A520.9.5.RB_LarsonKurt, Power
Chapter 5 of your text defines power as the "potential to influence behavior" (Whetton and Cameron, 2011, p. 286).
Given this definition, develop your Blog entry using the following questions as your guide:
Are you comfortable developing sources of personal influence to gain power?
I am comfortable in developing my sources of personal influence as a method of gaining power. My reasoning is quite simply that I do not have malice or the want for absolute power, which is a corrupting position from any perspective. I simply have a desire for the limited amount of power and influence as a method to be effective in my given profession and to the point that the use of such power is on a very limited basis and that humility and humanity are always the best and foremost options that should be utilized when attempting to influence, or persuade the outcome of a situation or opinion.
Do you embody the characteristics of likable people depicted in Table 5.4 (p. 290)?
Do you embody the characteristics of likable people depicted in Table 5.4 (p. 290)?
Yes I embody and support an open and honest relationship with my coworkers, friend’s family and colleagues. I display and in-turn expect the loyalty and respect of those I am in contact with including unconditional and a positive regard for individuals once they have proven their loyalty and honesty toward myself and my family. I extend an acceptance provide that honesty and loyalty is never taken for granted or abused it is generally for life with old friends and new alike.
Are you able to use influence both up and down your organization considering the information in Table 5.5 (p. 293)?
Yes I have the capability to influence and recommend change up and down the organizational chain based upon over 32 years of aviation quality and safety experience, my credentials and earned and in process degree work does render a certain amount of added credibility to the mix. I have and continue to strive for legitimacy in my efforts of raising the bar for the organization and its responsibilities to the science of NOAA and the American taxpayer for proper and responsible use of resources. I strive to offer a consistent and reliable assessment of the organization and its operations both at home and away. And I make an honest attempt at working with people in a likable and acceptable manner, although it can be a bit of a challenge from the perspective that I rarely get the support of upper management and direct line supervisors when the issue of continued monitoring and enforcement of policies and procedures. The true rub comes into play when upper management will not make good on their commitments of enforcing accepted policy and procedures although they have the ability to, it is rarely the true case of a commitment toward accountability and holding ones feet to the fire. As I have explained in the past… it is not my policy or procedure that I am auditing, it is the organizations. I am simply the auditor and collector of data with recommendations for positive and regulatory required compliance. In other words… it does not matter what I want, it does matter what management wants and has agreed upon.
Are you able to use influence both up and down your organization considering the information in Table 5.5 (p. 293)?
Yes I have the capability to influence and recommend change up and down the organizational chain based upon over 32 years of aviation quality and safety experience, my credentials and earned and in process degree work does render a certain amount of added credibility to the mix. I have and continue to strive for legitimacy in my efforts of raising the bar for the organization and its responsibilities to the science of NOAA and the American taxpayer for proper and responsible use of resources. I strive to offer a consistent and reliable assessment of the organization and its operations both at home and away. And I make an honest attempt at working with people in a likable and acceptable manner, although it can be a bit of a challenge from the perspective that I rarely get the support of upper management and direct line supervisors when the issue of continued monitoring and enforcement of policies and procedures. The true rub comes into play when upper management will not make good on their commitments of enforcing accepted policy and procedures although they have the ability to, it is rarely the true case of a commitment toward accountability and holding ones feet to the fire. As I have explained in the past… it is not my policy or procedure that I am auditing, it is the organizations. I am simply the auditor and collector of data with recommendations for positive and regulatory required compliance. In other words… it does not matter what I want, it does matter what management wants and has agreed upon.
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