The role of trust in developing organizational creativity and its challenges

Nowadays, the human resources of any organization are considered as one of its assets, so that it can contribute to the development of organizational creativity which has a fundamental role in the creation of strategic transformations in organizations. In this regard, trust is considered an important factor in developing personnel creativity. So, regarding the strategic transformation plans, the managers of organizations should trust their personnel and make them aware of this trust. In order to achieve strategic goals, using a systematic strategic thinking, the managers should improve the managerial capabilities of themselves and the staff, and contribute to their extensive and creative participation and supplying their welfare, replacing the previous products with high quality products without spending any additional costs, making a balance between the demands and expectations of all of the stakeholders, guaranteeing the success of the organization in long term. However, the issue of “management based on trust” is one of the challenges that is faced by most of the managers, because a trust based relationship has got some levels of risk that their maintenance is obtained via culturally based shared values without them there is no chance for fostering human relationships and developing organizational creativity in the turbulent and changing business environment. This paper deals with the role of trust in developing the creativity and its challenges in organizations, its levels, and its effecting factors, the strategic role of management in developing trust and their support in implementation of creativity and innovation in organizations.

challenge, creativity, levels and effecting factors on trust, role of management in developing trust and creativity, trust