Creative thinking is the skill to solve a problem with an original or unusual approach. It is a kind of thinking which concentrates on exploring ideas, generating possibilities, looking for many right solutions and not just one.
Creative thinking is a process-ability- term that should not be confused with critical thinking and that is because these terms refer to two totally different ways of thinking.
Creative thinking, though it is directly related with creativity, as terms differ on the meaning. Creative thinking is an activity which aims on specific purposes-targets while creativity is a much freer and general form which may not produce something useful.
Though in order to understand the meaning and the purpose of creative thinking we have to comprehend creativity as a term.
Creativity is a mental and social process involving the discovery of new ideas or concepts, or new associations of the creative mind between existing ideas or concepts. Creativity is the fueled by the process of either conscious or unconscious insights. An alternative conception of creativeness is that is simply the act of making something new. 
Creativity can be defined as:
An ability: The ability to visualize or invent something original.
An attitude: The capability to accept changes and originality, the will to "play" with ideas and possibilities, the routine of liking goods while searching ways so as to improve them.
A process: This means the procedures through which creative people pass with hard work and the continuous development of their ideas and solutions by making slow and steady transformations and refreshments to their works.
Creative thinking is a highly effective method of problem solving and invention when applied especially in industry and businesses which believe very much in this method. Even though it is not an easy technique to apply since it requires specific methods and does not refer to all people.
Creative thinking methods
There are a lot of methods which are used in "creative thinking processes". The most famous of them are:
Evolution. This is the method of incremental improvement. New ideas are being created from other already existing ideas, new solutions from older ones and in most cases the newer ones are, at least, slightly improved in comparison to the previous ones.
This method shows that very sophisticated things that we take for granted today have been through long processes of constant changes and improvements. Changing things and small improvements to an original product-good can result to a very good one sometimes totally different than the original.
EXAMPLE: Lets look at any technological product, such as computers and their progress in time. Progress, changes and huge improvements are made in such a rate that the new computers- laptops, obsolete previous models of just two or three years old. In addition the new computers, such as i-pad are totally different than
Psychologists noticed similar behaviors to people who block their creativity such as:
Oh no a problem!
No it can't be done!
There is nothing else that could solve this problem!
What will the people say?
These are examples- phrases of people who block their creativity .This happens not because these people, most of the times, are not creative but because they are affected from different situations or states which work as blocks to creativity (ex. Psychological, ethical, moral etc facts.). On the other hand creative people, at the very least, respect or even ignore these states and succeed in improving their creative thinking to the maximum. This is why those people are precious for the market industry, which supports such kind of people to develop, to overcome any difficulties and progress for their own benefit and for the benefit of the company or organization they are working for.
http://managementhelp.org/crt_inov/creative/creative.htm , 12/02/2010 accessed at 15.25
http://www.virtualsalt.com/crebook1.htm, 13/02/2010 accessed at 12.35
http://en.wikipedia.org/wiki/Creativity, 11/02/2010 accessed 00.10
Defining the creativity like a skill that has very important role in solving the problems as well as developing new ideas, it is not matter merely to find the appropriate people. What is more significant is the motivation that these people must receive. As it was said there are two different types of people: the ones that have the ability for creative thinking which means that they are ready to produce varieties of ideas for any problem that will be given to them, while on the other side are the ones without any creative idea. In fact the majority of those people are not only able to think creatively, they may also contribute in solving the problems in a highest level. In order to do that, they have to be motivated.
So How Do We Make Sure the People Are Motivated?
We can't. Not 100% sure. As Mark Earls would put it, managers are accelerators and influencers - but ultimately not controllers. People always have a choice.
Motivation is usually complex, so that any given task or project involves several different types of motivation.
But although we can't guarantee motivation, there are several things that we can do to make it more likely.
Wishful Thinking - www.wishfulthinking.co.uk
It may sound banal, but the most important thing is to hire motivated people. We can't put motivation into people, only draw out and amplify what's there already. Whenever we make a decision to hire or work with someone else, we need to consider their talent, experience and qualifications - but don't forget to ask: How committed is this person to our shared goal? If you can't answer 'very' then you could be in for trouble, no matter how good they look on paper.
Once people are on the team, we should ask ourselves two basic questions:
1. How do I tap into their core motivations and amplify them?
2. How do I avoid blocking these motivations?
These questions are really two sides of the same coin; however it can be frighteningly easy to fall into the trap of 2 when you think you're doing 1.
Four Kinds of Motivation
To answer the two questions above, we will take of consideration four different kinds of motivation - the basic levers of influence available as a leader or manager:
1. Intrinsic motivation - the attraction of the work itself
2. Extrinsic motivation - rewards for doing the work
3. Personal motivation - individual values
4. Interpersonal motivation - social influences
All four motivations apply to most kinds of work; however it's particularly important to get the right balance between them when dealing with creative work and workers who see themselves as creative. As well as describing the four types of motivation.
