1. The document discusses different perspectives on the concept of power, including the dynamic interdependence view which sees power as existing in relationships rather than individuals, and the trait-factor view which sees power as a disposition to influence others.
2. It also discusses the bases of power, including reward, coercive, legitimate, referent, expert, and informational power. High-power members tend to use strategies to maintain the status quo, while low-power members want to change the situation.
3. Indirect uses of power through group norms and the concept of the "group mind" are also examined, with norms able to influence behavior through conformity or compliance, and the group mind influencing collective behavior.
Are you ever stuck in conflicts that seem unresolvable? Do you sometimes wonder about the cause of a conflict, but can’t put your finger on it? Do you ever avoid particular people because the interactions are unpleasant?
In most work environments, power dynamics are an issue we have to manage. Sometimes these dynamics are unseen and unspoken. At their best, power dynamics can be used to build productive relationships, influence others in positive ways, and interact with political savvy. At their worst, power dynamics can result in limited, black and white thinking, bullying and ultimatums in the workplace.
Running Head SOURCES OF POWER AND INFLUENCE1SOURCES O.docxagnesdcarey33086
Running Head: SOURCES OF POWER AND INFLUENCE
1
SOURCES OF POWER AND INFLUENCE
3
Sources of Power and Influence
Name
College
Course
Tutor
Date
Description of where the sources of power and influence exist in the organization
Influence is the capability to have an effect on development, character and behavior of somebody or something. Power is the ability to control people or an area (Bacon, 2011). In the organization, the sources of power and influence exist in a person’s position and in the expertise of an individual. With the two sources, an individual is able to control and influence the rest to perform effectively. In any organization, the sources of power and influence are necessary to affect the characters of the staff so as to make them suitable for the achievement of the organizational goal.
The positional power of an individual in an organization is the influence as a result of the position that the individual holds in the organization. The individual in a managerial position may be able to effectively influence the rest of the organization’s staff towards the organizational goal. Organizations find it beneficial to give individuals power to perform certain jobs. That is because the power can enable the other individuals and the entire organization to perform efficiently.
The positional powers may be categorized as legitimate, reward and coercive powers. Legitimate power is the positional power derived from a person’s position in an organization. Managers of organizations are the individual who poses legitimate powers. Their managerial position in the organization grant the legitimate right to poses the power, as per the companies’ constitution. They have the power to carry out the specified duties and responsibilities in the organization.
Reward power is a positional power which is based on the individual’s ability to reward the rest of the organizations staff for their desired behavior (Bacon, 2011). Most organizational managers have this kind of power since they are responsible of controlling most rewards. They are mainly responsible for pay increases, promotions, recognition rewards and status symbols. Coercive power is a positional reward which is based on an individual’s ability to prevent the rest of the staff from receiving desirable reward. It is the opposite of reward power since it is the power to punish those who do not achieve the desirable behavior.
Personal powers are a source of power and influence such as expert powers, referent powers, connection power and information power which is got from an individual’s capability. Expert power is possessed by an individual who has knowledge which is valued in the organization. Referent power is possessed by an individual who causes the others to admire and emulate him or her. Examples of individuals with such a power in an organization are charismatic leaders. The leaders are visionary and exhibit great confidence to the rest of the staff in the or.
Distinguish between the different types of groups.
9.2 Describe the punctuated-equilibrium model of group development.
9.3 Show how role requirements change in different situations.
9.4 Demonstrate how norms exert influence on an individual’s behavior.
Discussions on
Dr. S. GOKULA KRISHNAN, 2 Associate Professor @NSM
Case Incident: Herd Behavior and the Housing Bubble (and Collapse) (p.320)
Defining and Classifying Groups
Stages of Group Development
Group Properties
Group Decision Making
Group versus the Individual
Groupthink and Groupshift
Group Decision making techniques
Reference:
Stephen P Robbins, Timothy A Judge & NeharikaVohra, Organizational Behaviour, 15thed., p. 287-313
Are you ever stuck in conflicts that seem unresolvable? Do you sometimes wonder about the cause of a conflict, but can’t put your finger on it? Do you ever avoid particular people because the interactions are unpleasant?
