Loading...
6 results
Search Results
Now showing 1 - 6 of 6
- Création d’un petit monde au moyen d’une méthode de travail avec des grands groupesPublication . Cardoso de Sousa, Fernando; Monteiro, Ileana Pardal; Pellissier, RenéL’objet de cet article est d’étudier un réseau de « petit monde » dans le but d’améliorer sa densité de communications et, par conséquent, sa complexité, en adaptant la méthode Future Search de résolution de problèmes en grand groupe, proposée par Weisbord et Janoff (1995). Pour cette étude, nous avons choisi deux classes d’étudiants universitaires, devant réaliser un projet exigeant la participation de chacun. Avant le projet puis trois mois plus tard, les étudiants ont répondu à un questionnaire sur la fréquence de leurs contacts et de leur travail avec les autres étudiants inscrits à l’université. Les résultats montrent que la réalisation d’un projet collaboratif, en utilisant la technique de résolution de problèmes en grand groupe, a développé un réseau de petit monde et s’est révélé une innovation dans le contexte de l’enseignement supérieur.
- Creativity and problem solving in the development of organizational innovationPublication . Cardoso de Sousa, Fernando; Monteiro, Ileana Pardal; Pellissier, RenéThis research focuses on creativity and innovation management in organizations. We present a model of intervention that aims at establishing a culture of organizational innovation through the internal development of individual and team creativity focusing on problem solving. The model relies on management’s commitment and in the organization’s talented people (creative leaders and employees) as a result of their ability in defining a better organization. The design follows Min Basadur’s problem solving approach consisting of problem finding, fact finding, problem definition, solution finding and decision implementation. These steps are carried out using specific techniques and procedures that will link creative people and management in order to initiate the process until problems are defined. For each defined problem, project teams will develop possible solutions and implement these decisions. Thus, a system of transformation of the individual and team creativity into organizational innovation can be established.
- Creativity, innovation and collaborative organizationsPublication . Cardoso de Sousa, Fernando; Pellissier, René; Monteiro, Ileana PardalThis article intends to make a contribution to the clarification of the concepts of creativity and innovation using a multilevel approach of individual, group and organization, in order to show that these may be better integrated within collaborative organizations. Trying to maintain the principle of the primacy of the individual (creativity) over the business (innovation), we stressed the cognitive and emotional processes (when speaking of creativity) and power and communi- cation (when it comes to innovation). Following on a description of group processes that try to combine creativity and innovation, we address the measurement of innovation, concluding with the need to avoid classifying an organization as innovative or non-innovative. The latter judgment should be left to the market itself. At the organizational level, we gave primacy to the concept of "organizational innovation", as it is within this framework that the best fusion between creativity and innovation may be achieved. Finally, we address collaboration in business as connecting people, ideas, and resources that would not normally interact with each The International Journal of Organizational Innovation Vol 5 Num 1 Summer 2012 2 other. These decentralized organizations operate in such a way that makes it possible to abolish or, at least mitigate, the role of power. We believe that this will ultimately define the future of successful organizations
- Methods to improve creativity and innovation: the effectiveness of creative problem solvingPublication . Cardoso de Sousa, Fernando; Monteiro, Ileana Pardal; Pellissier, RenéThis chapter focuses on the development of organizational creativity, using the CPS methodology, aiming at demonstrating its effectiveness in using the individual and team divergent thinking improvement in identifying organizational problems. A study was undertaken using problem solving teams in seven companies, in which each individual was submitted to a pre-post test in attitudes towards divergent thinking and asked to express the evaluation of the method. All the information reported in the sessions was recorded. The results indicate a change in attitude favourable to divergent thinking, the provision of a professional, efficient method of organizing knowledge in such a way that can help individuals to find original solutions to problems, and an important way to lead teams to creativity and innovation, according with companies different orientations.
- The development of a small-world network of higher education students, using a large-group problem-solving methodPublication . Cardoso de Sousa, Fernando; Monteiro, Ileana Pardal; Pellissier, RenéThis article presents the development of a small-world network using an adapted version of the large-group problem-solving method Future Search. Two management classes in a higher education setting were selected and required to plan a project. The students completed a survey focused on the frequency of communications before and after the project. The findings support the successful development of a small-world network using the selected problem-solving technique in a collaborative project, thus constituting an innovation in a higher education setting.
- Using creative problem solving (CPS) to improve leadership in a non-profit organizationPublication . Cardoso de Sousa, Fernando; Castelão, Paula; Monteiro, Ileana Pardal; Pellissier, RenéThe purpose of this study was to evaluate the effectiveness of the Creative Problem Solving (CPS) method in improving the leadership process in a non-profit organization. The research was designed around an intervention and structured in three stages (pre-consult, intervention and follow-up), with a team designated by management, in order to bring leadership cohesion to both departments of the organization and also between the board and executive management. The results, expressed in the tasks performed and in the interviews to team members, allowed us to conclude on the effectiveness of the CPS method to improve organizational leadership, by establishing a stronger relationship between departments, as well as, in the long term, between the board and executive management. These results highlight possible solutions to improve the leadership of non-profit organizations.