ABSTRACT
This project work is centered on creativity and innovation in the soft drink industry (The Study of Seven-Up Bottling Company Plc Enugu). The project work is aimed at accessing and addressing the Impact of Creativity and Innovation, Problems, and Challenges Encountered by Management in Making the Company to thrive in a Global Competitive Environment. The work employed the use of historical method, to review related literature in chapter two. In chapter three the survey research plan was used in questionnaire form concerning creativity and innovation in a soft drink industry. However, the stratified random sampling approach was adopted in selecting the sample size for the study. Furthermore, five hypotheses were formulated in line with the problems and objectives of the study. Data collected were analyzed and presented with tables and percentages, chi-square statistical test was used in testing the hypotheses, the following results emerged: that motivational incentives for creativity and innovation have encouraged the exploration of hidden talents in the work place, there is significant relationship between creativity and improvement in profit and market share, there are no relationships between creativity and loss of job in soft drink industry.. In view of the findings the following were recommended in the research work: to create enabling environment to improve employees creative ability, insulation of effective channel of communication, create a proper motivational incentive, employee to welcome change through technical training and management should give adequate support to their employees when embarking on creative process. Overall it is believed that the strict application of the recommendation would lead to further progress of achievements of organizational objectives of the soft drink industry.
TABLE OF CONTENTS
Page
Certification.…………………………………………………………………………………….ii
Dedication………………………………………………………………………………………iii
Acknowledgement………………………………………………………………………………iv
Abstract………………………………………………………………………………………….v
CHAPTER ONE: INTRODUCTION
- Background of Study……………………………………………………………………1
- Statement of Problem…………………………………………………..4
- Objectives of Study……………………………………………………………………..6
- Research Questions………………………………………………………………… ..7
- Research Hypothesis………………………………………………………………….7
- Significance of The Study……………………………………………………………..8
- Scope Of The Study…………………………………………………………………….9
- Limitations of The Study……………………………………………………………….10
- Profile of Seven-up…………………………………………………………………….11
- Definition of Terms…………………………………………………………………… .14
CHAPTER TWO
2.0 Introduction……………………………………………………………………………..17
2.1 Theoretical Framework………………………………………………..18
2.2 Organizational Development………………………………………………21
2.3 An Overview of Creative Change Process
and Organizational Innovation…….26
2.4 Individual and Organizational Creativity
and Innovation………………………….28
2.5 Stages of Creativity Process in an
Industry/Organization…………………………30
2.6 Factors That Causes Creativity and
Innovational Change in Organization……..32
2.7 Factors
Influencing Managing Creativity and Innovation Change in Organization……..39
2.8 Method of Promoting Creativity and Innovation in Organization.41
2.9 Factors Responsible For Promoting
Creativity and Innovation in Industry…….43
2.10 Four Domain for Promoting Creativity and
Innovation in Work Place………….46
2.11 Rule for Shifting Creativity and Innovation
in an Organization…………………52
2.12 Summary of Review of the Related Literature……………………………………53
References…………………………………………………………………………….53
CHAPTER
THREE: RESEARCH METHODOLOGY
3.1 Introduction……………………………………………………………………………
.58
3.2 Research Design………………………………………………………………………58
3.3 Sources of Data………………………………………………………………………..59
3.4 Area of the Study………………………………………………………………………60
3.5 Population of the Study……………………………………………………………
…60
3.6 Sample Size Determination…………………………………………………… .60
3.7 Instrument of Data Collection………………………………………………….. 61
3.8 Method of Data Analysis…………………………………………………………62
3.9 Validation and Reliability of the Instrument……………………………..64
References……………………………………………………………………………..65
CHAPTER
FOUR: PRESENTATION AND ANALYSIS OF DATA
4.1 Presentation of
Data…………………………………………………………………..66
4.2 Hypotheses Testing …………………………………………………………………83
4.3 Analysis of Data…………………………. ……………………………………………91
CHAPTER FIVE: FINDINGS, CONCLUSION AND
RECOMMENDATION.
5.1 Summary of Findings ……………………………………………. .……….95
5.2 Conclusion…………………………………………………………………………………….96
5.3 Recommendations…………………………………………….…………….98
5.4 Suggestion
for Further Study
Appendix A
Appendix B
Bibliography.
