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Sparkling fountains or stagnant ponds: An integrative model of creativity and innovation implementation in work groups

Research output: Contribution to Journal/Magazine › Journal article › peer-review

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Sparkling fountains or stagnant ponds: An integrative model of creativity and innovation implementation in work groups. / West, Michael.
In: Applied Psychology, Vol. 51, No. 3, 07.2002, p. 355-387.

Research output: Contribution to Journal/Magazine › Journal article › peer-review

Harvard

West, M 2002, 'Sparkling fountains or stagnant ponds: An integrative model of creativity and innovation implementation in work groups', Applied Psychology, vol. 51, no. 3, pp. 355-387. https://doi.org/10.1111/1464-0597.00951

APA

West, M. (2002). Sparkling fountains or stagnant ponds: An integrative model of creativity and innovation implementation in work groups. Applied Psychology, 51(3), 355-387. https://doi.org/10.1111/1464-0597.00951

Vancouver

West M. Sparkling fountains or stagnant ponds: An integrative model of creativity and innovation implementation in work groups. Applied Psychology. 2002 Jul;51(3):355-387. doi: 10.1111/1464-0597.00951

Author

West, Michael. / Sparkling fountains or stagnant ponds : An integrative model of creativity and innovation implementation in work groups. In: Applied Psychology. 2002 ; Vol. 51, No. 3. pp. 355-387.

Bibtex

@article{24ee73446ab44518a46d0fa4762b3ec3,
title = "Sparkling fountains or stagnant ponds: An integrative model of creativity and innovation implementation in work groups",
abstract = "In this article I synthesise research and theory that advance our understanding of creativity and innovation implementation in groups at work. It is suggested that creativity occurs primarily at the early stages of innovation processes with innovation implementation later. The influences of task characteristics, group knowledge diversity and skill, external demands, integrating group processes and intragroup safety are explored. Creativity, it is proposed, is hindered whereas perceived threat, uncertainty or other high levels of demands aid the implementation of innovation. Diversity of knowledge and skills is a powerful predictor of innovation, but integrating group processes and competencies are needed to enable the fruits of this diversity to be harvested. The implications for theory and practice are also explored.",
author = "Michael West",
year = "2002",
month = jul,
doi = "10.1111/1464-0597.00951",
language = "English",
volume = "51",
pages = "355--387",
journal = "Applied Psychology",
issn = "0269-994X",
publisher = "Blackwell Publishing Ltd",
number = "3",

}

RIS

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T1 - Sparkling fountains or stagnant ponds

T2 - An integrative model of creativity and innovation implementation in work groups

AU - West, Michael

PY - 2002/7

Y1 - 2002/7

N2 - In this article I synthesise research and theory that advance our understanding of creativity and innovation implementation in groups at work. It is suggested that creativity occurs primarily at the early stages of innovation processes with innovation implementation later. The influences of task characteristics, group knowledge diversity and skill, external demands, integrating group processes and intragroup safety are explored. Creativity, it is proposed, is hindered whereas perceived threat, uncertainty or other high levels of demands aid the implementation of innovation. Diversity of knowledge and skills is a powerful predictor of innovation, but integrating group processes and competencies are needed to enable the fruits of this diversity to be harvested. The implications for theory and practice are also explored.

AB - In this article I synthesise research and theory that advance our understanding of creativity and innovation implementation in groups at work. It is suggested that creativity occurs primarily at the early stages of innovation processes with innovation implementation later. The influences of task characteristics, group knowledge diversity and skill, external demands, integrating group processes and intragroup safety are explored. Creativity, it is proposed, is hindered whereas perceived threat, uncertainty or other high levels of demands aid the implementation of innovation. Diversity of knowledge and skills is a powerful predictor of innovation, but integrating group processes and competencies are needed to enable the fruits of this diversity to be harvested. The implications for theory and practice are also explored.

U2 - 10.1111/1464-0597.00951

DO - 10.1111/1464-0597.00951

M3 - Journal article

VL - 51

SP - 355

EP - 387

JO - Applied Psychology

JF - Applied Psychology

SN - 0269-994X

IS - 3

ER -