Bases of Power

What is power?

Power is the capacity to influence the thought and behavior of other people.

No one moves without its application. You use power to get people moving in the right direction and redirecting them when a change of course is needed.especially if you¶re you¶ the manager.As a manager. In working in an organization. one of the thing we need to understand is the leading get very little done without it. . Why? Because. You need power.

sources or bases of power you can draw upon to influence the motivation. there are several forms. behavior and thoughts of others. These bases are as follows: .Just as there are many forms of energy used in our daily lives.

You have the ´right to manageµ and manageµ to expect compliance because of your place in the organization. Legitimate Power is the formal ´legalµ authority that is embodied in legalµ your position and/or title.1. .

Reward Power is based on your capacity to provide things that others desire.2. . among other things. recognition. interesting job assignments and promotions. contingent on desired behavior. You make positive outcomes such as pay increases.

or dismissal.3. reprimands. poor performance appraisals. or find unpleasant. . Coercive Power relies on the contingent use of punishments such as criticism. Coercive Power This power is based on your capacity and willingness to produce conditions that the others want to avoid. undesirable work assignments.

4. In today·s language. it is your ´networkµ. Because you have a network of connections with other ´powerful peopleµ . Connection Power is the power you derive from relationships with other influential. important or competent people.

. Information Power is based on you having access to information that others are not privy to. do not know about and which they believe is important.5.

accomplishments or reputation. knowledge. Others are willing to do what you want because they trust that your superior expertise will produce the desired results. Your Expert Power also instills confidence in others even when the solution and/or way forward may not be clearly understood.6. . Expert Power is based on your skill.

. or admiration. that others have for you. Referent Power is based on personal feelings of attraction. This ´something specialµ is called charisma specialµ where others are willing to do what the leader wants because they want to please the leader. Referent Power is truly in the ´eye of the beholderµ beholderµ where others see something special in you allowing you to take the lead.7. have the leader like them and/or want to become like the leader themselves. to be in the lead or be given the lead.

Reward and Coercive. .The seven bases of power reviewed above can be classified as either Position Power or Personal Power. These bases are related more to the position of authority you hold in the organization and are most effective with your direct reports. The Position Power bases are: are: Legitimate. Rarely can you overtly use these to influence the behavior or your boss or colleagues.

These are personal bases of power because they are embodied in you and not so much your job role. Expert and Referent. Having these means that when you speak.The Personal Power bases are: are: Connection. Information. Cultivating these bases of power gives you the capacity to influence the behavior of everyone ³ bosses. . colleagues and direct reports. or position. others listen.

Behavior 5.Outcomes.The Conflict Process The conflict process can be seen as comprising five stages: 1. .Potential opposition or incompatibility 2.Cognition and personalization 3.Intentions 4.

STAGE I Potential opposition or incompatibility STAGE II Cognition and personalization STAGE III Intentions ‡ Communication ‡ Structure ‡ Personal variables Perceived conflict Felt conflict Functional outcome STAGE IV Behavior STAGE V Outcomes Dysfunctiona l outcome Party¶s behavior Other¶s reaction .

Structure C.Personal variables .Communication B. There are 3 general categories for this conditions: A.Potential opposition or incompatibility The first step in the conflict process is the presence of conditions that create opportunities for conflict to arise.1.

communication among workers play an important part in company¶s success.A. .Communication Communication is very important in the business world.Either it¶s a small or big organization.

This differences arise as a result of differences in training. Furthermore.Difference in communication can be a potential source of conflicts. the channel chosen for communicating can have an influence on stimulating opposition. Too little communication as well as too much of it can trigger conflict among workers. and inadequate information about others. . selective perception.

meaning the potential for conflict tends to be greatest when group members are younger and when turnover is high. the greater the likelihood of conflict.Structure Structure in organization can be vary according to the size of the company. .B. The larger the group and the more specialized its activities. Tenure and conflict appear inversely related.

Personal variables Refering to the personality and values that each person believe. .Culture also contribute to the way people differ values in life.C.

when individuals become emotionally involved. frustration. or hostility. It is at the felt level. as his problem with the opposition.2. that parties experience anxiety. tension. is when a person take conflict personally. .Cognition and personalization On this stage.

A lot of conflicts are escalated merely by one party attributing the wrong intentions to the other party.3.Intentions Intentions are separated out as a distinct stage because you have to infer the other·s intent to know how to respond to that other·s behavior. .

and reactions made by the conflicting parties. they tend to focus on stage IV because this is where conflicts become visible. actions.Behavior When most people think of conflict situations. .4. The behavior stage includes the statements.

.5. conflict can actually be a good thing. Functional outcome When we hear there¶s a conflict. immediately our mind potray a negative thing.Outcomes The outcome of a conflict can be a functional or a dysfunctional outcome.On some cases.

Conflict is constructive when it: improves the quality of decisions. stimulates creativity and innovation.fosters an environment of self-evaluation and change. . and . .encourages interest and curiosity among group members.provides the medium through which problems can be aired and tensions released. - .

The evidence suggests that conflict can improve the quality of decision making by allowing all points to be weighed in important decisions. . and increases the probability that the group will respond to change. promotes reassessment of group goals and activities. Conflict challenges the status quo and therefore furthers the creation of new ideas.

Dysfunctional outcome The negative thing about conflict obviously is well known. . Conflicts in organization or workplace can lead to the destruction of the company itself.

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