Power can just be defined as the ability to influence others, and the aspect is not only limited to corporate managers but employees as well as their esteemed customers. Scholars have however asserted that staff and consumers can influence attitudes and actions in a particular corporate whatsoever. However, it is worth appreciating that it is a different perspective from authority, as the latter (authority) is often associated with a particular position in a corporate (Johnson, 2015). Another crucial aspect that ought to be acknowledged is the fact that an individual may possess power but fail to influence others while another may lack power but still have a significant influence on others. However, every organization that desires to succeed in the corporate world ought to possess the two attributes for effective management.
Primary sources of power and influence in an organization
Legitimate power
The above type of power is often derived from the position that one holds in a group in terms of hierarchy. For instance, it is a requirement in every organization for the juniors to report to their seniors on the business progress while the seniors have the mandate of assigning duties to the juniors. However, for the above type of power to be exercised in an efficient manner, it is worth appreciating the person that is deemed with the power must earn it in a legitimate way. Besides, the wielder has an authority to influence the manner in which organizational resources are used or determining the set standards in the respective firms. Through efficient management in organizations, leaders who adequately meet their mandate of influencing others to achieve organizational goals are an inspiration to corporate employees (Johnson, 2015).
Coercive power
Coercive power, on the other hand, is bestowed on a person because of his/her position as a manager in an organization. The subordinate staff, for instance, abides by the manager's directive in a corporate as it fears being subjected to some form of punishment or fired from their employment (Merchant, 2016). Nonetheless, organizational employees should be aware of the consequences of not meeting the set standards in an organization, which may attract such forms of punishment. However, it is imperative to understand that if the above type of power is not fairly administered, it will not be effective whatsoever.
Reward power
It comes from the point that an individual in a corporate may have a significant influence towards allocation of incentives in a business (Merchant, 2016). Some of the most common types of incentives offered include salary increments, promotions or other forms of appraisals whatsoever. It is worth noting that people who hold the above type of power in most corporates have a significant influence on the employees’ actions and behaviors. Nonetheless, it is a useful source of motivation to employees in an organizational setting, and if rewarded with some of the forms of favors, it loses its meaning.
Referent power
The above form of power is built on the nature of relations that one creates amid people in a given corporate, an aspect that makes others to respect and emulate such individuals. An example of leaders with such power includes the charismatic leaders based on their personality that makes others follow such individuals (Merchant, 2016).
Expert power
An individual in an organization may be respected because of his/her expertise in a certain field in a group that keeps him/her above others. Such individuals have a significant influence on organizational success and are thus honored by the full management. Because of their expertise, such people have significant contribution in making corporate decisions and ideas that other employees have to follow.
Ethics and Professional Responsibility
As evidenced by the study, leaders have access to different sources of power, all of which can be utilized to enhance ethical behavior in an organization. This can be influenced due to the position that the particular leaders hold in an organization or else based on their personalities. Although there is limited literature on how power affects the ethical behavior of employees in an organization, there is adequate evidence that it has a significant influence on the same. Positional power as aforementioned is based on employee's obedience to authority due to the associated rewards or punishments, an aspect that contributes to compliance orientation (Randall, 2012). Personal power, on the other hand, is based on the particular skills, traits of the leaders, and abilities that make people embrace ethical behavior, therefore, contributing to value orientation. Personal power has more influence on employees in behaving in an ethical manner than positional power
Therefore, leaders in the current setting use diverse platforms such as the social media to pass their personal values to organizational employees on the benefits of ethical practices and impact of unethical conduct in business. Therefore, a combination of different forms of leadership has a different impact on an organization as it contributes to the development of an ethical climate. The situation is critical to organizations as its helps in contributing to the elaboration of an ethical climate in a corporate. Unethical behaviors lead to undesired outcomes, which adversely affect the performance of the business in the global market (Randall, 2012).
Explain the major factors that lead to obtaining the benefits of power and influence
Gaining power is a process that needs emulation of different attributes which requires an individual to accept change. The first quality that is required for one to have influence over others, an aspect that plays a significant role, is enhancing the level of influence in an individual. To influence others, one must have the right goals with specific measures that will make him/her successful in the business setting. Leaders ought to learn different strategies on how to maximize on their positive self-talk that directs them to success. Another factor that helps people to benefit more from influence and power is an effective understanding of oneself. This includes an understanding of an individual personality and how you can use it to impact positively on others. The last factor in the process is identifying your influencing techniques to exert an impact on others through your power or influence. A leader should have a close relationship between him/her and the organizational employees (Holde & Griggs, 2009).
Describe what one can do to increase one's share of that power
Increasing power share in leadership is obtained through emulating the different strategies that make one a great and efficient leader in a business setting. This includes having a clear vision and devising efficient strategies on how to achieve the set goals. Such individuals in an organization obtain significant reputation by turning their set visions and goals into a reality, an attribute that makes them gain more power in the society (Stark, 2004).
Great leaders have to associate themselves with mentors so as to develop different qualities that one will use to motivate other employees in an organization. As mentioned earlier, a leader should clarify on the set vision and how to achieve the set goals in the most efficient way possible. Otherwise, leaders need to commit their efforts and resources to achieving organizational goals, an attribute that makes them different from others (Stark, 2004). In conclusion, devising efficient strategies on how to be an effective leader will help towards enhancing power share in an organization.
References
Holde, R., & Griggs V., (2009). Power and Influence in the Management of Human Resource Development retrieved on June 19, 2016, from https://www.shrm.org/Education/hreducation/Documents/09-0739%20Power%20%20Influence%20IM-FNL.pdf
Johnson, S. (2015). 5 sources of power in organizations. Retrieved June 19, 2016, from http://yourbusiness.azcentral.com/5-sources-power-organizations-4959.html
Merchant, P. (2016). 5 sources of power in organizations. Small Business Chron. Retrieved from http://smallbusiness.chron.com/5-sources-power-organizations-14467.html
Randall, M., (2012). Leadership and the use of Power: Shaping an Ethical Climate. Retrieved June 19, 2016, from https://www.andrews.edu/services/jacl/article_archive/6_1_spring_2012/04-featurearticles/jacl_6-1_randall.pdf
Stark, B., (2004). 6 strategies to improve your leadership effectiveness - Peter Barron stark companies. Retrieved June 19, 2016, from Leadership, https://www.peterstark.com/6-strategies-improve-leadership-effectiveness/
