Analysis Of Influencer

Have you ever attempted to change the culture or behavior within an organization? Many think that when they become the boss of some form of business they will easily walk into that organization and be able to impose their will. I feel that is easier said than done. In this paper, I will apply a strategy to changing the culture within a real world situation of my choice. Furthermore, I will explain why I would choose to use these ideas as my strategy and discuss how the application of these ideas tie to the six influence sources given by the authors of the book Influencer. By using the authors ' theories and ideas, I will best ensure my success as a leader attempting to make a change.

I recently interviewed for a service manager position at

The authors suggest appealing to the individuals in a way that will personally motivate those members (2013). The authors believe “this source of influence is an important factor in propelling and sustaining behavior” (2013, p.30). I feel that when the technicians view the incentives they will want to personally gain the benefits. The second item the authors suggest bringing into the equation is the personal ability (2013). I believe all the technicians will be able to complete the training courses, and once they realize this they will want to continue to take part in them. When the technicians begin to apply their new found knowledge to their work, repair quality will improve and the time it takes will become significantly less. Other areas the authors suggest appealing to for change is that of social motivation and ability (2013). I feel that once the technicians who chose to take part in my incentive program, begin to speak of the rewards and benefits they have earned from it, all other technicians will want to take part in this program. As the authors of Influencer state “No source of influence is more powerful and accessible than the persuasive power of the people who make up our social networks” (2013, p.146). The last areas the authors recommend using to drive change is that of structural motivation and ability (2013). I believe the structured incentive program does that very thing, since the technicians can see the rewards the structure provides it will hopefully motivate them to participate. As the technicians progress, they will be able to see how easily taking part in the structured program is and has improved their technical abilities, as well as their income. Then, they will want to continue improving with the program in