Tuesday, June 16th: Creativity and Change
Assigned readings:
- Chapters 6 & 7 from The Cultural Creatives: How 50 Million People are Changing the World.
Thursday, June 18th: Creativity in the Workplace
Assigned readings:
- Sections: “The No-Collar Workplace” and “Managing Creativity” from Rise of the Creative Class: and How it’s Transforming Work, Leisure, Community and Everyday Life.
Please post your response to the readings by Friday (midnight), June 19th. As discussed in class, you can approach your blog posts any way you’d like, but you must engage with several of the readings/concepts discussed. So feel free to reference personal experiences and/or opinions/thoughts, as long as those comments are backed up or make significant connections to the readings.
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June 18, 2009
Slambam17= Mindy Brooks-Smith
Commenting on Creative Spirit Video No. 2
I was really interested to hear what the four creative killers for children are. Where I work, one of their main goals is to make sure a child’s creativity is stifled so that they enjoy learning. As stated on the video the killers were; surveillance, evaluation, rewards, and competition. I have found that once some children reach second and third grade they come in with an unmotivated attitude. To motivate these we (the teachers on my team) do use reward and game (group competition, but everyone does receive some kind of reward at the end for participation). I can see how these can be killers of creativity, but I don’t feel that it is always true. I think if a teacher were to flat out say to a student, “make your paper or picture look exactly like your friend Timmy” that it would cause dissatisfaction with their own work. I would have like the video to give some ideas for motivation that they don’t consider to be a killer of creativity. My kids in my classroom seem to really enjoy these activities. I don’t always use them because I want them to do their work for the value of learning and not always to get a sticker or a prize.
I have only worked at my school for a year now. I was told that a years back the school was very much against direct forms of evaluation. Homework was optional, quizzes were not really used, and the report cards were bleak. Now we do give quizzes and test, but we do not let to children focus too much on them. We tell them it is just to see if we need to go back and relearn anything. Our grading system (up to third grade consist of checks; check minus, check, or check plus). I honestly don’t see how anyone is suppose to make sure that any child coming out of school knowing what they should if they are not evaluated in some way. Every “test” is not always a paper based test. Everyone is a different type of learner and I feel that some can express what they know better in other ways too. Sometime we evaluate children with a fun project (like a diorama) and look for all the elements of the event or whatever it may be, but it is still a form an evaluation.
I think that more schools are aware now of the different ways that children can learn and this is a good effort for keeping creativity alive. Even in public schools around this area are branching out to a more hands on learning in science. There are no real science curriculum books that they are following. They are tying to let the children find the answers through experimentation and hinting for them to related it back to what they do know to be true. I also feel that children now compared to the children in the video are more aware of their environment and what role they play in it. The conscious awareness has rolled down to the younger generations.
I need to address the video as well. I don’t think surveillance, evaluation, rewards, and competition have to stifle creativity-rather I think they may be used as those tools we spoke about a few classes ago. use them as ways to help, not retard progress.
There are two things I really wanted to know watching the video: 1. was that ‘expert’ woman a parent? And as it was said the school had a random selection process, does it have tuition fees? if so who pays them? I have heard of schools which function in similar fashion but the ones I have read about are quite pricey and tend to include children of those who are financially VERY stable and others who are believe in what that type of teaching can provide being worth many sacrifices. Ex: send the child to that school, but work 2 jobs instead. I did this myself. I worked 2 jobs to send allie to a supposedly very creative dance company. Tuition is ridiculous (120/mo) and, although Allie enjoys it and her confidence has sky-rocketed this is the reason I think it’s worth it NOT the superb dancing ballet/tap/jazz and hip-hop techniques she has learned. I don’t think she’s a better dances b/c she that specific dance company vs. another, more reasonable priced one. I also think her confidence has sky rocketed b/c she’s good and she did compete (evaluation, schedule) and did well, top 5=reward, a trophy. I think she would have done as well in another company. Which she will do next year.
Children need structure; it is a basic way they find security and comfort. The film and prior theories I agree with, they are not little adults. They are developing their minds and abilities but they also need to have clear set boundaries. I agree with Mindy, kids need to value their work; but they also need to be aware when more is expected of them. Many (my daughter) are quite clever and quickly learn how they can ‘skate’ through a lesson.
