Module 6 Leadership And Followership

In the preface of Followership, the author Tom Atchison, states the reason there has to be a dynamic followership and Leadership role it 's not that there 's a lack of effective leadership in healthcare, it’s that the current, worsening, issues are the moral and the staffing shortages of followers which result in a toxic work environment and the challenges on how followers overcome that while being a productive team.

The amount of legitimate power someone has depends on the importance of the position she or he occupies and the willingness to grant authority to the person in that position. The benefits of this type of power are that incorporates weight of the entire organization, effective for gaining obedience, helps large organizations function effectively. The costs are that lowers follower task performance, lowers follower task satisfaction, and may become less effective overtime.

The two major types of power are position power and personal power. Position power is power held by an individual due to the position they hold within an organization; whereas, personal power is power bestowed upon an individual due to their personal connection with (or likability) by their followers. power is divided “Position power includes legitimate, reward, and coercive power” (Northouse, 2010). “Personal power includes referent and expert power” (Northouse, 2010).

To strengthen this I have increased my expert and connection power. With the thirst for knowledge and the ability to bring people close to me I have been able to build a strong foundation to soon merge as a legitimate power. I have worked hard to do my job and excel at it, but I have also made a strong effort to befriend and get close to management and upper management. Knowing upper management will help strengthen my legitimate power once I get it. In the instance GEICO opens a new office those managers I have developed a relationship with will recruit me to higher up positions to lead and build a new lifeline for the

Power, influence, leadership ability, all these intertwine to make an effective leader; yet they are often confused as being able to stand alone to define a leader. Each element is needed to complete the other, thus this paper will look at how power is used as influence. Using Hackman and Johnson’s Personal Power Profile, my preferred method of influence will be examined and how this relates to future leadership will be discussed.

In the world we live in today the roles of power and leadership are often confused. Although they have similar meanings, they can be distinctly defined between the latter. The key difference between the two is the term of effect. Power is the exercise of leadership, and leadership is only defined if you have power. Leadership always involves attempts on a leader to affect behavior or a follower in a situation, whereas power is not equivalent with influence on another person’s behavior. Although power and leadership have similar meanings, they are certain differences that can point out what makes

In addition to power established because of organizational hierarchy or role, power is also established based on the level of influence or status one holds in an organization (Anichich, Fast, Halevy, Galinsky, 2016). “Status is the outcome of an evaluation of attributes that produce differences in respect and prominence” (Ketner et al, 2003 p. 266) They co-exists but are not co-dependent on each other. It’s possible to have status without power and power without status (Ketner et al, 2003). Whether one’s control comes through status or positional power, lauding control or significant influence over another inevitably leads to conflict.

Identify and explain a workplace leadership and management role familiar to you. Describe how the role aligns with leadership theory.

big picture of the organization and how the leader plans to move the unit forward. Effective

1. When discussing leadership and followership, there is often a split in personal opinion when it comes to which one is more important. Leadership and followership both offer unique benefits in their own right and have supporting factors, which give them the perceived appearance of being more important. The focus for this paper will be to advocate the importance of followership over that of leadership. This will be accomplished by addressing the pros of followership to include some core skills of followership and the effects followership has on the development of a leader. The expectation of an officer however, places a high amount of emphasis on leadership more so than that of followership. Given this perceived importance of leadership as an officer, an effective leadership style will be explained and how officers develop this particular leadership style. While leadership has a distinct presence within the professional work environment, followership is considered the underlying backbone in developing an effective high performing team.

Comparatively, positional power also has a great significance use in our daily lives. Police officers, lawyers, teachers, parents, managers and even just a normal person has some sort of positional power. This common power is specified as having authority and influence over another person. A person with positional power is coercive, which means they have power over others. For example, parents can make their children do something that they don 't want to do since the child wouldn 't have any choice. A police officer can also use their title as an advantage to have authority over us which means if we disobey them, there will be consequences, simply because of their positional power. The difference

“Coercive power relies on the fact that people fear you, and reward power is only effective so long as people value the rewards you have to offer. Legitimate power relies on your rank in the company hierarchy, and recent events

The concept of power is an applicable leadership concept. Leaders use power to decipher whether they have the ability to acquire the commitment or obedience from their workers/officers. Leaders that are educated or trained under the old-paradigm, have low levels of expectations of others around them, and tend to use

The management can use this power to demote, transfer, fire or deny raises to their employees. The third power base of Position is legitimate power. This power stems from the level of hierarchy in which the subordinates report directly to the authority over them for decisions. Process Power controls the input and output of organizations to make sure that the processes are carried out efficiently and effectively within. Information power is the control of information or access to it within an organization. Information can be controlled to a ?need to know? basis and/or just limited to the upper management. This type of power compliments the legitimate power. Finally, there is Representative power in which an organization uses an individual to be there spokesperson both within the organization and when dealing with people outside of the organization.

The five types of power are identified as Legitimate power, Power of reward, Coercive power, Referent power and Expert power