Riassunto analitico
Creativity and innovation are widely discussed concepts across the literature and many definitions have been provided. Creativity concerns the ability of the human being of producing new and original ideas while innovation relates to the process of implementation of these new ideas. Literature of the 20th and 21st century has deeply analyzed these points providing useful insights on the various aspects and on the determinants of creativity and innovation. Passion and motivation are crucial for creativity while can be identified different forms of innovation. Companies, in recent years, found that creativity and innovation can be a relevant source for competitive advantage in fact they are addressing their attention and resources to the development on new solutions that can result in improvements to their activities. In relation to this, a current trend consists of appointing Chief Innovation Officers with the aim of boosting the innovativeness of the firm. In fact, contextualizing these variables in work-related fields, there are some studies that highlight the nexus between human resource management and the increase of company propensity to innovation. Even if the research is reach in many sectors of the economies, there is little evidence concerning creative industries and fashion companies in particular. Thus, the main purpose of the thesis is to analyze the influence of specific human resource management practices on work related creativity and innovation in the fashion industry. In addition, the study investigates how the creative process takes place and the impact of brand collaborations and special projects on the human capital of the firm. Hence, the thesis aims at providing a contribution to the literature enriching the past research in fashion industry. Specifically, in the first chapter is conducted a review of the scholars’ perspectives on creativity and innovation highlighting the theories that are more relevant for the purposes of this analysis and mentioning those that are related to the work environment. In the second chapter the attention is shifted to human resource management and its evolution with a focus on the practices that revealed to be significant for innovative work behavior and creativity while, in the third one, are analyzed the most industry-characteristic job positions with a specific mention to the liaison roles as crucial enablers of the communication between departments belonging to the “opposing polarities” that are managerial and artistic functions. Here, moreover, will be evaluated the relevance of time, freedom and financial resources for employees’ creative attitude and the way in which special projects and brand collaborations increase the exchange of knowledge enabling innovation. The fourth chapter concerns the empirical analysis which aims at providing piratical evidence on the implementation of HRM strategies for boosting creativity and innovation. Data will be collected through qualitative interviews and the sample is made of thirteen professionals currently employed in a fashion multi-brand group belonging to the luxury segment of the fashion industry. Finally, the results will be discussed making a comparison between the findings of the empirical research and the theories proposed by the literature.
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Abstract
Creativity and innovation are widely discussed concepts across the literature and many definitions have been provided.
Creativity concerns the ability of the human being of producing new and original ideas while innovation relates to the process of implementation of these new ideas.
Literature of the 20th and 21st century has deeply analyzed these points providing useful insights on the various aspects and on the determinants of creativity and innovation. Passion and motivation are crucial for creativity while can be identified different forms of innovation.
Companies, in recent years, found that creativity and innovation can be a relevant source for competitive advantage in fact they are addressing their attention and resources to the development on new solutions that can result in improvements to their activities. In relation to this, a current trend consists of appointing Chief Innovation Officers with the aim of boosting the innovativeness of the firm.
In fact, contextualizing these variables in work-related fields, there are some studies that highlight the nexus between human resource management and the increase of company propensity to innovation. Even if the research is reach in many sectors of the economies, there is little evidence concerning creative industries and fashion companies in particular. Thus, the main purpose of the thesis is to analyze the influence of specific human resource management practices on work related creativity and innovation in the fashion industry. In addition, the study investigates how the creative process takes place and the impact of brand collaborations and special projects on the human capital of the firm. Hence, the thesis aims at providing a contribution to the literature enriching the past research in fashion industry. Specifically, in the first chapter is conducted a review of the scholars’ perspectives on creativity and innovation highlighting the theories that are more relevant for the purposes of this analysis and mentioning those that are related to the work environment. In the second chapter the attention is shifted to human resource management and its evolution with a focus on the practices that revealed to be significant for innovative work behavior and creativity while, in the third one, are analyzed the most industry-characteristic job positions with a specific mention to the liaison roles as crucial enablers of the communication between departments belonging to the “opposing polarities” that are managerial and artistic functions. Here, moreover, will be evaluated the relevance of time, freedom and financial resources for employees’ creative attitude and the way in which special projects and brand collaborations increase the exchange of knowledge enabling innovation. The fourth chapter concerns the empirical analysis which aims at providing piratical evidence on the implementation of HRM strategies for boosting creativity and innovation. Data will be collected through qualitative interviews and the sample is made of thirteen professionals currently employed in a fashion multi-brand group belonging to the luxury segment of the fashion industry. Finally, the results will be discussed making a comparison between the findings of the empirical research and the theories proposed by the literature.
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