How can we track the progress the kids are making without some sort of a grading system? Evaluation is needed but if it’s always based on evaluating the child on their own abilities, how will they catch up or supersede the others? As much as it hurt Allie’s feelings she didn’t make the gifted and talented program for next year she has been doing ALOT of extra reading and practicing her math because she wants to join the program regardless of her marks. It is party b/c her friends are doing it and she doesn’t want to be different (ok I get it, creativity stumper- but at 8 math isn’t supposed to be creative. learning it- absolutely; the approach to education needs some revisions and the teachers need encouragement and more free hand to come up with own lesson plans.
I think the real stumpers are geared more at our teachers (which sucks!) not the kids. Doing work for a sticker- gotta admit that works. But the teacher has a right to choose what kind of a sticker. Our school, public in Montgomery Co. per example, requires all kids to bring in a sticker sheet for class use. some stickers are really cool (scratch-n-sniff or have HM3 or other ‘cool’ characters) others are simple smiley face or star shape. All kids get a sticker- but i’ll tell you this much, alyssa will spend extra time on her homework packet if she knows it means she may get a ‘smelly’ or ‘suite life of zack and cody’ instead of a star or ‘job well done’. those she just throws out.
within the structure there is a schedule. the movie made it sound like a punishment. as a parent I NEED A SCHEDULE; how will everything get done? schedules help kids learn how to appropriate their time, manage tasks and help them keep track of activities (mon:art, tue:music, thur:PE->each has attire req’s per example. it teaches responsibility for our children to keep track themselves of what to wear when to be able to participate in those activities. there is an age appropriateness which needs to be addressed too. responsibility is learned though schedules and evaluation.
per report cards: 2nd grade got both TN2 and school reports- though grade 4 ‘grades’ are N-needs improvement/assistance, S- satisfactory, on grade level, O- outstanding, performing independently, AG-above grade level(this is accompanied usually with the O on the final report if applicable). I see nothing wrong with talking to kids about their scores and asking why they’re doing well or not so well. i’m not saying we need to punish them, or tell them they need to do better or accuse them of not trying hard enough; I think we need to keep them aware AS AGE APPROPRIATE an 8 year old is mature enough to say “I hate writing. I don’t try because we use computers all the time anyway”- .
That woman in the film just really rubbed me in the wrong way.
You make some really good points about structure and having a schedule and creativity. I think that children need structure, but I would be interested to find out if too much structure would have a negative effect on children’s creativity. Some children wouldn’t really care, but some other children might worry too much about their agenda and become overwhelmed not allowing themselves the time or energy to really be creative about what they are doing (what happens to adults).
Absolutely! I totally agree, the amount of structure, how it’s introduced and implemented are very important factors. This is why I really value our teachers; especially the ones realizing these issues and trying to surpass them (allowing lying on bellies while listening to book, closing eyes to envision what is being spoken about).
I think there is a sort of a bell curve going on with the surveillance, evaluation, rewards, and competition pillars said to stifle creativity. More so, it’s not a single pillar but multiple- the trick or dilemma we’re faced with is how to get the most kids AND teachers (that means parents and caretakers too) to fit in the ‘belly’/curve. This is what I think about. How can creativity and structure be shared by everyone; how can we make assessment bit less rigid and move into an experiential learning assessment environment on a larger scale?
1st year ex. here at NCC had those 4 quarters where math and science were combined in one (that’s the most memorable for me)- I don’t see why these ways of teaching can’t be implemented at younger ages. 1st grade, i think, could be an appropriate approach to math and science- per example. mix subjects- show their connections so the kids begin making their own. the film just made me feel like the kids got all these materials and sssssssssssssssssss<-were expected to be creative.
In this week’s readings, I found Florida’s “No-Collar Workplace and Managing Creativity” chapters the most precise and interesting views on creativity within today’s society. These chapters were intriguing because of the connections it had to the creative revolution of the 60’s and 70’s. As we have discussed in previous classes, the byproduct of this revolution is a creative working class which exists today. This creative working class led to a non-collar workplace environment, where more relaxed policies exist to promote creativity. It is ever so apparent that today’s workplace is trying to be hip and trendy along with the times. Personally, I have seen this “bohemian” development happen right here in D.C. For example, the National Geographic Society has “green” Fridays, where employees have the option to stay home and work from there to cut down on car emissions and building emissions. They also have many casual clothing days along with the addition of healthier food options within the cafeteria. This new concept of allowing the workforce to feel comfortable at the workplace is a clever way to increase basic productivity, which in turn yields to the prosperity of creativity. It is extremely interesting that it has taken the human race this long to discover that the productivity rates are higher when motivation to have individualism is promoted.