1. By definition, intrinsic motivation works through spontaneity, pleasure and fascination. However, in order to be able to handle it, few ideas are welcomed such as:
-Do something inspiring
Give the workers some atmosphere of inspiration, like for example better salary or promotion. In that way there is no doubt that any of them wouldn't even try to think something creative.
- Set them a challenge
It is important to know that creative's love a challenge. How can you make the brief more difficult? More inspiring? More extreme? On the flipside, there are few things more demotivating than a clearly impossible goal. Why bother if you can't succeed? Challenging but not impossible - it's a delicate balance.
-Define a goal clearly
Another significant fact is setting the goals and keeping the clearly in order to be understood by the others. Otherwise no one will try to use the creativity if they don't know for which purpose they are doing it.
- Eliminate distractions and interruptions
Help them concentrate. Don't interrupt them - or let others interrupt them - unless it's important and urgent. As far as possible, help them 'batch' meetings, conversations, and day-to-day tasks so that they don't keep interfering with focused work. Whatever distractions arise, remind them that the work itself is their primary responsibility.
2. Types of extrinsic motivation
Money is also a clearly defined way of 'keeping score', measuring how highly regarded you are by your employer or your audience. You may be very happy with your salary, until you learn that the guy at the next desk is earning twice as much as you - especially if you fancy yourself as better.
-Fame and recognition
Fame and recognition can serve as a kind of currency even in fields devoid of monetary rewards. The term 'egoboo' is used within the open source programming community; referring to the 'ego boost' you receive from being publicly credited for good work.
Creators love a good awards ceremony - as long as they or their favorites are on the shortlist.
-Praise and appreciation
What fame and awards are to the public sphere, price and appreciation are to the private.
Why are so many people prepared to work for little or nothing, making tea, running errands, ordering taxis and doing the photocopying, on film sets, in ad agencies, in TV and fashion studios? Because it gives them a foot in the door, an opportunity to be in the right place when more exciting positions become available.
3. Core Values - Personal Motivation
Enneagram - a tool for understanding Others' motivations.
Wishful Thinking - www.wishfulthinking.co.uk
The Enneagram is the one personality typing system that is practically useful on a day-to-day basis. Not only is it very accurate and powerful, but the Enneagram diagram makes the system easy to remember and apply. Each of the points on the diagram represents one of the nine basic Enneagram personality types.
Two - The Helper
Twos value generosity, in themselves and others. They believe we should all help each other as much as possible. They are happy to provide help and support - but they are only human, so they also value appreciation. If you really want to motivate a Two, remember to say 'thank you' and show how much you appreciate their kindness.
Three - The Performer
Threes value success, the more public and prominent the better. They believe life is a competition, with winners and losers. They are very focused on achieving their goals, and don't mind cutting a few corners along the way - in their world, image is reality. To motivate a Three, make sure you provide public recognition of their achievements.
Four - The Romantic
Fours value authenticity. They believe the most important thing in life is to be true to yourself. They have a highly original style and don't mind being perceived as outsiders. To motivate a Four, give them the opportunity to express themselves in an original way. Make them feel unique and special.
Five - The Observer
Fives value knowledge. They believe knowledge is power. They are avid readers and lifelong learners. To motivate a Five, give them opportunities to learn and investigate topics in depth. Treat them as respected authorities.
Six - The Guardian
Sixes value security. They believe there is safety in numbers. They are excellent team players and fiercely loyal to the group. To motivate a Six, give them opportunities to bond with the team and reassure themselves that dangers have been blocked off. Let them know you appreciate their loyalty and take every chance to show solidarity with them.
Seven - The Optimist
Sevens value pleasure and possibilities. They believe life is for living to the full, enjoying every moment. They can be relied on to look on the bright side, suggest new options and jolly everyone along. To motivate a Seven, give them plenty of variety and emphasize the fun to be had in a task. Allow them to put their ideas into action.
Eight - The Leader
Eights value power. They believe you have to fight for what you want in life. They make excellent leaders or formidable opponents, depending on how they perceive you. To motivate an Eight, give them opportunities to take charge and demonstrate their effectiveness. You must also earn their respect by showing you can stand up to them.
Nine - The peace maker
Nines value peace and harmony. They believe life would be much easier if we could all learn to get on better together. They are self-effacing, but skilful diplomats, intervening where needed to restore harmony within a group. To motivate a Nine, show how a course of action will promote balance and mutual understanding. Don't force them to step into the limelight.
One - The Achiever
Ones value achievement, as defined by their own high standards. They believe hard work and discipline are necessary for success. They are perfectionists, which is great sometimes but a pain in the behind at others. To motivate a One, show them you value their diligence and that you hold everyone to high standards. Be scrupulously fair.
