A time for everything: how the timing of novel contributions influences project team outcomes

By Cameron Ford, Diane M Sullivan. 2004

110 citations recorded by the source corpus.

Subfields: Social Psychology, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/843eab84f17d8e8dca564c1b167d090e3909c675

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Social Psychology

In Strategy and Management

Citations in the corpus

Let's Dance! Elastic Coordination in Creative Group Work: A Qualitative Study of Modern Dancers (2014, background): “…that, at some threshold, too much novelty becomes problematic, which means that all the individual decisions made about choreography need to coalesce into a coherent, intelligible whole and the group needs to work more interdependently after a certain amount of independence (Ford & Sullivan, 2004).”
The Effects of Personal and Contextual Characteristics on Creativity: Where Should We Go from Here? (2004, background): “For example, Ford and Sullivan (2004)argue that the value of novel proposals changes at different stages of a project team’s life cycle.”
Team Reflexivity as an Antidote to Team Information-Processing Failures (2014, background): “…well, because in certain instances, teams will be more open to change than in others (Silberstang & Diamante, 2008; Zellmer-Bruhn, 2003; cf. Ford & Sullivan, 2004) – for instance, when a team reaches a milestone (Gersick & Hackman, 1990; Okhuysen & Eisenhardt, 2002) or a new technology is…”
Key questions regarding work engagement (2011, background): “…has been found to hinder subsequent performance (Vancouver, Thompson, Tischner, & Putka, 2002; Vancouver, Thompson, & Williams, 2001), and creativity may lead to frustration given the unfocused effort and diminished productivity that creative individuals may experience (Ford & Sullivan, 2004).”
Climate for Creativity: A Quantitative Review (2007, background): “Ford and Sullivan (2004) have suggested that the need for creativity, and thus the influence of climate on innovation, may vary as a function of project de-mands—with creativity, and a creative climate, proving especially valuable in early cycle as opposed to late cycle product development efforts.”
A Review of Employee Well-Being and Innovativeness: An Opportunity for a Mutual Benefit (2007, unknown): “…economic benefits related to potential salary increases and bonuses and can include for example learning, personal growth, recognition, increased satisfaction, improved group cohesiveness and better interpersonal communication (West & Anderson, 1996; Ford & Sullivan, 2004; Andersen et al., 2004).”
Radical and Incremental Creativity: Antecedents and Processes (2011, background): “That is, in line with some previous studies at the team level of analysis (Ford & Sullivan, 2004), our results demonstrate that using creativity in the initial stages of a project leads to more original and radical solutions in the final outcomes.”