I believe the reason for this is the illusions of hierarchy. In other words, it was important to think that one must see him or herself as less as someone who held a higher position; obviously, this is nonsense. The reasoning for calling it an illusion is because this stature only exists in our minds. Though hierarchy still exists in today’s businesses, the lines between boss and employee are closer and less apparent to the naked eye. I find this new evolution of hierarchy to be a great psychological technique to attain full creative potential from each employee. My overall assessment about non-collar working forces is that it is all a psychological trick to facilitate creative possibilities for the company. I find these tactics to be calculated, but not in an offensive way. It is good to see potential being used in individuals. With an ever growing population, we need to make sure that not a drop of potential falls through the cracks of society due to the simple theory that the more people that exist means the more people that are forgotten and unused. Tactics such as creating an “us versus them mentality” is a brilliant way of getting people to collectively come together and feel a camaraderie worth being a part of.
This is similar to sports teams. When participating within a team, one feels a companionship with fellow teammates which create a type of winning atmosphere; especially when the team is winning. The idea is trying to create a passionate gang of workers instead of an impassionate, diluted group that has no continuity or motivation. Another great psychological method within the work place is sustaining the idea that the company is always in a start up mentality. This is a good method because start-up companies have an exciting aura about them where employees observe financial growth and have a sense of urgency to help further build the company in order to be successful. Thus, if this is constantly instilled within a company’s office, workers will stray away from laziness. All of the psychological strategies from less micromanaging to collective creativeness are creative within their selves and should be classified as such. I am certainly glad to see this type of atmosphere within today’s workforce. No matter what I eventually fall into, I’m sure the work place I choose will be similar to many of the companies discussed within Florida’s book.
Many of these ideas of today’s creative class remind me of many episodes of The Office which is a show on NBC about a small paper company. Many of these procedures that are discussed within the book are used on the show, but in a more extreme and hilarious fashion. This is just a random after thought.
I did not find The Creative Spirit video this week to be as interesting or compelling as the one last week, it was a little more dry. There were however some good points brought up towards the beginning of the film. One point which I can relate to as a teacher and having been a student for most of my life so far, is that it is much easier to stomp out creativity. I think this is really sad, but true. This happens so often and as a teacher and as was mentioned in class continues throughout high school and college. Various people mentioned that in art classes they are told to make something look a certain way and even if they followed the assignment the teacher or professor may still not be satisfied with it, and since the teachers do the grading, if a student wants to pass a class or grade, they must change what they are doing to fit into the mold of whatever the teacher wants. In preschool this happens when a child is told to use certain colors for something, or to make the sun yellow, as was mentioned in the film. If a child does nto see the sun as yellow or the flowers as smaller than them, then they will nto draw it that way. Instead of telling students to create something a specific way, teachers need to give the assignment then listen to the students for the explanation of what has been created. Then we will be able to truly capture and embrace creativity.
The 4 creativity killers mentioned in the video were helpful to think about. Surveillance, evaluation, reward, and competition are all things that happen too often in school especially in elementary and preschool which definately do kill cretivity. I agree with Maggie and Mindy that some of these are useful to a certain extent and do not necessarily kill creativity if used properly. As Maggie discussed stickers can be very useful tools for some children to do certain things as a form of reward. AS a preschool teacher I have found stickers as rewards to only be effective when given at the end of the day and week if the child has had a good day and week overall. This way the child is focused on getting assignments, also behavior, and other things in the classroom. Unless playing a game on the playground, I do not think competition is ever healthy in the classroom. Evaluation is something that teachers need to be very careful about, obviously evaluation is necessary to an extent, but only for evaluating progress and grading, not on projects and artwork. Teachers need to be very careful as to monitor the evaluations that children are offering to their peers. Children have the capability to be realy mean to their peers if their artwork does not look the way others’ does. Teachers need to be sure to encourage a positive atmosphere in their classroom.
