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MBA580ModuleSevenEkvallsDimensionsofaCreativeClimateAssessmentWorksheet3.docx
MBA 580 Ekvall’s Dimensions of a Creative Climate Assessment Worksheet
Complete this template by replacing the bracketed text with the relevant information.
For your chosen organization, take notes on each dimension of creative climate identified by Göran Ekvall. Then apply a rating for each dimension and write a summary of your overall opinion of the organization’s creative climate.
Use this scale for your ratings:
· 0 (Not at all applicable)
· 1 (Applicable to some extent)
· 2 (Fairly applicable)
· 3 (Applicable to a high degree)
|
Dimension |
Notes |
Rating |
|
Challenge |
Having a team that is motivated to make contributions to our new project because they find joy in the work and want to invest their energy towards finding a new solution. This is highly important for my company, JP Morgan Chase. It is important because if a team member doesn’t believe in what they are doing it can create a negatively public image for their customers. It also is important for employees to be happy where they work because JPMC prioritizes the well-being of their employees |
3 |
|
Dynamism and Liveliness |
Having a team that can adjust to new situations and change their thinking to handle new issues as they arise positively. Things change constantly in banking. New laws are passed, new scams emerge, everyday a new issue will show up. Being able to adapt and change is important for JPMC.
|
3 |
|
Playfulness and Humor |
While my branch is full of laughter and jokes, it depends branch by branch because of the individual employees. While it isn’t integral to the success of the company, it does foster a happier work environment. |
2 |
|
Freedom |
While we aren’t hovered over, there is very little freedom that can be taken at a bank. We are heavily regulated which means we have to follow a very strict way of doing things. |
1 |
|
Risk Taking |
JPMC really values employee feedback. Voicing your opinion is highly encouraged. However, we are not the ones able to get our ideas in motion. They have to go through strict regulator processes. |
2 |
|
Idea Time |
This is not used at the branch level at all. We can’t venture out of the SOP. At the higher levels this is likely used to test out new ideas. |
0 |
|
Idea Support |
This is highly encouraged at JPMC. Branch employees can make changes at a national level when they voice their concern. However, we cannot test out our ideas at our own level, they have to be directed to the corporate teams. |
2 |
|
Trust and Openness |
Trust is extremely important at my company. Our goal is to build trust every day. We can give and receive feedback without fear. |
3 |
|
Debate |
We can always voice our concerns with leadership, however there isn’t much that debate that comes from it. We will discuss the best way of offering a product to help others do better with it. |
1 |
|
Conflict (negatively correlated) |
This does not happen at my branch. The team is very close and works hard to support one another. |
0 |
Summary: JPMC is a wonderful company for its employees. They can voice concerns without fear of retribution. However, the way for low level employees to get their concerns or feedback heard is complicated and some concerns do go unaddressed. While you can share your thoughts and insights and make real changes, it takes a long time for the changes to go into effect.
