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I am a PhD Researcher from India living in Rome.
I am in the final year of my PhD at LUISS Guido Carli University, Rome, Italy. We are EQUIS Accredited and thus are in the global top 1% for business and management. I was also a visiting research student at Warwick Business School, UK. I am currently working with my supervisor Andrea Prencipe, Rector and Professor of Innovation and Organisation at LUISS and Gerardo Patriotta, Professor of Organisation Studies at Warwick Business School as my co-authors. Research and Teaching I study phenomena at the boundaries of organisations, society and human emotions. I am a qualitative scholar, trying to understand the nuances of human behavior and actions. I am interested in ethnographic, longitudinal case study methods that help me capture the everyday life of organisations and organisational actors. I have been a Teaching Assistant for four courses as well. I have a hands-on, practice-oriented teaching approach as I believe, based on my own experiences, that such an approach helps translate classroom theories into real world practices. I am about to submit my thesis and will be defending it in Nov/Dec 2019. As such, I am looking for my next opportunity at a leading global university/business school where I can not only continue research but also get involved in teaching thus putting my research to practitioner use. Scroll below for the abstracts of my papers. |
ROUTINE DYNAMICS IN CONFLICT-RIDDEN ORGANISATIONAL CONTEXTS
SRITEJA R WUDARU, GERARDO PATRIOTTA AND ANDREA PRENCIPE
SRITEJA R WUDARU, GERARDO PATRIOTTA AND ANDREA PRENCIPE
Abstract
Despite long knowing that routines act as conflict management devices, our understanding of the micro-nuances of routine dynamics is limited especially in the contexts where the need for coordination is high yet the possibility of coordination failure due to conflicts among routine participants persists. Building on an in-depth qualitative study done in the cardiology department of a hospital, we show how routines unfold in conflictual organisational context. We first explore how within-routine and between-routine interdependencies open up space for tensions and conflicts among routine participants. We identify some strategies routine participants use to further their agencies but cause disruptions in the routine. We show the negative effects of interpersonal rivalry and power conflicts among routine participants on the routine performances. Finally, we identify workarounds and avoidance measures as two ways to resolve these disruptions and perform the routine, albeit temporarily.
(Presented in at the 35th EGOS in Edinburgh)
Despite long knowing that routines act as conflict management devices, our understanding of the micro-nuances of routine dynamics is limited especially in the contexts where the need for coordination is high yet the possibility of coordination failure due to conflicts among routine participants persists. Building on an in-depth qualitative study done in the cardiology department of a hospital, we show how routines unfold in conflictual organisational context. We first explore how within-routine and between-routine interdependencies open up space for tensions and conflicts among routine participants. We identify some strategies routine participants use to further their agencies but cause disruptions in the routine. We show the negative effects of interpersonal rivalry and power conflicts among routine participants on the routine performances. Finally, we identify workarounds and avoidance measures as two ways to resolve these disruptions and perform the routine, albeit temporarily.
(Presented in at the 35th EGOS in Edinburgh)
“I, ME & MYSELF.” IMPRESSION MANAGEMENT AT WORKPLACE
SRITEJA R WUDARU, GERARDO PATRIOTTA
SRITEJA R WUDARU, GERARDO PATRIOTTA
Abstract
Impression management is a range of assertive and defensive tactics that individuals use to protect, maintain and enhance their image at work. However, literature on impression management is undermined by the limitations in theoretical and empirical approaches. Empirical contexts are mostly limited to how people manage impressions in the contexts of interviews, performance evaluation, and supervisor liking while theoretical approaches are limited to studying dyads and taking a one-sided others-as-audience approach. Our paper extends both theoretical and empirical knowledge of impression management through a case study and explores the types, antecedents and consequences of the concept. The main contributions of this paper are: Firstly, we explore the plurality of impression management by identifying both deliberate/conscious and habitual/subconscious impression management. Moreover, we introduce defaming and blaming others as lesser known impression management tactics that are more consequential than previously studied tactics. Secondly, we explore the composition of different types of identity as a major motivator for an actor’s inclination to engage in impression management. Finally, we show how impression management results in detrimental consequences, especially the decline in psychological safety and motivation of the audience to work with the actors that impression-manage.