I seem to agree with everyone that the Rise of the Creative class book is much easier to read, understand, and relate to than the cultural creatives one. I really liked reading about the “No Collar Workplace” and “Managing Creativity.” The No Collar Workplace section was a great descriptor of how many places are these days. Places seem more relaxed now than ever, but to read about the reasons for all of this is interesting. I agree that people work better when they are comfortable and for me as well as many other people I know, there is no way that I could ever be comfortable in pantyhose and heels, no matter what the job, I would not be thinking about my work, but rather how uncomfortable I am in hose and how much my feet hurt. When people are comfortable, they are able to relax and concentrate on the task at hand. One quote that I realy liked which we mentioned in class also is on p.119 “creative people don’t wear uniforms. They dress to express themselves, as artists do, or like scientists, they dress simply and practically so as to focus on the serious creative work at hand. They dress as they please.” To think that someone won’t work somewhere or do something sounds silly at first, but to think about it further it really makes sense, plus there is no reason to have everyone dressed up to sit in an office all day anyway.
Another point that I liked in the book was the new schedule. When it went through the breakdown of all of the hours that people in different jobs work, I was actually surprised to read that creative people work longer hours on average, just because they may come in later and take off days at a time, they work more overall than others. The reason that they are able to make their own schedule and get away with it is that as mentioned in the book, creative work is project work, and project work happens in cycles. There is absolutely no reason for someone to come in early in the morning the day after they have finished a project if there is not another project lined up yet. They work when they need to…also being the reason that companies do not mind the hours that someone works. As long as a project gets completed a boss usually does not care what time it gets done. As all of these changes have been happening in the work place, although I am sure they were frowned upon in the beginning and probably still are in some cases, there are legitimate reasons for all of these changes and many people are seeking out places to work now that offer a relaxed dress code, flexibile hours, and some perks, among other things.
Chapter 7 introduces the “no-collar workplace” which illustrates a world that encourages creativity in the workplace. Florida first notes that this workplace is “hip and trendy”. Flexibility is the key concept that has been stressed repeatedly as I was reading this chapter. The new dress code allows people to express themselves. The new work schedule allows workers to vary the hours or days they work.
There is a recognition that people need to “recharge” which ultimately helps them to focus more effectively. I found this statement to be true through my own experience. Sometimes when I am away from the work and/or environment, my brightest ideas come out. For instance, the library isn’t the best place for me to study. I notice myself digesting the material more quickly when I am NOT in complete silence. As crazy or strange as this may sound, I am more productive at home with the television or radio on. For some reason, this gives me a sense of comfort and relaxation which I need to concentrate. The idea that workers who have access to Facebook during work hours also allow them to be more productive.
The interior design and themes inside the workplace is illustrated with “exposed pipes”, “lounges”, and “music”. People have the freedom or flexibility to personalize their work area. This is very apparent in cubicles. There are more people having portraits, family photos, and other pictures posted on their bulletin than those who do not decorate at all.
Chapter 8 notes this workplace has taken on “bohemian elements” which can not be clearly defined without the total opposite – the bourgeoisie. This brings back a concept we talked about before in class about how one extreme helps to put a clear definition to another. Although I have mentioned that flexibility gives an outlet for people to express themselves and make choices, the new workplace isn’t always pleasant. With new ideas, it is logical that people need to constantly beat their previous success and find something that is “faster, cheaper or better”.
This shows that the no-collar workplace may be “brutally stressful” at times, but also has a realistic fashion. There can’t always be perks. Life always has the ups and downs, the good and the bad, which allows us to distinguish the feelings of gratefulness to restlessness. This makes the feeling of success even more rewarding: the challenge. A workplace that gives the ultimate challenge is where hard work pays off. People who want to embark in a new challenge while following a “direction” are those who will fit in this no-collar workplace. These are people who do not merely accept a reward, but work hard for it.
