Sources of power at work
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This document outlines different sources of power in the workplace: 1) Legitimate power comes from one's formal position or title in an organization. 2) Reward and punishment power allows one to recognize accomplishments or enforce threats through compensation or coercion. 3) Charisma stems from one's personality and likability, which can open doors and gain influence. 4) Relationships provide power through networks, though they must be handled ethically. 5) Information and expertise are also sources of power when knowledge and communication skills are demonstrated.
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Similar to Sources of power at work
Power and politics
1) Power is the ability to influence others and events, and comes from both formal positions and personal qualities. There are six main types of power: legitimate, reward, coercive, expert, information, and personal power.
2) Leaders can gain compliance through coercive power but commitment comes from referent and expert power that inspire enthusiasm.
3) Political skill involves social astuteness, interpersonal influence, networking, and expressing sincerity to protect one's influence and inspire confidence in others.
Leading
Leadership involves influencing others to work towards organizational goals. Leaders gain power through their position in the organization or ability to reward or punish others. Effective leadership requires traits like personal drive, integrity, confidence, knowledge, and charisma. Leadership styles can be autocratic, participative, or give employees freedom. Leaders must understand their employees and balance task needs with employee well-being to be successful.
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Organizational culture is influenced by both external and internal factors and reflects how employees experience the organization. It is maintained as the organization's way of doing business and helps with adaptation. Organizational power derives from sources like expertise, authority, and resources, and is wielded by those in positions of authority to shape culture and motivate employees. A strong organizational culture leads to employee engagement, decreased turnover, effective onboarding, and a healthy team environment. There are four main types of organizational culture: clan, adhocracy, market, and hierarchy. Types of organizational power include legitimate, coercive, expert, informational, reward, connection, and referent power. Power in an organization shapes dynamics and influences employee behavior and
Power and-authority
Power and-authority by Liladhar Sankhala From Jodhpur
+919784865232
Mail id. - Ldborn2win@gmail.com
Power
Power is defined as the ability to influence others or impose one's will despite resistance. There are several types and sources of power, including legitimate, referent, expert, reward, coercive, and informational power. Skills used to acquire power include leadership, information processing, conflict resolution, and decision making. Strategies for developing power include cultivating a powerful self-image through grooming, manners, body language, speech, attitude, and commitment to continued development. In nursing, power can be used to empower others and effect change through sharing decision-making, developing expertise, and drawing on multiple sources of power.
Power and Politics in organization, study
Explore the intricate dynamics of power and politics within organizations with our engaging PowerPoint presentation. Covering the definition and sources of power, types of power, team dynamics, and the impact on organizational culture, the presentation provides a comprehensive understanding of how these forces influence decision-making and relationships. Practical strategies for navigating organizational politics, real-world case studies, and recommendations for mitigating negative impacts offer valuable insights. Foster interactive discussions and empower your audience to navigate these dynamics effectively for enhanced leadership and organizational success.
mob-ppt-UNIT-III.pptx management and organisational behaviour
Organizational structure involves dividing work into units and departments to encourage specialization, coordination, and clarification of roles. It aims to maximize efficiency, communication, resource use, job satisfaction, and creative thinking. Key principles for a good structure include clear lines of authority, adequate delegation, fewer management levels, and an appropriate span of control. The structure should be simple, flexible, and balance centralization with decentralization. Authority refers to the power to make decisions and direct others, and derives legitimacy from social institutions and competence. There are various types of authority including legal, traditional, acceptance-based, charismatic, and competence-based.
ppt administration.pptx group dynamics,power and politics ,lobbying,critical ...
group dynamics,power and politics ,lobbying,critical thinking and stress and its management
Trust and Leadership
This document discusses how leaders can build trust in the workplace in 3 key ways:
1) Effective communication practices like transparency, listening, and frequent information sharing.
2) Demonstrating strong character through integrity, humility, admitting mistakes, and congruence.
3) Balanced competence in both technical skills and leadership abilities, while also trusting other employees.