In most work environments, power dynamics are an issue we have to manage. Sometimes these dynamics are unseen and unspoken. At their best, power dynamics can be used to build productive relationships, influence others in positive ways, and interact with political savvy. At their worst, power dynamics can result in limited, black and white thinking, bullying and ultimatums in the workplace.
Running Head SOURCES OF POWER AND INFLUENCE1SOURCES O.docxagnesdcarey33086
Running Head: SOURCES OF POWER AND INFLUENCE
1
SOURCES OF POWER AND INFLUENCE
3
Sources of Power and Influence
Name
College
Course
Tutor
Date
Description of where the sources of power and influence exist in the organization
Influence is the capability to have an effect on development, character and behavior of somebody or something. Power is the ability to control people or an area (Bacon, 2011). In the organization, the sources of power and influence exist in a person’s position and in the expertise of an individual. With the two sources, an individual is able to control and influence the rest to perform effectively. In any organization, the sources of power and influence are necessary to affect the characters of the staff so as to make them suitable for the achievement of the organizational goal.
The positional power of an individual in an organization is the influence as a result of the position that the individual holds in the organization. The individual in a managerial position may be able to effectively influence the rest of the organization’s staff towards the organizational goal. Organizations find it beneficial to give individuals power to perform certain jobs. That is because the power can enable the other individuals and the entire organization to perform efficiently.
The positional powers may be categorized as legitimate, reward and coercive powers. Legitimate power is the positional power derived from a person’s position in an organization. Managers of organizations are the individual who poses legitimate powers. Their managerial position in the organization grant the legitimate right to poses the power, as per the companies’ constitution. They have the power to carry out the specified duties and responsibilities in the organization.
Reward power is a positional power which is based on the individual’s ability to reward the rest of the organizations staff for their desired behavior (Bacon, 2011). Most organizational managers have this kind of power since they are responsible of controlling most rewards. They are mainly responsible for pay increases, promotions, recognition rewards and status symbols. Coercive power is a positional reward which is based on an individual’s ability to prevent the rest of the staff from receiving desirable reward. It is the opposite of reward power since it is the power to punish those who do not achieve the desirable behavior.
Personal powers are a source of power and influence such as expert powers, referent powers, connection power and information power which is got from an individual’s capability. Expert power is possessed by an individual who has knowledge which is valued in the organization. Referent power is possessed by an individual who causes the others to admire and emulate him or her. Examples of individuals with such a power in an organization are charismatic leaders. The leaders are visionary and exhibit great confidence to the rest of the staff in the or.
Distinguish between the different types of groups.
9.2 Describe the punctuated-equilibrium model of group development.
9.3 Show how role requirements change in different situations.
9.4 Demonstrate how norms exert influence on an individual’s behavior.
Discussions on
Dr. S. GOKULA KRISHNAN, 2 Associate Professor @NSM
Case Incident: Herd Behavior and the Housing Bubble (and Collapse) (p.320)
Defining and Classifying Groups
Stages of Group Development
Group Properties
Group Decision Making
Group versus the Individual
Groupthink and Groupshift
Group Decision making techniques
Reference:
Stephen P Robbins, Timothy A Judge & NeharikaVohra, Organizational Behaviour, 15thed., p. 287-313
Topic: Theories of Motivation
Student Name: Nadia
Class: M.Ed
Project Name: “Young Teachers' Professional Development (TPD)"
"Project Founder: Prof. Dr. Amjad Ali Arain
Faculty of Education, University of Sindh, Pakistan
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Discussions on
Dr. S. GOKULA KRISHNAN, 2 Associate Professor @NSM
Ethical Dilemma: The Big Easy? (p.244)
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Stephen P Robbins, Timothy A Judge & NeharikaVohra, Organizational Behaviour, 15thed., p. 213-251
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