Identification Organizational politics emerge when an individual has her own agenda or interest at heart without regard for how her actions affect the organization as a whole.
Information Power Legitimate Power Legitimate Power is related to the position or status of the person in the organisation. The person believes that they have the right to make demands on others and expect them to be complient.
All managers have some degree of positional power.
People are influenced by the position and not by you Your ability to influence through legitimate power is restricted by those situations in which people believe you have the right or power to influence their actions or behaviours Do not rely on legitimate power to influence others.
Doing so may result in you abusing your power. This will lead to poor working relationships see motivational theory and potential conflict.
I have worked with managers who have abused this power. The result has led to demotivated individuals or teams, conflict and loss of respect for the manager from team members.
All leaders need to assess how they are using legitimate power. Develop other sources of power to increase your influencing skills and achieve results through your people.
Reward Power Reward power is the ability to give rewards. Affect of power and influence on leadership of these rewards are promotions, pay increases, working on special projects, training and developmental opportunities and compliments.
Reward power is the result of positional power. You may not always have complete control over the rewards. However, due to your position you may be able to have some influence in the rewards. It is the ability to use threats and punishments.
Many managers and leaders abuse this source of power leading to greater problems. Extensive use of coercive power should be avoided.
Leadership styles may tend to be very autocratic.
Be careful that you are not exerting power over others inappropriately. Referent Power Referent power is the ability of others to identify with those who have desirable resources or personal traits.
You may also hear of charismatic power. This comes from the personal characteristics of the person. Their energy, endurance, empathy, toughness, humour, charm. People with this source of power can influence people.
However, again be careful that you do not abuse it. Expert Power Expert power refers to the power that people have who have specialist knowledge, who are experts in their field or have knowledge or skills that are in short supply.
People tend to listen more to those who demonstrate expertise. Expert power does not require positional power. Leaders and managers should also be aware of expert power where it exists in their teams. To ignore it is potentially abusing their positional power.
How can you use and develop expert power as a leader? Here are some ideas: Use it to offer guidance and support to your team and to motivate them Use it to gain respect for your position, skills and knowledge from your peers, those above you in the organisation, from your team, from customers, suppliers and those with whom you interact Develop expertise, both knowledge and skills, that are required for your position and future positions.
Keep yourself informed of new developments in your area Maintain your credibility by participating in discussions that you are well informed on. Beware of trying to give the impression that you are an expert in all areas.
Use the appropriate expertise from your team and other departments or functions Be open to discuss concerns that your team or others may have. By listening to their concerns you can use your expertise to allay them. Thus creating credibility and respect.
This is a very important skill in leading change and managing resistance Acknowledge the expertise that is in your team. You do not need to have more expertise than them in every area If you have examples of where different forms of power and influence have been used well or misused we would be delighted to hear them.
If you would like to share them please tell us about them here.mean by the terms power and inﬂuence, consider different leader frames of reference that affect how leaders think about and use power, look at some sources and types of power, and outline ways leaders exercise power and inﬂuence through political activity.
The Role of Power in Effective Leadership POWER AND LEADERSHIP (CONTINUED) My organization empowers people at all levels. In my organization, power is concentrated in the The power of charisma is the influence that is generated by a leader’s style or persona. Power, Influence, and Leadership.
To some minds, Power and Influence are seen as the same thing, involving one’s ability to control an environment and the people within it. To the more enlightened, influence is seen as HOW power is used to control the environment.
A seemingly small . Organizational power (Legitimate power, Reward power & Coercive power) POWER & INFLUENCE Influence – represents an ability to affect outcomes and depends on personal characteristics and expertise.
(Tony Bush, ) Authority – is legitimate power which is vested in leaders with formal organizations (Bolman and Deal, ) TYPES OF POWER 1.
Leadership Styles: The Power to Influence Others Marcus Goncalves, EdD the Power to Influence Others Leadership within organizations is only attainable through the combination and use of power and authority.
As respect they need in order to affect others’ behaviors. Coercive power tends to be ubiquitous in many organizations. Understanding how various leadership styles affect productivity allows leaders to analyze and adapt for effectiveness. "How Does Leadership Style Influence Organizational Productivity?".