WP4 – Development of Creative-Traditional Business Innovation Training Model


Within the framework of the South Baltic Programme 2014–2020 (ERDF part-financed), 3rd Call

Human resources are considered to be one of the most important resources within a company from which it has the ability to create value, generate new ideas, and develop new products and services. A company may have the newest and most sophisticated technologies but it needs skilled and creative employees to make it operational and ensure a competitive advantage on this basis. So the Employees’ skills and creativity have to be directed towards the same strategic goal and the results of their efforts should be more than the simple sum of individual results.

But how can we measure creativity?

Marjorie Taylor, a psychologist and professor emerita at the University of Oregon, uses to measure the creativity of children. “When you’re talking about creativity, you have to understand you’re talking about a broad spectrum of abilities in different domains,” Prof. Taylor said; “It’s hard to measure.”

In businesses, industry and elsewhere, people demand innovation – and are stymied with understanding as to how to measure it. There exist four different way, which are described in this exhibition, to assess creativity, each designed for different settings:

  1. Measuring How Creative a Person Is – The Guilford Model
  2. Measuring How Creative a Work Is – The Taxonomy of Creative Design
  3. Measuring Creative Work Against a Program – The Requirements Model
  4. Measuring the Social Value of Creative Work – Csikszentmihalyi’s Model

Finally, after the detailed descriptions follow several models on how to integrate creative knowledge and benefits in the traditional SME sector are shown.