focuses
on
issues
and
ideas.
Conflict
(negatively
correlated)
The
presence
of
personal,
interpersonal,
or
emotional
tensions
(in
contrast
to
idea
tensions
in
the
debate
dimension)
in
the
organization.
When
a
level
of
conflict
is
high,
groups
and
individuals
dislike
or
hate
each
other
and
the
climate
can
be
characterized
as
“warfare.”
Plots
and
traps
are
common,
gossip
and
back-‐stabbing
occur.
Source: Ekvall, G. (1996). Organizational climate for creativity and innovation. European Journal of Work and Organizational Psychology, 5 (1), 105-123.
Questions to ask about your climate
How
important
is
creative
behavior
and
performance
in
our
organization?
How
does
my
team
rate
on
the
ten
facets?
(Use
the
right-‐hand
column,
above)
What
happens
in
our
environment
now
that
is
helpful
and
supportive
to
our
creativity?
What
happens
in
our
environment
now
that
is
hindering
our
creativity?
How
might
we
improve
the
climate
for
creativity?
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