Reference no: EM133315664

Question: Summarize this paragraph At the individual level, we decided that the influencing factor for job performance is freedom and encouragement of creativity in the workplace. We have proven this assumption via summary from our group's proposals of their individual experience. This improves job performance as the score of satisfaction may increase, along with productivity.

By comparing the individual mechanisms of job performance, we were able to really understand and appreciate the creativity level that goes into job performance. Looking at our individual experiences with problem solving in the workplace, we discovered the connection between creative performance and job performance. Not only is it effective to be creative during a problematic situation but it can also be effective during a positive situation as well. An example of this would be using reward to incentivize fellow coworkers/associates to perform their tasks to their fullest ability. By incentivizing or encouraging creative performance in the workplace at the individual level, this would in turn, influence the work environment as one, to act in accordance with the influencing factors like rewards and bonuses granted to those with unique solutions. At the organizational level of analysis, we may determine the previous influencing factors of the individual level, to better approach our theory at the organizational level with the OB concept, job performance.

For the case of the organizational level, we determined that the influences from the job performance concept constructs the needed outcomes at the organizational level. It refers to required outcomes and behaviors that directly serve the goals of the organization (Motowidlo and Van Scotter, 1994). Everyone performing their specific task, at a specified level of creativity, is then contributing to the required outcomes and serve the goals for the entire organization. We may label this unionized individual effort, as the organizational task performance. This may be defined as, employee behavior that creates organizational productivity. Using an individual level to evaluate creative task performance, we concluded that Self Determination was another influencing factor. Self Determination requires one to believe that one is fully capable of completing any task that one is put up against. When someone believes that their creativity and skills can drive and push them is when they become self-determined. We have provided reasoning as to how Self Determination affects creative task performance, but an example is if there was a lack of information about an inventory purchase that a person needs to make but isn't given the information about the product that they need. The creative outcome that can come from this is looking at past receipts of inventory purchases and using that as a guide to find out what exactly you need to order, by having self-determination you have the drive and determination to make those decisions. All the contributing factors make our claim that evaluating on an individual level to look at creative task performance, we concluded that Self Determination was one of the most important influencing factors.

At the Organization level, the individual variable impacting creative task performance is Self Determination. Self-determination is key in the organization level because people prefer to have control over their actions, and when individuals feel like they are forced to do something that they previously done it may make their motivation decrease. Employees with high levels of self-determination can choose what tasks to work on, how to structure those tasks, and how to pursue those tasks, and this is important in the workplace because this allows employees to pursue activities that each one feels like is interesting and meaningful to them and their beliefs. As a group, we believe that managers have a huge role in instilling a sense of self-determination in their employees by assigning each employee with numerous tasks to achieve and giving them the opportunity to gain their trust to complete the tasks rather than managers micromanage them. Looking at each one of our job experiences, its is' clear that each one of us have big roles in each of our workplaces and it shows that we have strong support from our managers who we have gained their trust to complete tasks assigned to us without having them watching over each one of us during each task. As employees this has helped each one of us become strong self-determined individuals each day. This is important because when we have the chance to become managers in our workforce, this gives us the ability to pass this knowledge down to future employees.