What i found interesting that at first glance a hospital and clinic was the last place i would see as part of a no-color workplace dynamic. However looking around at work i’ve realized that locations of nursing stations and unit secretaries have changed over the years. no longer at the entrance to the unit or ‘somewhere’ on the floor. the admin stations i have noticed to be the de-stressor hubs, those times similar to why FB doesn’t decrease productivity. the nursing stations, still very strategically located and super staffed are filled with conversations which are relaxed, some jokes but focused on the appropriate patients. open conversations are taking place; i’ve noticed doctors hanging around a few minutes longer to say what’s up or share something- solidifying the ties to some degree i guess. i’ve also noticed a lower turnover in those who have come into the certain units CICU, PICU, L&D, OR, post-op->all those require quite specific training (as an RN at least)- permanent placement is a great reward. I’m wondering what i’ll see in a few months; will those RN continue in same units onto charge nurse or admin, or will they try their hand in a different hospital, private practice or re-discover their careers altogether in order to keep that meaningfulness of line and fulfilling experiences coming as this is what we seem to be striving for when evaluating our employers.
This week we covered a no collar workplace as described in our readings. A no collar workplace has a few things that normal workplaces don’t have such as flexibility. I feel like the discussion in class covered many of the reasons why someone would have a no collar workplace such as people being less stressed by work and more enthused to actually complete work. Flexible schedules, assignments and attire are all apart of the no collar work force. Employers seek to achieve higher productivity by allowing employees to have intrinsic motivation to complete tasks, i.e. shaping a work schedule around when you are most active. Someone who is not a morning person would find this quite beneficial as they would be working when they are at there peak instead of dragging through half the day and wasting time and money.
21st century technology giants such as google and apple seem to carry this trend along with it of a no collar work place. Both companies are shown having a multitude of ways for their employee’s to enjoy what they do so that they may do more of it. This is a different direction of business dichotomy before of everything has to be done this way or else its wrong.
By offering a way for employee’s to be less stressed, have more freedom and actually enjoy what they do, these companies are getting more accomplished with less money being spent. The trend is starting to make its way through the entire business world as companies hope to emulate the success of the no collar work place. I think it is great personally and hope that companies allow more of employee’s personal creativity to come out in their work even if the company is large.
Justin Stith
For Tuesday we had to read two chapters from the cultural creative book. I must agree the book and the readings couldn’t be more boarding and out of date. First of all the authors go into a lot of depth with irrelevant information that makes it hard to follow the main point. Second, the information the book does provide is very out of date and written a bit in an old tone. More to the point chapter 6 talks about “waking up”, witch is the discovery of self through Zen, meditation, martial arts and so on. Chapter 7 is more in detail of the evolution of cultural creative movements and them join together in effort for support. I don’t think these two chapters come for great surprise to anyone. It’s been known for a while now that the “New Age” ideas of self help and “waking up”, knowing ones self, can help one become fuller, enrich, creative ands more. The idea that cultural creative movements join each other isn’t that far put there either, usually these movements have a lot in common and some joint goals. The readings may have been a bit off, but very interesting at least from an historic view to what we call New Age ideas, witch is actually old, and creative movements I think that the joint effort the cultural creative movements put together is key to many significant goals the reach.
Thursday’s reading were much better and a lot easier to follow and relate to. The first cheaper, “The no-collar workplace” talks about what we know about workplace today. Casual dressing, flexible and self-managed work hours, cubic work space and new perks offered. Personally I didn’t find everything Florida talks about to be true to my experience and knowledge, and I might be wrong. I get a felling from Florida that his main focus of subjects is the hi-tech and startups force, not the rest. If you are working in front of a computer all day and create programs, no one really cares or know what you dress like as long as it’s in the limits or reason. However, tell me who will go see a doctor dress in shorts and a T-shirt? or a lawyer in a Metallica shirt? one may say OK now, but when being in really need, most people will go to the more professional not casual dressed one. As for set hours of work it also depends on the filed of work. If your business is to provide service to clients, that’s when you work. However, if you are an importer from china it might be 2 am. and if you are required to create it could be anytime. The points about office rearrangement and new peeks offered to employees I can agree too. Lots of work places have joint in to the idea of cubical work space, but I think it is more of an economical consideration then any other. I have also have yet to see the switch to know offices at all, there is still always the one who is above and has himself a nice corner office, it may not be the manger anymore, but it will be the general manger most of the times. Peaks is something of the “easier said the done” to me. It is very easy to offer future employees benefits that apply to full time position where there are no full time positions. This is more true with our economic status today then ever. I would agree with Florida on everything, if the creative class was define as only hi-tech or startups, but it’s not the case. The creative class is rising on many industries today and not limited to computer work, I think his argument was good for up to about 3-5 years, not today. Chapter seven is more vague then the one before it and discussed the managing of creativity, which is to my understanding impossible. The idea that certain work environments can serve as better for creativity is complete understandable. However, the steps companies take harvest only certain types of creative individuals, since we all create at different situation. For some if us the flexible, no-collar work place will be good, while for others it would be a door to miss create — some work better under pressure. I don’t know if a creativity can be managed and angered to happen if a company engages in certain steps or harmed by it, this will be something the test of time will have to tell us.