LIST
OF TABLES
Table pages
4.1 What are your educational qualifications? 67
4.2 How long have you
served with Seven-Up Bottling Company Plc Enugu? 67
4.3 How long has Seven-Up Bottling Company Plc Enugu been in Business of Marketing their Soft Drink Product? 68
4.4 Do
creativity and innovation have impact in Seven-Up Bottling Company? 69
4.5 Do
creativity and innovation affect idea generation of employees in
Seven-Up Bottling Company? 70
4.6 Does creativity and innovation promote competition among members in work place at Seven–Up Bottling Company? 71
4.7 Do you think there are traits in promoting creativity and innovation in Seven-Up Bottling Company? 72
4.8 What are the fundamental steps to tackle creativity and innovation process in your company? 73
4.9 Do
management provide a system of incentive/reward for talented employees during creative process
in Seven-Up Bottling Company? 74
4.10 Does creativity and innovation promote the profitability of Seven-Up Bottling Company? 75
4.11 Has
creativity and innovation improved the market strategies and global competitiveness in
Seven-Up Bottling Company Plc? 76
4.12 Do you think that creativity and innovation has aided management of Seven-Up Company to improve on the profit and market share of the Company globally? 77
4.13 Does motivational incentive encourage exploration of hidden talent for creativity and innovation in Seven-Up Bottling Company? 78
4.14 Do
you think most of the employee’s loss their job in Seven-Up Bottling Company due to creativity and
innovation? 79
4.15 Does
the involvement of employees in decision making process encourage spirit of team work in
promoting creativity and innovation? 80
4.16 Do creativity and innovation impose a
challenge on team member’s and individual?
81
4.17 Which of the under listed incentive reward did they provide to boost the workers moral and encourage them? 82
4.18 Test for the validity of hypotheses one 84
4.19 Test for the validity of hypotheses two 86
4.20 Test for the validity of hypotheses three 87
4.21 Test for the validity of hypotheses four 88
4.21 Test for the validity of hypotheses five 90
CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
It
is obvious that by “creation” we generally mean the words and pictures, the
sound and music, the models that are projected and may be, even associations
with such sports, films and other personalities who typify such role model.
This is understandable. After all, these are the most visible element of
improving growth and development in organization. Creativity is an asset
impossible to financially quantify a prior in an organization (Amabile,
2002:52). Before a product or service is available to the market, the number of
sales of that product/service will determine whether or not money will spent or
completely wanted (Sulton, 2004:4).
Generally,
creativity can be understood as the only one or the only important component of
generating and designing of the service development especially now that global
competitiveness is trying to thrive for companies survivals. Cannon (2005:98)
points out that young creative talent that aspire for jobs for manufacturing
and service industries are not sufficient into the highly demanding work.
Indeed,
the new products and services provided new employment opportunities and
positive balance of trade by a way of protecting the nation’s standard of
living. Innovation in products, services, technologies and administrative
practices is also relevant to other institutional sectors besides the economy.
The study of organizational innovation articulates with the significant breakthrough
in science, the development of superior military weapons, and the creation of
interdisciplinary programme in higher education (Bell, 1973:213).
Theoretically,
research on organizational innovation opens new perspectives on number of
interesting issues that have surfaced recently which include: issues of social
evolution and institutional change, the dynamic of knowledge and integration of
macro levels of analysis (Hage, 1992:406). He further notes that organizational
innovations can make relevant contributions to various arenas of new research
in economics. The most obvious one is research on national system of innovation
(Lundvall, 1992:320) and Nelson (1993:220) but is equally relevant to
endogenous theories of Economic growth (Rommer 1990:60).
According
to Oxford Advanced Dictionary “to create” means to “bring into existence, give
rise to originate” otherwise the word creation means. “All created things
products of human intelligence especially of imaginative thought” creative
means “creating, able to create, inventive, imaginative, showing imagination as
well as routine skill of course. Huge sum of capital are put into creativity
(OECD, 2008). The reason for it is the outwork of many markets today are not
only highly competitive but
Innovation
they are also very transmorphicixemend of new products/services continually
appear in our taste and fashion, replacing old ones. New technologies generate
new problems as well as opportunities to fix them. The ability to anticipate
change arising from creativity and innovation means to do something about which
has more than ever became a critical factor for survival (Olujumoke, 2008:37).
Innovation
has been found to be linchpin of economic growth and lies behind improvements
in every aspect of modern life (Tushman and Anderson, 1996:613).
Chang
(2001:64) notes that size, scale and cost positions are very important aspects
of defining competitiveness which boils down to innovation. An organization’s
ability to compete in a fast changing environment/world is defined by its
programme for continuous quick and inexpensive innovation. He further observed
that many organizations due to short term pressure or lack of understanding
about how to innovate rely instead on increase mental improvement to existing
product (Chang J. 2001:40).
The
dictum innovative is yet to make an impression on many organizations all over
the global. As a matter of facts, poor performance on innovation has been given
as one of the key reason for British industrial decline (Frain, 1992:191). The
case of Nigeria for instance, appears more pathetic. In 2000, for example, the
Central Bank of Nigeria (CBN) reported that manufacturing sector of Nigerian
economy recorded a miserly 0-4 rise in aggregate index of manufacturing
production and the level of capacity utilization was given as only 36.1
percent.
Reason adduced for this abysmal performance include weave demand for local manufacture goods and influx of imports considered relatively cheaper and perhaps better quality than locally manufactured counterparts. The ability of organizations to produce influential ideas and has been long a central issue for organizational studies. Among all organizational outputs, innovation is fundamental not only in view of its direct impact on the viability of firms but because of the profound effects on the paths of social and economic change (Sovenson, 2000:94).
STATEMENT OF PROBLEM
CREATIVITY AND INNOVATION IN SOFT DRINK INDUSTRY
