Abstract

Business leaders agree that managing in times of turbulence and accelerating change challenges their traditional views of competitiveness and success factors needed for survival and profitability. Today’s managers must deal with globalization of markets, increasing intensity of competition, rapid technological changes, a shift from an industrial economy to a knowledge, human capital and information based economy, demographic changes, environmental challenges, changing value systems and consumer preferences, whereby creativity and innovation is necessary for survival organizations. On the other hand, organizations and leaders should be tried to create an institutional framework in which creativity and innovation will be accepted as basic cultural norms in the midst of technological and other changes. This brings us to the increased importance of self-leadership. Self-leadership is a process through which individuals control their own behavior, influencing and leading themselves through the use of specific sets of behavioral and cognitive strategies. The major aim of this paper is studying the role of self-leadership in innovation and creativity employee. This paper is valuable for the organizations to be able to continually self diagnose and respond to needed changes as the environment changes. A workforce with strong self-leaders working in environments that support innovation and creativity could synergistically assist organizations in maintaining an all-important competitive advantage. The impact of these changes may be critical in transforming the organizations in the face of a wide range of twenty-first century challenges. The research methodology is descriptive and for collecting theoretical aspects of the research scientific books and journals are used.