I think there is something in common and very surprising. They both are a more or less out of time, in our world of instant chances it is very hard for a book to stay current. Take for example blogs which have only been around for a couple of years or the idea of wiki. At any means there is a lot of change and more openness to creative ideas. The ideas turned in today by employees are ones who would have been reject without consideration a few years back. In the same time the quest we wished for freedom is being renewed trough work places that are exhibiting the ideas Florida presents. In the same time cultural creative movements are becoming more known to the general public. For example, the idea of global warming was a cultural creative movements if nonsense with lots of doubt and disbelieve, today global warming is a well know issue to a third grader as well as congressman. There are many factors that need to be taken into account when creating. Not all creation are good, not all consequences can be anticipated, but new things need to be carefully thought of, just like we are suppose to think before we speak, we need to think before we create.
First off, I just want to say that I am so glad we are not going to continue reading in “The Cultural Creatives.” I did not mind the readings from last week of chapter one and two. However, this week was a different story. I was starting to get tired of reading over monotonous material that over generalized when categorizing people. This Tuesday it was hard for me to engage in discussions about the reading because although the book is insightful, I was kind of bored while reading which resulted in lower comprehension and retention of the material. Luckily, the reading for Thursday out of “The Rise of the Creative Class,” was much more stimulating. It is much easier to read because I am able to make personal connections to the ideas of the text. Because of this, class was much more exciting as everyone collectively discussed what was read and gave our thoughts and opinions.
As we discussed in class, I think there is a positive and negative side to the “no-collar work place.” My fiancé works in one of these atmospheres and I am envious. For the past five years I have bartended and waited tables to get by. Though this job pays the bills, I have to pretty much do the same thing everyday, when and how the company wants me to. This is what we have referred to in class as an unskilled job that does not push boundaries for creativity. Because my fiancé works for a semi-new government contracting company, the way things are done would be categorized under a “no-collar work place.” The layout fosters communication between the employees instead of a separation of hierarchy. I think this idea is brilliant. In a lot of circumstances, the lower end positions are the ones dealing first hand with either the product or service they are providing. I think the new style layout is important to success because the communication between all of the different positions can really benefit a company over all. He also goes in early some days and banks hours in order to not work other days. As long as the work set forth is accomplished, it does not necessarily matter how it is done. I think this definitely helps creativeness because some days I can not produce when other days I can get assignments done wonderfully. Of course, on the other hand there is the concern of this work atmosphere becoming even more stressful despite the flexibility. Because of technology, work is expected to be done anywhere. The discussion about maternity leave being hindered by continuously working via internet or what not is sad. Our society has become so innovative but at the same time unstoppable. We are always going, even if it is semi on our own terms. I do think we have to take responsibility for what creativity has done because each downside is simply a repercussion of a great idea, that’s life.
The last thing I wanted to comment on was the line on page 133, “..creative people and knowledge workers respond well to organizations with solid values, clear rules, open communication, good working conditions and fair treatment. People don’t want to be abandoned and they don’t want to be micromanaged. They don’t want to take orders, but they want direction.” When I read this section, I immediately thought of the concept of New Century College. We are always given a direction but usually an open ending to interpret when promotes creative solutions. Also, the part about values and communication made me think of the competencies that I have poured over a million times. I just thought this was a cool connection between the book about the creative class and NCC, because the school does things in a new creative way.
