Thursday, October 16, 2008

Inequalities in Salary Leads to Decline of Creativity and Innovation

I came across a link to Creativity and Innovation on
As I read the Harvard Business Article I found many points of interest about managing creativity and if creativity can and should be managed.
The mention of management and leadership responsibility to "Figure out how to get people to shut up at the right time."
is one that is illustrated by people and organizations feeling that only "those" people are the ones who are creative and innovative. The article (click below) makes many mentions to killers of creative thought as well as how the entire organization in some way should be tapped for new ideas.
A common workplace gripe is "if they would listen to me it would be better" the concern with that is that often all employees who feel they have the answer are not fully aware of what is expected of the team and what is going on. This comes back to communication and organizational transparancy.
By encourageing this transparancy organizations can again begin to develop creative and new ideas - If they want them!

Robert Sutton, a professor at Stanford University’s School of Engineering, noted that most companies have hierarchical structures, and differences in status among people impede the exchange of ideas. How to remedy that? Sutton couldn’t resist pointing out the huge inequalities in salaries at today’s firms and suggested that if the field were more level, more people might speak up and be listened to. He urged leaders to define “superstars” in their organizations as those who help others succeed. Wryly, he recalled seeing powerful people hold forth in meetings even though others in the room had much better ideas for solving problems. It should be management’s mission, he suggested, to “figure out how to get people to shut up at the right time.”

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