(Presented at the PhD workshop at 35th EGOS in Edinburgh)
Impression management is a range of assertive and defensive tactics that individuals use to protect, maintain and enhance their image at work. However, literature on impression management is undermined by the limitations in theoretical and empirical approaches. Empirical contexts are mostly limited to how people manage impressions in the contexts of interviews, performance evaluation, and supervisor liking while theoretical approaches are limited to studying dyads and taking a one-sided others-as-audience approach. Our paper extends both theoretical and empirical knowledge of impression management through a case study and explores the types, antecedents and consequences of the concept. The main contributions of this paper are: Firstly, we explore the plurality of impression management by identifying both deliberate/conscious and habitual/subconscious impression management. Moreover, we introduce defaming and blaming others as lesser known impression management tactics that are more consequential than previously studied tactics. Secondly, we explore the composition of different types of identity as a major motivator for an actor’s inclination to engage in impression management. Finally, we show how impression management results in detrimental consequences, especially the decline in psychological safety and motivation of the audience to work with the actors that impression-manage.
(Presented at the PhD workshop at 35th EGOS in Edinburgh)
RELATIONAL VS COLLECTIVE IDENTIFICATION: RESOLVING REPRESENTATIONAL GAPS
SRITEJA R WUDARU
SRITEJA R WUDARU
Abstract
Cross-functional and multidisciplinary teams consisting of actors from different functional backgrounds, skills, experiences, and beliefs suffer with the problem of representational gaps. Representational gaps are incompatibilities among team members’ cognitive representations of the problem, definitions of the tasks, goals and solutions. They reflect the differences between team members’ problem definitions that affect group problem solving. Representational gaps degrade information processing through misunderstandings and misuse of information; they render coordination difficult by creating contradictions among team members on how to solve a problem and result in conflicts. I posit that using the lens of social identity and identification helps us understand how the emotional and affective aspects of organisational actors address representational gaps. I define collective and relational identifications as two extremes of one’s self-concept and discuss how the four major motives underlying identification process — the need for self-enhancement, belongingness, self-expansion, and uncertainty reduction — widens or bridges representational gaps among team members. In general, I posit that strong collective identification results in wider representational gaps while strong relational identification results in narrower representational gaps within teams.
Cross-functional and multidisciplinary teams consisting of actors from different functional backgrounds, skills, experiences, and beliefs suffer with the problem of representational gaps. Representational gaps are incompatibilities among team members’ cognitive representations of the problem, definitions of the tasks, goals and solutions. They reflect the differences between team members’ problem definitions that affect group problem solving. Representational gaps degrade information processing through misunderstandings and misuse of information; they render coordination difficult by creating contradictions among team members on how to solve a problem and result in conflicts. I posit that using the lens of social identity and identification helps us understand how the emotional and affective aspects of organisational actors address representational gaps. I define collective and relational identifications as two extremes of one’s self-concept and discuss how the four major motives underlying identification process — the need for self-enhancement, belongingness, self-expansion, and uncertainty reduction — widens or bridges representational gaps among team members. In general, I posit that strong collective identification results in wider representational gaps while strong relational identification results in narrower representational gaps within teams.
CSR-ORIENTED ORGANISATIONAL CHANGE: THE ROLE OF EMPLOYEES IN IDENTITY TRANSLATION PROCESS
Sriteja r wudaru
Sriteja r wudaru
Abstract
Organisations are increasingly integrating corporate social responsibility (CSR) with their core business functions. However, there is scant research on the challenges such firms face and the organisational change they go through to achieve this. Moreover, our understanding of the role of employees in CSR-oriented change management is limited as well. Building on the case of a large European financial services company, InvestBank, I show that the successful implementation of CSR-oriented organisational change depends on the translation of identities: the top management’s envisioned projected identity needs to be translated into the attributed identities external audience associate with the organisation. Furthermore, I show that employees, and their experienced identities, act as a bridge between the organisation and external audience. I also show how the lack of communication across hierarchies can lead to employees’ experienced identities not aligning with the top management’s projected identities. Thus, this paper contributes to the literatures on CSR, change management and identity by defining CSR-oriented change as a process of identity translation, where employees play a central role in the success or failure of such change strategy.
(Under review at a leading ABS ranked journal)
Organisations are increasingly integrating corporate social responsibility (CSR) with their core business functions. However, there is scant research on the challenges such firms face and the organisational change they go through to achieve this. Moreover, our understanding of the role of employees in CSR-oriented change management is limited as well. Building on the case of a large European financial services company, InvestBank, I show that the successful implementation of CSR-oriented organisational change depends on the translation of identities: the top management’s envisioned projected identity needs to be translated into the attributed identities external audience associate with the organisation. Furthermore, I show that employees, and their experienced identities, act as a bridge between the organisation and external audience. I also show how the lack of communication across hierarchies can lead to employees’ experienced identities not aligning with the top management’s projected identities. Thus, this paper contributes to the literatures on CSR, change management and identity by defining CSR-oriented change as a process of identity translation, where employees play a central role in the success or failure of such change strategy.