Out of this weeks readings I really enjoyed The No- Collar Workplace chapter. It made me realize how far we have come in the work place and even other aspects of everyday life. For instance when talking about the dress code and how it was become so relaxed I noticed that it also has become that way in other situations out side the work place. For instance I can recall as a child when we would fly some place my parents and grand parents would dress nicely and most of the times I remember being in some kind of dress. In the last 10 years people dress more comfortable when flying which makes much more since. When I think about church as a child I see my self in the Sunday church dress as well as all other in their best Sunday clothes. When I go to church to day I feel like people have become much more relaxed is what they where to church. Most times you will see me in jeans and a t-shirt. Creativity has not just had an influence in the work place but in all other aspects of people’s everyday life.
I work for Fairfax County Schools and in the school I work in we have three different classes that have part time teachers. You have to fully qualified teacher who teach in the same class room but they have divided the work week up. They each work two and half days a week. Both come in on Mondays one get thing ready for the week while the other teach class that day. Then the rest of the week they come in on their own schedule day. This is becoming a new trend in the education field more so for the teachers that have children that are not in elementary school yet. The creative class has made it possible to have a more flexible schedule even in the teaching field. I have notice thought the teachers that works part time tend to work harder and longer and are in constant contact with the other teacher. This part time work I think allows the teacher to be much more creative and allows for more planning time. It is also beneficial for the students because they are able to get taught something from two different views and strategies.
I feel the creative movement has not only changed our work places but our society as a whole. It has made for a better work place which I think then cares on into our personal lives. We still have some areas of improvement for instance making a more creative work place for the service industry. I think it is possible it may just take some time and a creative person to come up with a way to make the service industry more like the other jobs.
First of all, I appreciate your adaptability in allowing us to discontinue reading in the ‘Cultural Creatives’ book. There is no competition against the ‘Rise of the Creative Class’ book we read from for Thursday. It is much less rambling and the author’s style is much more straight forward and easier to read/digest.
When I read these two chapters, “The No-Collar Workplace” and “Managing Creativity”, the popular media depictions of office work came to mind -particularly the movie Office Space and, as someone already mentionned, the Office. The main premise in Office Space expressed a feeling of claustrophobia and extreme frustration the everyday office worker can go through whether because of their overly-structured work environment with cubicles, or an inflexible, domineering management. Yes, many organizations are changing their style, much to everyone’s relief, but a few sticklers remain. The call to a return to humanity and expression of individuality should eventually push over the last few organizations. Whether they want to or not, it is in these companies’ best interests to reform their approach in order to make themselves more appealing and attract the most creatively-capable employees. I would say this balance of power, tipped to favor and value the employee is as it should be.
Competition acts as an integral motivator within the workforce. Within Microsoft’s list of employer tactics toward managing creativity (p. 131), the importance of developing an “us versus them mentality” is cited. This takes away a bit of the stress from competing with one’s colleagues and, instead, focusing one’s energies toward dominating the competitor companies. The level of stress does not necessarily diminish, but is refocused into more productive pathways as creative workers must constantly strive to top the last idea, never settling for methods as they already are, innovating daily. American companies no longer have to compete against merely themselves, but the entire rest of the world…
In our everyday’s work we want some creativity. We don’t like to work in stereo type systems. Weather it is in making food, or in the office work. For example I am vegetarian. Here in Unites States not all vegetables I can see in grocery stores as I found in India. From less verity I have to make new dishes. It is very hard task, but I have to come up with different types of combinations in vegetables and make a new dishes. This whole process makes me creative to come up with something new. This is just a regular example, but let’s talk about office. As it is said in the book, “Old ideas can sometimes use new buildings. New ideas must use old buildings.” Here I can say that if people want to be creative, they have to use old structures. One example is coming in my mind but it is not for office. It is for home. One of my friend’s father is an architect. Every time he wants something that is very unique. When he built his house, he wanted his house to be more creative. What he did was, he bought some metal antique pieces from flea market. He washed it and polished it. Then he decorated them in his house. This shows that how people want some creativity in their work. But those antique pieces also need care. So they also have to give some time to clean it every day.
If we talk about work place, people need new environment but at the same time they also have to provide large amount of time in their work. Clothing stores for example. They always have to keep their front part of the shop more creative. That way they can attract people to come in. when I was working in banana republic, I remember that there was a decoration for each seasons. Even if we talk about employees, in the back office there was a tree where everyone’s photo was hanged on each leaves. To be more creative and to make employees happier they also put each employees name and what they do and what they like most on every ones locker. This all shows that creativity is becoming important factor.