I mostly follow my intuitions with full belief in them. But the outcome decision is based upon the analysis of the situations. So for people around me i am an analytical person, which is true to an extent. I don't come to, even a simplest decision in a rush.

Innovation is the application of creativity to give rise to a new concept, product, service or process delivering something new and better to the world.

When we innovate, we work with the creative ideas we have developed and put them into practice. Innovation is NOT just about making new gadgets and fancy widgets. We can be innovative in New Product Design, but in many other ways too. New concepts, like how to lead and motivate people at work, as well as new services and processes.

Do businesses want employees at every level who develop ideas to solve problems and embrace opportunities?

Yes.

In a range of studies since 2003, The Accenture Institute for High Performance found that the highest performing companies in the world encourage staff at every level to solve problems to make things new and better.

The Ernst & Young Connecting Innovation to Profit report (2010) found that fast-moving, agile companies recognise the importance of creative thinking skills, concluding that “the ability to manage, organise, cultivate and nurture creative thinking is directly linked to growth and achievement."

The IBM Global CEO Survey 2010 interviewed more than 1500 CEO’s from 60 countries and 33 industries, concluding that creativity is the most important leadership trait for the future. They suggested that “more than rigor, management discipline, integrity or even vision – successfully navigating an increasingly complex world will require creativity.”

Compliance policies should be accessible to all employees, well communicated, and easy to understand and apply. Responses to this question can provide valuable end-user feedback in this regard. The additional area of “enforcement” may provide some insight into an organization’s ethical tone and employee perceptions about fairness and equality. A quality compliance program will assure that all violators are treated fairly, but equally. If employees perceive that management or others are “above the law,” the compliance program loses credibility.

This question provides information on several important aspects of a compliance program. First, it may highlight risks that the compliance officer was unaware of or didn’t fully appreciate (risk assessment). Second, it assesses how well employees are able to apply corporate policies in the context of their role (policy comprehension/retention and training effectiveness). Third, it reiterates and reinforces the employee’s understanding of risks and policies specific to them (training). Interviewees frequently struggle with this question initially and the interviewer may need to provide an obvious example of such a challenge to help the interviewee get started (i.e. gift policy, etc).

Sample Response :

When I was a resident assistant at my college, a student I did not know asked me if he could use my phone to call another room. Although I did not know the student, I allowed him into my room. He used the phone and in the course of his conversation, he stated that he had just come from a fraternity party and was high from taking some drugs. Well after his conversation, I had to enforce the student conduct code by writing him up. He became very hostile towards me and would not give me any identification or information. I stood in the doorway to prevent him from leaving. I noted the serial numbers on his keys, so when the situation got to the point where I felt unsafe, I allowed the him to leave. I still preformed my job without jeopardizing my or his physical welfare. 

Personality plays a role in behavioral interviews. Employers want to see that you are well balanced person that knows how to handle themselves. These types of questions are designed to see how you handled situations that can be very personally stressful. Try to share examples that reflect positively on all parties involved. “Once I was blamed for not double checking marketing data, which drastically impacted one of our campaigns. Though I was not the staff member in charge of the data collection and analysis, I knew it would be unproductive to try to pass blame, so I simply asked what steps I could take to help resolve the problem. Afterward I spoke with the staff member in charge of checking data and let them know of the error so that both of us could ensure it would not be repeated.”

Standard interview tips and techniques still apply. Do not speak negatively about any supervisors, coworkers or former jobs. It is acceptable to share a specific situation that occurred with a former boss, but do not go into detail about the disagreement. Focus instead on what you did to help the supervisor see your point of view.

You may be asked a follow up question, such as “Did they ultimately see your point of view?” Be honest. Did they follow your advice or didn’t they? The answer is not as important as the presentation. Do not sound bitter in your response if they did not. “They did see my point of view. They chose a different path, but they understood my concerns and beliefs in the end.”