Figure 1:power (
Abstract
Organizational power means to influence others' behavior for getting results in your organization This means that the greater their dependency is on you the more power you will have to influence their actions. Power is responsible for ensuring employee commitment and compliance in the organization. It aids in avoiding resistance among employees.
‘Power
is the capacity to impress the dominance of one’s goals or values on others.’
(Armstrong, 2001)
“Organizational power is the ability that you have to
influence the behavior of another stakeholder in your organization. Your power
is measured by the extent that you can use your influence to get that
stakeholder to do something that he or she would otherwise prefer not to do”
Power is the ability of one person or department, in
an organization to influence other people to bring about desired outcomes.
Organizational power and use them appropriately to
maintain your organizational standing. Use coercive, reward, and legitimate power
wisely. As you use these powers always make sure that your actions account for
your organizational culture with its standards of acceptable and unacceptable
behavior. Strengthen your organizational credibility by properly leveraging
expert, referent, and informational power as appropriate.
“Power made legitimate by position or expertise” (Weightman, 2004).
Figure 2:power of the organization
(
Type of power.
1 Legitimate power (Based on position or
formal authority).
2 Reward power (Promising or granting
rewards).
3 Coercive power (Threats or actual
punishment).
4 Expert power (sharing of knowledge or
information).
5 Referent power (power of one personality
Charisma).
Figure 3:the consequence
of power (
Legitimate power.
·
The power a person receives as a result of
his or her position in the formal hierarchy of the organization
·
In the workplace, this could be different
with their position manager vs a regular employee
· Associated with having the status of formal
job authority.
· Legitimate Power is one of the 5 Types of Power identified by psychologists John R. P. French and Bertram Raven in 1959.(expertprogrammanagement.com, 2018)
Figure 4:legitimate power
Reward power.
·
The power to give or withhold rewards
(Salary increase bonus, promotion,
recommendation.)
Figure 5:Reward power (
Coercive power.
·
Coercive power is a formal power source where
influencing agents use the threat of force to gain compliance from the target of influence.
· Punish subordinates for not meeting performance expectations
Figure 6; coercive power
Referent power.
· Referent power refers to the ability of a
leader to influence a follower because of the follower’s legality, respect,
friendship, admiration, affection, or desire to gain approval.
·
Referent power is also the power of
respect.
·
Referent power often takes time to develop
·
The stronger the relationship, the more
influence leaders and followers exert over each other.
Figure 7:Referent power
Expert power.
·
Based on person’s own experiences. Skill
and knowledge
·
It’s based on the fallower’s perceptions
of the leader’s competence
·
This is given to the person who is
perceived to be a subject matter expert by others
·
However, having knowledge and information
is not power is earned by sharing that knowledge and information.
Figure 8:expert power
Conclusion.
Power is the ability to influence people and events. Managers need to use power effectively closely related to power is politics relates to the way people gain and use power in the organization. The power is intrinsic to the person who has it. It’s based upon a person’s personal qualities and traits, such as honesty, courage, heroism, or the ability to inspire. Without power there is no organization without power there is no order.
power is a potentially sinister subject Power says Bierstadt (1950), stands behind every association and sustains its structure.
Organizational power.
https://www.youtube.com/watch?v=Ykjti-PBLuA
From organizational behaviour perspective, this definition of organizational power implies that the other stake holder is dependent on you.
ReplyDeleteOrganizations require power to perform properly. Power influences people's behavior and attitudes; it allows managers to determine the course of events; and it is a significant contributor to changing leadership and dealing with resistance. People require power in order to complete their tasks and achieve their goals. Managers, on the other hand, frequently deny themselves a thorough grasp of what 'power' means in an organizational context and how to utilize it productively (Fitzel, 2021). Valuable topic..
ReplyDeletePOWER...exactly this word is very strong when come to handling organizations and establishments where many employees exists. The Leaders then, must use their power to the benefit of the organization and to their employees. If correctly use, the power could be a huge resource to thrive any organization to the top
ReplyDeletePower in the organization is showing very huge meaning than just word. By align that ultimate power of the peoples of the organization to right direction it will grow and developing as expect.
ReplyDelete