(Under review at a leading ABS ranked journal)
"We are not binary. We contain multitudes."
- Linda Liukas
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I write books to tell stories.
Stephen King said "Books are a uniquely portable magic." While there are good books and bad books out there, all of them matter for they have been, are, and will be the bridge between different people, cultures, civilisations and worlds. I have been a vivid reader since my childhood. I used to devour a book or two per week when life was little hectic and devoid of several distractions. Perhaps this was what inspired me to write books too. Writing stories. Stories. They are powerful. They are emotional. They are captivating. And they are magical. In any form, we are easily attracted to stories. In my novels, I try to say such stories that unravel the psyches and emotions of humans. Mostly mystery, suspence and thriller centric, my books deal with emotions, conflicts and the dark side of being human. I have published my first novel The Silent Sound in 2013 and I am currently working on two new stories. Scroll below to take a peek. |
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The Silent Sound
1. 2. 3. 4. 5. As bodies pile up, Kia Hills & Grace Wither’s hunt for a serial killer comes to a halt when they discover that the person they are looking for has been dead already. They find themselves at the clutches of the most vicious mind anyone has ever seen. Can they stop the killer before another victim shows up? A spine-chilling suspense/thriller novel. Published in 2013, The Silent Sound is available on Amazon in both Paperback and Kindle versions, as well as other formats including epub and Apple iBooks. |
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Finding Nour
Kia Hills embarks on a search for Nour, a 16 year old girl abducted by the organism, an illegal trafficking network in Oudefort. With the help of a local journalist, Yasmin Rose, and her colleaugues from Kallo PD, Kia tries to unravle the organism in a town where she is not a cop. Can she find Nour alive? What shocking secrets do they unravel in their attempts? Coming soon, Finding Nour is a deviation from the mystery thriller genre of The Silent Sound. Finding Nour explores human emotions and dilemmas in a context of child trafficking. The goal is to bring awareness of child trafficking as well as telling a compelling story of sinister minds and resilient hearts. |
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Matter, Leah
She had lost the person she loved most. She herself had been a victim. She had disappeared for six years. Now she is back. And she can control matter around her. She wants revenge. But can she change the past? This is not a story of a superhero. This is a story of sexual abuse. Of what happens when power is in the hands of a few. Of how decisions taken in the heat of the moment ruin lives. Of a lot of sadness, and anger, pressed into a dark corner for years. Coming soon, and narrated both in present and past, Matter, Leah tells the story of what happens to Leah now and what had happened six years ago. Situated in both urban cities and deepest forest, Matter, Leah touches the sophisticated and wild sides of human emotion. Bringing awareness to sexual abuse with a touch of supernaturality, it tells a story of a young girl set on to tip the balance in the right direction. Completely different from other two books, Matter, Leah is a work of storytelling. |
"The role of a writer is not to say what we can all say but what we are unable to say."
- Anais Nin
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A picture speaks more than a thousand words.
Indeed, a picture is a memory made perpetual. Photography has long enticed me, as a way to capture life, a way to record the ever changing world, a way to contextualise people. While I am in no way a seasoned photographer, I am not an amateur either. Equipped with my Sony camera and Pixel phone sometimes, I try to capture the world as much as possible from lesser known streets to beautifully decorated alleys, from the vastness of nature to the narrow stories being told in single scenes, from local people and life to cousine and architecture that tells the history of places. Photography and Traveling I like traveling. I am a traveller. Not a tourist. I like to explore places, cultures, lives and people from a more nuanced perspective. While I do explore touristic places, I also look for lesser known nooks and less trodden paths. From Ljubljana to Bohinj, Verona to Sirmione, Peschiera to Paris, and from London to Edinburgh, I have travelled across places big and small, famous and lesser visited, politically powerful and culturally important. Photography is one thing that always remained a common factor. Capturing the lives in and cultures of these places and people have always been an intgral part of my travels. I am planning to do something with the shots I ahve taken that tell stories. May be an exhibition of sorts. |
"In photography there is a reality so subtle that it becomes more real than reality."
- Alfred Stieglitz
DROP ME A MESSAGE
For research related or writing, or just to have a chat
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Italy +393917006053
India +917702987069 |
address |
LUISS Guido Carlli University
PhD room Viale Romania 32 Rome 00197 Italy |
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