Creativity in the Workplace: People,Problems, and Structures

In a dynamic global economy, creativity and innovation are essential requirements for organizational success. Creativity, unfortunately, has not always been seen as playing an important role in the design and structure of organizations. In this article, we argue that creativity and innovation are key requirements for the growth and adaptation of organizations. Subsequently, we review a series of articles, appearing in this issue, about how we might encourage creativity and innovation in the workplace. Some potentially useful directions for future research are discussed along with the methodological issues likely to arise as we seek to understand creativity in the workplace.     

Thinking Creatively at Work: Organization Influences on Creative Problem Solving

In this article, we consider how peoples' creative problem solving efforts are influenced by characteristics of the organizations in which they work. We begin examining the situations which call for creative problem solving at work. We then consider the kinds of processes people must apply to solve these problems. Additionally, we describe certain organizational variables that might help or hinder effective application of these processes.' Some conclusions-are drawn concerning how these variables act to influence creative problem solving at work. The implications of these observations for future research are discussed.     

RATER-RATEE RACE EFFECTS IN DEVELOPMENTAL PERFORMANCE RATINGS OF MANAGERS

The effects of rater and ratee race on performance ratings of managers were examined. Ratings were obtained from peers, subordinates and bosses as part of a multirater, developmental feedback program for managers. Two data sets were created for purposes of this study. The between-subjects data set consisted of ratings from over 20,000 bosses, over 50,000 peers, and over 40,000 subordinates. The repeated measures data set was substantially smaller because it included only those Black and White managers who were rated by both a Black and White rater from each of the three perspectives. Results for rater race indicated that Black raters from all perspectives (peers, subordinates, and bosses) assigned more favorable ratings to ratees of their own race. Results for White raters differed according to the particular rating source. White bosses assigned more favorable ratings to ratees of their own race, but White subordinates did not. White peers assigned more favorable ratings to Whites in the repeated measures analysis, but not in the between-subjects analysis. Results for ratee race indicated that both White and Black managers received higher ratings from Black raters than from White raters, and the effect was more pronounced for ratings assigned to Black managers.     

EMPLOYER SUPPORTED CHILD CARE, WORK/ FAMILY CONFLICT, AND ABSENTEEISM: A FIELD STUDY

This study examined the relations among employer supported child care, work/family conflict and absenteeism. No support was found for the hypothesis that use of a child care center at work would reduce the amount of work/family conflict and absenteeism of employed parents. Consistent with our hypotheses, the results indicated that supportive supervision and satisfaction with child care arrangements (regardless of location) were related to less work/family conflict. Further, it was found that less work/family conflict was related to lower levels of absenteeism. The results have implications for the role of employers in addressing child care concerns of employees.     

The Preservation of Counseling in an Era of Cutback Management

This article identifies several unique problems and survival strategies to enable counselors to preserve the level and quality of counseling services under conditions of declining resources.     

the counselor and armed forces recruitment

Young people considering enlistment in the armed forces often need objective assistance in the decision-making process. Recruiters themselves are under too much pressure to be able to provide that objectivity. The authors discuss how counselors are in a unique position to help: by increasing the scope of information available, by safeguarding the rights of potential enlistees, and by working to eliminate recruitment abuses.     

The Noncustodial Parent: Dilemmas and Interventions

This article focuses on the often overlooked group of people, usually men, who are noncustodial parents. The authors discuss 10 common dilemmas of parents in this position and delineate what can be done by individual and family counselors to enhance the ability of these parents to maintain parenting relationships with their children.     

EVALUATION OF AN INTERVIEWEE SKILLS TRAINING PROGRAM IN A NATURAL FIELD EXPERIMENT

The purpose of this study was to provide an evaluation of an interviewee skills training program in a field setting using a broad sample of interviewers, jobs, and candidates. The training program ( n = 158) derived its content from previous literature and used multiple instructional techniques. An experimental design was employed with a self-study (placebo control) group ( n = 140), random assignment, and many levels of evaluation criteria. Measures exhibited acceptable reliability, and statistical power was high for all analyses. Results indicated that class members responded positively to the program and demonstrated substantial learning. Interviewer evaluations of behavior failed to distinguish between experimental groups, however, and no differences were observed in job offers. Furthermore, no differences were observed between study participants and nonparticipants ( n = 174) in terms of interview behavior and job offers. This study illustrates the danger of relying solely on reaction or learning criteria in the evaluation of training programs. Several explanations are offered for the findings.