Rachael Lohnes

OGL 200 Paper 3

For the following questions, be sure to connect to the reading material in your book. This is a writing
assignment, so answers should be written in complete and coherent sentences and paragraphs. Answers
in the A range will refer to the text and fully explain how the concepts learned in the text apply to the
question.

Part A: Short essay questions

1. Discuss why power and leadership are interdependent but not interchangeable.

As defined by Warren Bennis and Burt Nanus summarize power and leadership, power is “the capacity to
translate intention into reality and sustain it” whereas leadership is defined as “the wise use of power”.
The use of the word power in the definition of leadership shows that the two are interdependent. Being
in a leadership role gives a person power. With great power comes great responsibility. It is the leader’s
responsibility to use their power responsibly.

2. Discuss Yukl’s tactics for interpersonal compliance gaining, discussed on page 173-176 of your text.
When would you use each one?

-Rational persuasion is the used when demonstrating that a request or proposal will attain organizational
tactics.
-Apprising is used when you need to explain how compliance to a request will help benefit a person’s
career.
-Inspirational appeals tactic is used when appealing to values and ideals to generate enthusiasm.
-Consultation is used when looking for suggestions on improvement.
-Collaboration is used when getting someone to comply with a request by offering them resources and
assistance.
-Ingratiation is used when asking someone to fulfill a difficult request but you build their confidence with
praise and flattery before asking them.
-Personal appeals are used when you appeal to a person’s feelings of loyalty and friendship when asking
them for something.
-Exchange is used when you trade favors with someone. With this there is usually a promise to
reciprocate later and or share the benefits of the task one it is completed.
-Coalition tactics are used when you solicit the aid of others or use the support of coworkers to convince
someone to go along with a request.
-Legitimating tactics are used when you claim the right or authority to make a request, while aligning the
request with the organizational policies, rules, traditions, ect.
-Pressure is used when you demand, threaten, or check up on others. Also known as giving persistent
reminders to others.

Part B: Leadership Activity Journal: Reflecting on your leadership skills

1. Take the Personal Power Assessment on page 139 of your book.

a. Report on your scores

Reward- 2.75
Coercive-1.5
Legitimate-4.5
Referent-4.25
Expert-4.75

b. Reflect on what these scores reveal about your leadership behaviors and their effectiveness

My scores show that I prefer to lead with legitimate, expert, and referent power and I prefer not to lead
with reward or coercive power. As a leader at my job these results make a lot of sense to me. As a natural
introvert, legitimate power is an important one because the power resides in the position. I tend not to be
a leader in a situation where leadership is optional. In the work place (where I am always a leader) expert
and referent power go hand-in-hand for me. As a leader I need to feel valuable, so using expert power is
important to me. I find value in myself through supplying knowledge, information, and skills. Referent
power is similar to expert power for me. Referent power is being a role model for others. I lead that way
because from experience working in a position where you have someone to look up to can be motivating.
I strive to be a kind leader, teacher, and a role model for the people I work with so it makes sense that I
scored highest in legitimate, referent, and expert power.

c. Describe how you can build on your strengths and address any weaknesses.

I think that one of my biggest weaknesses is only being a leader when I have legitimate power. I’m a
strong leader, and from the feedback I get at work people like me as a leader. To work on my weakness I
need to rely less on legitimate power and build my confidence in other areas where I have strengths. A
way that I could build on my strengths would be to keep the motivation to become as knowledgeable as
possible and enhance my use of expert power. I have always looked up to people who are smart and kind
and that says a lot about who I strive to be as a leader. Building my expert power and referent power will
enable me to be the best leader that I can possibly be.

Part C: Planet Jockey Simulation

Level 3: Inspiring your team and achieving real committment

Play through Level 3 and answer the following questions:

1. Copy and paste (or screenshot) your Level overview and scores. You can find this information
again in your Overview & Profile.
2. Reflect on the scenarios presented in the game. Was there anything you found particularly
difficult? Anything that surprised you?

Something that was said in the learning outcome of question #9 was “money is a de-motivator” for
people. This was something that I found really surprising. From my personal experience I feel that
money can sometimes be a motivator (depending on the situation). The last time my company gave
everyone raises we got a lot more than I was expecting, this was in December. Finding out that we
were going to be receiving a larger raise than I expected, I felt encouraged to work harder. Now it is
the end of January and we have just found out that we are all getting another raise that will be
effective in April. Now usually we get one raise a year, but this year we will get two. So for myself and
others I work with, money has been a motivator. Our jobs aren’t changing, were still doing the same
thing we’ve been doing since we were hired. So because of this we feel the need to work harder. But I
do understand that this isn’t always the case for every job, but I feel that saying that money is a de-
motivator is incorrect.

3. How could you use the concepts discussed in this simulation in your job today? Relate these
concepts to the other course materials and to your own experiences.

There were a few topics in this level of Planet Jockey that I can relate back to my own experiences at
work. The first being the topic of coaching. Coaching in the work places is a really important thing
because it gets everyone on the same page. We discuss coaching almost everyday at my job. Working
a shift supervisor in a Starbucks that just opened in June 2017 we have a staff that needs quite a bit of
coaching in several different areas. The area that we find ourselves coaching in frequently is company
standards. Whether it is making drinks or cleaning the ovens, both of these things are very important
so we need to coach our new baristas (and some older ones too) on company standard to prevent
dissatisfied customers. The other topic that I can relate to in my work places was the question on
how to approach an employee who you hear is possibly leaving to a new job. Throwing money at
them or confronting them will not get you anywhere. You need to let your employees know that they
are valued and they are an important part of the company. If you really want someone to stay at a job
offering them career development is a great way to make them aware of their value.