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

APPLIED PSYCHOLOGY AN INTERNATIONAL REVIEW ?? Sparkling Fountains or Stagnant Ponds LOWB A C ? e lPprxaEIe a pfnPcoaSd ltkiSret- TdwiA vrd n eirtUtaPy lilctXKsSialoeyncncdiahelonInAlconesgosyLvo atcdatianotniIonIntmefrponlreaAmti dRtioePnvsieycwhology An Integrative Model of Creativity and Innovation Implementation in Work Groups Michael A West Aston Business School University of Aston and Centre for Economic Performance London School of Economics UK Cet article présente une synthèse des recherches et théories qui éclairent notre compréhension de la créativité et de la mise en ?uvre de l ? innovation dans les groupes de travail Il semble que la créativité apparaisse essentiellement au cours des premières étapes du processus avant la mise en ?uvre On étudie l ? in uence des caractéristiques de la t? che des capacités et de l ? éventail des connaissances du groupe des demandes externes des mécanismes d ? intégration et de cohérence de groupe La perception d ? une menace l ? incertitude ou de fortes exigences entravent la créativité mais favorisent l ? innovation La diversité des connaissances et des capacités est un bon prédicteur de l ? innovation mais l ? intégration du groupe et les compétences sont indispensables pour récolter les fruits de la diversité On examine aussi les implications théoriques et pratiques de ces considérations 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 in uences 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 Address for correspondence Work and Organizational Psychology Aston Business School University of Aston Birmingham B ET UK Email m a west aston ac uk I am grateful to the many colleagues with whom I have had conversations that have in uenced my thinking about groups creativity and innovation implementation For commenting on an early draft of this article I thank particularly Nigel Nicholson and Carsten De Dreu and for their constructive and insightful criticisms I thank the editor and three anonymous reviewers of this journal ? International Association for Applied Psychology Published by Blackwell Publishers Cowley Road Oxford OX JF UK and Main Street Malden MA USA C WEST INTRODUCTION Three themes dominate the writings of researchers investigating creativity and innovation among work teams The ?rst is the importance of the group task and the demands and opportunities it creates for creativity and innovation The second is the theme of diversity in knowledge and skills among team members which researchers suggest is related to both team creativity and innovation And the third is