OP Discussion #1

Shilpa Gannamuneni 

Discussion 1

COLLAPSE

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The influence style questionnaire is very helpful in self-evaluating and see where we are standing with respective to so many things such as our behavior, attitude towards people and the decisions we make. While evaluating myself I got to know more about myself and what type od person I am and attributes by behavior I have. Mainly as an IT developer, my style of working is client-centric, where I always try to meet the client or user requirements. Understanding them properly, and as a presenter I clearly mention what my ideas are and how it would affect them and what can be done in the things they are asking for, and I do research and development before giving out my opinion any anything. The styles mentioned, I could relate to most of them as I work in that style.

            My style to use it for the organizational management could be different and based on the questionnaire I need to change when it comes to leadership role. But with my style of innovation, it could be more helpful for any organization to come up with new product and being a good presenter I can clearly put my ideas in front of the leadership which would change the way the company currently things and the place where it is. Innovative culture is the ability of an organization to encourage innovative activities and establish norms of innovation (Yasir et al., 2016). The consequences in settings up the strategy can be handled b first initially starting with a strategy that should followed by the organization.

Going through all the current process or operations in the organization and making it more efficient as I always try to make the process better for the user and if there are any manual processes try to automate it. With so man technologies tools out in the market I use my style of research ideas, innovation to make the process better. As an IT person I always make sure I update myself with new technologies and tools and if anything could help the organization to make it better and efficient I would definitely suggest it to the organization leaders.

 

 

 

                                                                       References

Yasir, M., Imran, R., Irshad, M. K., Mohamad, N. A., & Khan, M. M. (2016). Leadership styles

in relation to employees’ trust and organizational change capacity: Evidence from non-

profit organizations. Sage Open, 6(4), 2158244016675396.

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