The paper "The Influence of Job Satisfaction on Creativity" is an outstanding example of management coursework. Enhancing worker creativity is a crucial tool for the competitiveness of an organization (Shalley, 1995). The social environment is known to impact employee creativity to a large extent and therefore it is one of the widely researched constructs of organizational performance. The term creativity in itself is difficult to define as argued by Bohm (1998). Creativity is referred to as innovation in the education realm while business people call it entrepreneurship (Reid & Petocz, 2004). Mathematicians equate creativity to problem-solving while in the music realm, it is called performance or composition (Reid & Petocz, 2004; Gomez, 2007).
According to Albrecht, creativity is a mental process which results in the generation of new ideas (Alvani, 2009). Despite the fact that literature on creativity being few, it is now apparent that different types of creativity exist. MacKinnon (2005) did personal assessment research and from the findings, he outlined three types of creativity. They are the artistic type, the scientific and technological type and the hybrid type of creativity (MacKinnon, 2005; Gomez, 2007).
The first type of creativity is the one that an individual is born with and reflects the creator’ s inner needs (Gomez, 2007). Scientific and technological creativity is the source of novel solutions to problems surrounding an individual but does not reflect an inventor’ s true personality. Hybrid type, on the other hand, combines both the artificial and scientific and technological and it is found in fields such as architecture (MacKinnon, 2005). Similarly, Taherkhani (2015) outlines three dimensions of creativity. They are the cognitive, non-cognitive and motivative. Research into different kinds of creativity in human beings have given similar findings.
One of the major findings of the creative person is that they have no interest in minor details but rather their implications. As argued by MacKinnon (2005), creative minds are cognizably flexible, curious, exhibit ease in communication and free flow of impulses. An idea can be termed as creative if it results in a new way of perceiving a situation. According to Kneller (2005), creativity entails one’ s ability to alter the approach to a problem and view the situation beyond normal.
All people are creative in nature but it is the level of creativity that varies from one person to another. Important to note is the fact that creativity should not be confused with intelligence though the two terms are close. Despite this, the two terms are closely related to each other in that creative individuals enjoy rich intelligence (Taherkhani, 2015). Some attributes have been highlighted to characterize creative minds. They include; originality in their work, persistence, independence, discovery characteristic, challenges basic assumptions and generates alternatives. Job Satisfaction Job satisfaction is a widely researched concept of organizational performance.
According to Singh & Jain (2013), job satisfaction is generally the feelings (positive and/or negative) that individuals have towards their jobs. Job Satisfaction is, therefore, an emotional response to the workplace. Other scholars who have defined the term include Locke (1976) who defines this term as that positive feeling which results from the individual assessment of the workplace. Job satisfaction can also be the result of autonomy and strong relationship amongst employees (Lin, 2007). Job satisfaction is what defines a job done well and a job poorly is done.
There has been a proposition that employee psychological attachment to the workplace has an immense impact on organizational performance. A positive psychological attitude towards the workplace results to increased performance at the workplace and lower turnover rate (Mathieu & Zajac, 1990). This is important in modern times where organizations are stressing on the need to have innovative spirit at the workplace. Indeed, innovation is a basic tool of survival in modern times where competition has increased. Although job satisfaction is influenced by other factors, it in itself can influence other organizational facets.
Work environment as a factor that determines job satisfaction has been a point of interest among scholars and has been acknowledged to have an influence on the innovative spirit of employees (Foong et al. , 2014). Research on job environment as a factor that has an immense effect on the organization started in the 1980s and has restructured compared to earlier times.