How Culture Influences Creativity Across Countries
Specialists continue to hotly debate the impact of culture on creativity. Based on recent and established research on the topic, three researchers applied a meta-analytical research technique to find out how certain cultural values and their level of enforcement determine the ways people best achieve creativity in a given country.
How to Structure Teams for Optimal Performance
Should teams be hierarchical, with clear task delegation, or should they be flexible and self-organizing? So far, literature and practice offer as many examples as counter-examples in favor of each model. By distinguishing between the types of tasks and the coordination each require, a new study of software development teams is able to recommend the best configuration for successful teamwork – a finding potentially applicable to any domain.
The Danone Case: How Social Innovation Can Help a Multinational Company Reinvent Itself
The ambition to change the world is at the heart of the most innovative entrepreneurial endeavors – be they those of Ford, yesterday, or, today, of Google. Nevertheless, an established company that nurtures such an ambition must also reinvent itself. Today, social business is the new frontier, in that it combines an ambition for development and the conquest of new markets. So, can environmental and social innovations become the levers of a transformation of big companies, not only improving their performance but also contributing to the invention of a new, more sustainable and more inclusive economy? The example of Danone provides a concrete framework to study the initiatives taken by multinational companies from first-world countries to address the low-income populations from emerging countries.
Employee Mobility: The Good and The Bad for Business
Hiring new talent seems good for business: you get fresh ideas, specialist skills and your pick of the talent pool (perhaps even poached from competitors). John Mawdsley argues, however, that the win-lose model of employee mobility is too simplistic. His research reveals a complex situation where the actual impact of hiring depends on myriad internal and external influences. One of his key takeaways is that companies should look more at themselves and less at CVs when they decide to recruit.