The article argues that rebuilding trust should be a priority for leaders, as high levels of trust can foster employee engagement, productivity, and organizational success, while low trust has negative financial and performance impacts.
Nursing Leadership
The document discusses various theories and concepts related to nursing leadership. It covers different types of leaders including formal and informal leaders. It also discusses several leadership theories such as McGregor's Theory X and Y, Ouchi's Theory Z, Likert's leadership styles, and Lewin's styles. Additionally, it summarizes motivation theories including Maslow's hierarchy of needs and Herzberg's two-factor theory. The document also defines power and the different bases of power including position, personal, and connection power. Finally, it provides an overview of team building including the different stages.
Delegation of authority, responsibility and Decntralization
This document discusses authority, responsibility, and delegation of authority. It defines authority as the legitimate right to direct others and make decisions. Responsibility refers to the obligation to complete assigned tasks. There is a relationship between authority and responsibility - authority should match the level of responsibility. Authority flows downward while responsibility flows upward. Delegation involves transferring authority to subordinates while retaining accountability. The document provides guidance on what should and should not be delegated, and how to delegate effectively. It also discusses decentralization, which widely distributes authority and decision-making power throughout an organization.
TYPES OF POWER.pptx
Power can be exercised through coercion using threats of punishment or prevention of rewards and promotions. However, power also allows coordination and goal achievement when used positively to develop trust and cooperation between parties. Negative consequences are that imbalanced power can enable exploitation and harm relationships.
Directing (powerpoint) grp 4
The document discusses the concept of directing, which refers to the process through which managers communicate with and influence other organizational members to achieve objectives. Unlike other managerial functions, directing relies on interpersonal and relational skills to motivate employees. Theories of motivation discussed include Maslow's hierarchy of needs, Herzberg's motivation-hygiene theory, and McClelland's need achievement theory. Power and influence in organizations also impact directing, with different types of power including legitimate, expert, referent, reward, and punishment power.
Improving your leadership influence edited
How to become more effective and influential leader by increasing your personal and positional power
Power and politics
This document discusses power and politics in organizations. It begins by defining power as the ability to influence and control things that are valuable to others. There are different sources of power, including coercive power using fear, reward power from allocating incentives, and referent power from personal relationships. Power can be used positively or negatively. Organizational politics involves informal efforts to influence others and achieve objectives, and it arises from conflicting agendas and struggles for power. While often viewed negatively, politics are not inherently bad, and effective politics maintains relationships while achieving results.
Chiefs-in-Training (CiT) Leadership Tools (NAVEDTRA 14144)
This document discusses different types of authority and power in a leadership context. It defines line authority, staff authority, functional authority, and different bases of power including reward, coercive, legitimate, referent, and expert power. It provides examples and advice for effectively using authority and each type of power to accomplish goals and influence subordinates in a positive manner.
Power & Politics in an organization
types of power exercised by management , employee, factors affecting power, advantages, disadvantages, importance, types of politics, factors ,advantages, disadvantages summary,
Chapter 14Leading and Leadership DevelopmentA leader lives i.docx
Chapter 14
Leading and Leadership Development
A leader lives in each of us
CHAPTER QUICK START
“Leadership” is one of those words that we hear and use all the time but may rarely stop to think much about. In fact, leadership is a very complicated process that demands a great deal from leaders and followers alike, and requires lots of background understanding and personal insight. This review of the research foundations of leadership and its implications for leadership development can help you build skills and reach your full leadership potential.
Key Takeaways
· Define leadership and explain its foundations in power, vision, and service.
· Identify key leader behaviors that impact leadership effectiveness.
· Identify major contingencies that impact leadership effectiveness.
· Understand the challenges of personal leadership development.
what to look for inside >
MANAGEMENT IS REAL
analysis> MAKE DATA YOUR FRIEND
Followers Report Shortcomings of Leaders
choices> THINK BEFORE YOU ACT
Sometimes “No” May Be Your Best Answer
ethics> KNOW RIGHT FROM WRONG
A Step over the Line into Community Service
insight> LEARN ABOUT YOURSELF
There’s No Substitute for Integrity
wisdom> LEARN FROM ROLE MODELS
Educator Turns Leadership Vision into Inspiration
SKILLS MAKE YOU VALUABLE
· EVALUATECareer Situations:
What Would You Do?
