Download as PDF, PPTX
Uploaded byDr Lilis Surienty
Power influence slideshare
This document discusses power and influence in organizations. It defines power as the capacity to influence others and explores how power is derived from sources like legitimate authority, control over rewards and punishments, expertise, and personal charisma. Power is greatest when a person controls a critical and non-substitutable resource and is central to many interdependent relationships. Influence tactics range from assertive commands to more subtle strategies like coalition building, information control, appeals to higher authority, and persuasion. The effectiveness of influence depends on factors like the message, audience, and whether it motivates commitment versus mere compliance.
More Related Content
Similar to Power influence slideshare
Power influence slideshare
- 3.
- 4. THE MEANING OFPOWER Power is the capacity of a person, team or organisation to influence others • Potential, not actual use • People have power they don’t use and they may not know they possess it • A perception
- 5. POWER AND DEPENDENCE Resource desiredby Person B Person B’s countervailing power over Person A Person A Person A’s control of resource valued by Person B Person B Person A’s power over Person B
- 6. MODEL OF POWERIN ORGANISATIONS
- 7. SOURCES OF POWER •Agreement that people in certain roles can request certain behaviours of others • Based on job descriptions and mutual agreement • Legitimate power range (zone of indifference) varies across national and organisational cultures Legitimate
- 8. SOURCES OF POWERCONTINUED • Ability to control the allocation of rewards valued by others and to remove negative sanctions • Operates upward as well as downward Legitimate Reward
- 9. SOURCES OF POWERCONTINUED • Ability to apply punishment • Exists upward as well as downward • Peer pressure is a form of coercive power Legitimate Reward Coercive
- 10. SOURCES OF POWERCONTINUED • The capacity to influence others by possessing knowledge or skills that they value • More employee expert power over companies in knowledge economy Legitimate Reward Coercive Expert
- 11. SOURCES OF POWERCONTINUED • Occurs when others identify with, like or otherwise respect the person • Associated with charismatic leadership Legitimate Referent Reward Coercive Expert
- 12.
- 13. INCREASING NON- SUBSTITUTABILITY • Fewor no alternatives to the resource • Increase non-substitutability by controlling the resource • Exclusive right to perform medical procedures • Control over skilled labour • Exclusive knowledge to repair equipment • Differentiate resource from others
- 14. CENTRALITY • Degree andnature of interdependence between powerholder and others • Centrality is a function of: • How many others are affected by you • How quickly others are affected by you
- 15. DISCRETION ANDVISIBILITY • Discretion •The freedom to exercise judgment • Rules limit discretion, limit power • Also a perception—acting as if you have discretion • Visibility • Symbols communicate your power source(s) • Educational diplomas • Clothing, etc. (stethoscope around neck) • Salience • Location—others are more aware of your presence
- 16. INFLUENCING OTHERS • Influence—anybehaviour that attempts to alter someone’s attitudes or behaviour • Applies one or more power bases • Process through which people achieve organisational objectives • Operates up, down and across the organisational hierarchy
- 17. Assertiveness • Activelyapplying legitimate and coercive power (‘vocal authority’) • Reminding, confronting, checking, threatening Silent authority • Following requests without overt influence • Based on legitimate power, role modelling • Common in high power distance cultures TYPES OF INFLUENCE
- 18. TYPES OF INFLUENCECONTINUED Coalition formation • Group forms to gain more power than individuals alone 1. Pools resources/power 2. Legitimises the issue 3. Power through social identity Information • Manipulating others’ access to information • Withholding, filtering, re-arranging information • Reduces uncertainty
- 19. TYPES OF INFLUENCECONTINUED Upward appeal • Appealing to higher authority • Includes appealing to firm’s goals • Alliance or perceived alliance with higher status person Persuasion • Logic, facts, emotional appeals • Depends on persuader, message content, message medium, audience
- 20. TYPES OF INFLUENCECONTINUED Exchange • Promising or reminding of past benefits in exchange for compliance • Includes negotiation and networking Ingratiation/ impression management • Increase liking by, or perceived similarity to, the target person
- 21. CONSEQUENCES OF INFLUENCE TACTICS peopleoppose the behaviour desired by the influencer motivated by external sources (rewards) to implement request identify with and highly motivated to implement request Resistance Compliance Commitment
- 22. MINIMISING POLITICAL BEHAVIOUR • Introduceclear rules for scarce resources • Effective organisational change practices • Suppress norms that support or tolerate self-serving behaviour • Leaders role model organisational citizenship • Give employees more control over their work • Keep employees informed