4. Interpersonal motivation - Peer pressures
Creativity happens between people, not just between the ears. Whatever drives us as individuals, something magical and unpredictable happens when talented creative people get together. They spark off each other - and sparks come from friction.
Many times some of the workers have done many by giving their best for the company. One motivation for them would be following some of their steps.
In most of the cases this factor rises up the creativity in every person especially when they see that competition during the work every day.
Competition can be intense without being cutthroat. And it doesn't exclude collaboration. Most creative partnerships are founded on mutual respect and friendship, and a realization that we can usually create something better together than we can manage on our own.
Commitments breed commitment. When you make a promise to another person, you have an investment in keeping it, otherwise you'll lose face. It's not the most ennobling form of motivation, but can be very effective. If you know that you're liable to procrastinate, making a promise to someone else to deliver a piece of work by a certain date is a great way of setting a 'motivational trap' for yourself.
Is one very powerful factor that will always work if you use it in the right place at the right time. After all, every worker wants to hear some few good words about his job in order to continue on improving itself
Has lots of common with the encouragement; however you give support to the ones that have done the job perfectly and have the point of the performed act. As a result of that you give them support to continue with the same attitude - with other words you encourage.
Businesses, commercial and nonprofit, are in front of modifications like never before. Numerous driving forces to this change included a rapidly expanding marketplace (globalization), and increasing competition, diversity among consumers, and availability to new forms of technology. Creativity and innovation are often key to the success of a business, particularly when strategizing during strategic planning, and when designing new products and services. Creative thinking and innovation are particularly useful during Strategic Planning and in Product and Service Management (when designing new products and services).
Strategic planning serves a variety of purposes in organization, including to:
1. Clearly define the purpose of the organization and to establish realistic goals and objectives consistent with that mission in a defined time frame within the organization's capacity for implementation.
2. Communicate those goals and objectives to the organization's constituents.
3. Develop a sense of ownership of the plan.
4. Ensure the most effective use is made of the organization's resources by focusing the resources on the key priorities.
5. Provide a base from which progress can be measured and establish a mechanism for informed change when needed.
6. Bring together of everyone's best and most reasoned efforts have important value in building a consensus about where an organization is going.
Other reasons include that strategic planning:
7. Provides clearer focus of organization, producing more efficiency and effectiveness.
8. Produces great satisfaction among planners around a common vision.
9. Increases productivity from increased efficiency and effectiveness.
10. Solves major problems.
11. And finally in the case of corporations, strategic planning bridges staff and board of directors, builds strong teams in the board and the staff and provides the glue that keeps the board together.
One of the most suitable recommendations for best industry practice could be the "Win-Win" Solution.
Win-win, win-lose, and lose-lose are theoretical expressions that signify the potential outcomes of a rivalry or argument involving two sides, and more prominently, how each side observes their outcome corresponding to their position before the game. For instance, a "win" results when the result of a compromise is better than estimated, a "loss" when the result is worse than estimated. Two individuals may receive the same outcome in measurable terms, say â‚¬20, but for one side that may be a loss, whereas for the other it is a win. In other words, expectations determine one's perception of any given result.
Win-win outcomes occur when each side of a dispute feels they have won. Since both sides benefit from such a scenario, any resolutions to the conflict are likely to be accepted voluntarily. The process of integrative bargaining aims to achieve, through cooperation, win-win outcomes.
Win-lose situations result when only one side perceives the result as positive. Thus, win-lose outcomes are less likely to be accepted of one's own free will. Distributive bargaining processes, based on a principle of competition between participants, tend to end in win-lose outcomes.
Lose-lose situations indicate that all parties end up being of inferior quality. An example of this would be a budget-cutting negotiation in which all parties lose money. In some lose-lose situations, all parties understand that losses are predestined and that they will be evenly distributed. In such circumstances, lose-lose results can be preferable to win-lose results because the sharing is at least taken into account as fair.
In other situations, though, lose-lose outcomes occur when win-win outcomes might have been possible.
The key thing to remember is that any negotiation may be placed in a new framework so that prospects are lowered. In the case of economic crisis, for instance, if both the employer (a company let's say) and the employee of his, make a negotiation where the employer suggest reducing the wages of the employee rather than firing him (in order to hire a cheaper employee or none at all) and leaving him without an income then the outcome is a win-win solution. Now why if both sides of the negotiation are going to experience loss on their income, would that be a win-win and it wouldn't be a lose-lose situation? Simply because with lowered prospects, it may be manageable to invent win-win solutions out of a potentially lose-lose situation. Nevertheless, this requires that the parties sacrifice their initial demands for less significant ones as in the case that was mentioned previously.