· REFLECTOn the Self-Assessment:
Least-Preferred Co-worker Scale
· CONTRIBUTETo the Class Exercise:
Most Needed Leadership Skills
· MANAGEA Critical Incident:
Playing Favorites as a Team Leader
· COLLABORATEOn the Team Activity:
Leadership Believe-It-or-Not
· ANALYZEThe Case Study:
Zappos: They Do It with Humor
A glance at the shelves in your local bookstore will quickly confirm that “leadership” is one of the most popular topics in the field of management. The consensus is that leaders become great by bringing out the best in the people who follow them. As the late Grace Hopper, management expert and the first female admiral in the United States Navy, once said: “You manage things; you lead people.”1 Leadership scholar and consultant Barry Posner believes, “The present moment is the domain of managers. The future is the domain of leaders.”2 Consultant and author Tom Peters claims the leader is “rarely—possibly never?—the best performer.”3 All seem to agree that leaders thrive through and from the successes of others.
Although the leadership message seems clear, the task of leading isn’t easy. Managers and team leaders often face daunting responsibilities. Resources can be scarce and performance expectations high. Time frames for getting things accomplished can be short, while problems to be resolved are complex, ambiguous, and multidimensional.4 It takes high self-awareness and hard work to be a great leader. There are many challenges to be mastered on the pathways toward leadership success at work, in our communities, and at home with families and loved ones. This chapter offers an opportunity to find out more about the leader who resi ...
Techniques of Power
French and Raven identified five types of power: legitimate, reward, expert, referent, and coercive. Legitimate power derives from formal job roles and authority. Reward power comes from the ability to provide rewards. Expert power is based on skills and knowledge. Referent power relies on loyalty and respect for the person. Coercive power involves punishment. Etzioni also identified three bases of power: coercive, utilitarian, and normative. Successful power users have a high need for social power and focus on others' needs and interests.
Unit 06
Power refers to an individual's ability to influence others, while politics involves using power to achieve tasks and protect interests. Authority is the formal right of managers to issue orders. It is important for managers to understand power, politics, and authority to efficiently manage organizations and balance individual and organizational goals. Job design and delegation of authority are also crucial for optimal performance.
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Sources of power at work
- 1. SOURCES OF POWER AT WORK
- 2. LEGITIMATE: Also known as the power of position that grants people of managerial or chief status the legitimate basis of their power to assign tasks, workloads and expect compliance in a group or organization structure. This power originates from holding an official title in a company.
- 3. REWARD & PUNISHMENT: Reward and punishment power are the ability to recognize accomplishments and favorable behavior and compensate employees accordingly or to authorize threats and coerce people to fulfill what is needed of them from a leadership position.
- 4. CHARISMA: The power of personality that stems from individuals’ styles, appeals and likability; being well-liked is the most valuable tool anyone can have. Possessing a magnetic quality can open doors and creates positive impression and a winning image which tends to allot a person with a wider communication network and major sway in the workplace.
- 5. RELATIONSHIPS: It is important to invest time and effort to build lasting relationship and professional network as well as mend injured ones. Exploiting ties to influence someone is a sensitive issue and should be handled with caution. Just be sure to adhere to work ethics and personal integrity when you use this source of clout.
- 6. INFORMATION: Knowledge is power. Yet, to possess information is not enough, it is only through the way we control the flow of information by delegating or retaining it that power can be exercised effectively. This power is also generated through being a competent communicator who can support claims and back up arguments with important evidence and relevant info.
- 7. EXPERTISE: This is the source of power that comes from being able to display or communicate your adeptness and capability of a specific area.
- 8. Being more knowledgeable about the role of power in effective leadership will offer leverage in professional relationships and new insights to help attain your goals and navigate the business world successfully.