Assignment no II

Submitted To:
Miss Erum Batool
Submitted By:
Muhammad Tayyab Chistti (LCM-3927)
Muhammad Salman Sheikh (LCM- 3924)
Ali Haider Goraya (LCM-3913)
Wajahat Ali (LCM-3817)
Q: How much power and leadership is important in
organization?
Ans: Personal power is power that resides with an individual, regardless of his or her position
in the organization. Someone usually exercise personal power through rational persuasion or by
playing of followers identifications with him or her.
Power can be used in many ways in an organization. But because of the potential
for its misuse and the concerns that it may engender, it is important that the mangers fully
understand the dynamics of using power. In using expert power, managers aware of their
education, experience, and accomplishments as they apply to current circumstances. In
organizations, there are various sources of power. However, the primary source of power is the
legitimate power, which means the power assigned based on job designation. It is allocated
according to the rank level within the organization. Officers in the higher level such as
management are perceived to have power over junior employees. Besides, other sources of
power are relevant in an organization. Experts in a certain field have enough knowledge on that
area giving them power over employees lacking such knowledge.

For example: Suppose a manager has asked subordinates to spend his day finishing an
important report. Later, while the manager is out of the office, the manager boss comes and ask
the subordinates to drop that project and work on something else. The subordinates will then be
in the awkward position of having to choose which of two higher-ranking individuals to obey.
Exercising authority regularly reinforce its presence in the eyes of subordinates. Verifying
compliances simply means that leaders should find out whether subordinates have carried out
their request before giving rewards otherwise subordinates may not recognize the linkage
between their performance and subsequent reward. The request that is to be rewarded must be
both reasonable and feasible, of course, because even the promise of a reward will not motivate a
subordinates who thinks a request should not or cannot be carried out.
Power is responsible for ensuring employee commitment and compliance in the
organization. It aids in avoiding resistance among employees ensuring they coexist in harmony,
which leads to increased productivity. Even though managers are perceived to have power, they
also need to work on leadership, which is an essential element in organizational power. They
need to empower fellow employees by making useful decisions that help them and their work.
Empowerment allows employees to maximize their potential, which leads to more experience
and job satisfaction.

Power is the most trivial functions of an organization or project. Thus, power is a

prerequisite for success, irrespective of people’s inner needs for power. While organizational
power can keep an organization in check and even spur it to growth and fame, it is equally
effective in destroying the organization as well. The magnitude and direction of the exercise of
power is a function of the intentions and skills of the wielder. Organizational power is
consequently seen as a management resource, much like information and technical expertise,
which are management resources in their own right. The judicious use and design of
organizational power is thus significant.