The Use of Various Forms of Power in an Export and Import Company

In that case, my source of power would be years I’ve worked at my present employer, including the experience I’ve gained, the work-product I’ve produced, my relationship with clients and customers, and the fact that I understand the goals of the company and have proven that I can assist the company in achieving those goals. Perhaps, however, the ultimate source of my power is that my interests are not completely focused on salary and that if I can achieve all of my other interests except for a salary than I will personally be successful.

Coercive power is the ability of a person to influence someone's decision-making by removing something as punishment or threatening punishment if the person does not follow the instructions. There are different situations in which exercising coercive power is a great help; insubordination, implementation of a change, harassment or growth. This power is necessary when dealing with problems of insubordination, it is important to keep employees controlled because one that does not follow the rules affects others. (Root, 2017) It is important that within the correctional system the rules of behavior are clear, either with the inmates or with the officers working in the correction system. An example of insubordination within the prison is when a correctional officer consistently arrives late for work; one way of the coercive power is to subtract that time from your check.

When looking at French and Raven’s Five Forms of Power in this situation, you can understand where the power comes from in this workplace (French, Raven, 1960). I see only four of the five forms being actively used in the RetailMax scenario. The CEO, who helped put the company back into a positive growth, has legitimate power since he believes that he has the right to make demands and get compliance from others in the organization. This can be seen as he authorizes another department to make an offer to Cam. Vince Mangini, Vice President of Professional Services (PS), has reward power and is able to compensate Cam for joining his department with a higher salary and a larger bonus. Cam Archer has the expert power and he wields is well. He has become a more-rounded team player and is continuing to gain credibility and experience in the company. And Regan Kessel has the referent power since he has gained the respect of other workers. With over twenty years of experience in the industry, he is a trusted leader. This has been shown by the relocation of the marketing team under his purview.

Power is the emphasis is an employment situation. While employed you have a certain amount of power, both over your work environment and your own life.

sanctions, such as the withholding of funds (Nye, 12). Arguably, the most severe hard power and

One could argue that Terrill simply holds legitimate power over his twenty engineers, because if they fail to meet his requests they have the potential to be demoted or permanently dismissed (Willer, Youngreen, Troyer & Lovaglia 2012, pp. 364-365). Considering Terrill was appointed the managerial position and expected to resolve the lack of productivity issue within the company, he is obligated due to his position in the hierarchy to control his employees and therefore has legitimate power over them (Willer et al 2012 , pp. 364-365). Contrary to this, reward power could be more suited to Terrill’s circumstances, as he is listening to the needs and desires of the employees and is committed to resolving the issues. Robbins et al explains that reward power is ‘based on the ability to distribute something that others value’, therefore the change in the reports policy (one required every month) would be the beneficial outcome affecting the employees (2011, p.131). Consequently, Terrill has power over his workers as they seek something he can potentially provide (Lindskold, Banoma, Schlenker & Tedeschi 1972, pp. 68-69). One could also suggest that after dealing with this situation in the employees’ favour, Terrill may then gain referent power, where those he oversees have full trust and respect in his ability to make good decisions (Kudisch, Poteet, Dobbins, Rush & Russell, 1995, pp.178-179). However, in relation to this

Power is present in many social interactions, and it allows people to have influence over others (Papa, Daniels, & Spiker, 2008). Conflicts arise when a person feels he or she has more power than the other person so they start discriminating, harassing, and alienating the disadvantaged person. Power perspective emphasizes on the ability to compel someone to do something thus suggests power to be coercive and competitive (Papa, et al., 2008). In addition, the power theory views the conflicts as a win-lose competition thus limiting the chances of a satisfactory resolution (Deutsch, & Coleman, 2011). Several perspectives on power help in understanding and adoption a conflict resolution strategy (Papa, et al., 2008). In the

Tjosvold (1995). Power have allows critical departments to obtain necessary resources. The organization uses power to reward and

Power is being exercise in so many ways by persuading people's compliance by convincing them of the rightness of your position and goals. For example recently presented the State of the Union The reform of America's training programs to improve training on the job, and to create more apprenticeship programs that is

Power is termed as the capacity of one party to vary or even manage their behavior, perceptions, ideas, ambitions, requirements along with valuations of one more gathering. Harry has used many tactics and used different sources due to which he has got all the rights to threaten his co-worker Enrique . Wherever individuals have intended for every form of structure forms the material, interpersonal, internal, and even real well-being. (Pfeffer, 1981; Frank, 2004; Marmot, 2004), and workplace outcomes are heavily impacted by the structure and perception of organizational hierarchies based on power and status (Barnard, 1938; Halevy et al., 2011). When an individual follows the directives of

For example, if the employee desire to be promoted then they believe that if they perform well according to their tasks and they will be rightfully rewarded with the promotion, this is also called another method of motivating the employees (Study.com,

Power tools are the use of coercion, threats, punishment, and any other means necessary to achieve cooperation. Dr. Clayton Christiansen describes how it can be used to mold children as well as in a corporation. In my parents’ house, this was there go to choice when me and my siblings were out of line. It would usually start off with a series of threats. When threats were not taken seriously, it would be followed by immediate punishment. From, “How Will You Measure Your Life?”, These tools shaped a culture with some significant traits. The three traits developed from my home culture are dependable, integrity, and perseverance.

Power is not without its temptations. At one time or another many of us have harbored a secret fantasy to “club that lethargic laggard between the eyes so he will understand what needs to get done.” Some upper level managers with a reservoir of power could actually do so. History and literature, including management literature, are replete with notorious examples of power abuse and the disasters that emanated from them. If managers lack this historical perspective, or an engrained sense of ethics, they must hope that at least the rudder of their own temperament will guide them successfully. Without any of these supports, a myopic mindset may impel them to use their power in destructive ways, eventually dissipating it.

Another form of power used within NPR which impacts on performance are coercive power, which is also proves to be a tool to provide good business outcomes. Coercive power is defined by Nelson et al, 2012, p.167 as “power that is based on the agents ability to cause the target to have an unpleasant experience”. Morgan uses this power to strong-arm and keep projects running to a tight schedule and within budget. Morgan’s use of this power means business objectives are met, though staff may not perform as well as if they were handled differently.

Coercive power is an individual’s ability to influence others’ behavior by punishing their undesirable behavior as defined in Hellriegel, Slocum, Woodman (2001). In addition, Barlow had proven his expertise through his knowledge, and connection through his network. This also grant him them expert power, which is defined as one’s ability to influence other’s behavior because of competencies, talent, and specialized knowledge in Hellriegel, Slocum, Woodman (2001). Because the powers that he already obtained, Barlow seek no interest in power as a reward; therefore, Barlow was low on motivation. TA vs. Barlow Barlow’s lack of motivation had caused the TA to conflict with its goal as well. One of the main goals the TA was to improve its relation with the field offices. This goal was being under met because its accounting department was operating inefficiently. The inefficiency was due to Barlow’s attitude toward his work, which was reflected upon his work. A problem exists when the Toll Authority‘s objective was not accomplished. TA had a goal to operate a smooth efficient operation. To achieve this goal, TA had to improve its relations with the field offices, and the reason behind was to eliminate the skimming in the small accounts by the field offices. Unfortunately, the TA’s objective was under met because of Barlow’s lack of motivation, which ironically, TA was liable for because of his past performance appraisal. A predicament can also be found in the case of