Creativity research has a long history in psychology, focusing on individual differences in personality, cognitive abilities, and problem-solving styles. Creativity is considered to be a personal characteristic with features that include broad areas of interest and high energy levels. Considerable evidence indicates that employee creativity can fundamentally contribute to organizational innovation, effectiveness, and survival. So, creativity is important to organizations because creative contributions can not only help organizations become more efficient and more responsive to opportunities, but also help organizations adapt to change, grow and compete in the global market. Organizations could develop creativity by selecting individuals that are potentially creative, for instance based on assessment tools like Gough’s Creative Personality Scale, or by training workers in cognitive skills like divergent thinking. We consider employee creativity as an ongoing process, not limited in time and space, and we envision a role for ergonomics to foster the creativity of all workers. For creativity to occur in organizations, managers need to support and promote it.