Sources of Power in Organization Essay Example | Topics and Well Written Essays - 1250 words

Sources of forefinger in Organization - Essay ExampleAccording to tater and Willmott (2010), power is needed to direct the system because it has a formal chain of command in which some responsibilities are essential regardless of the performers. Moreover, some positions in an organization have access to greater resources or their contribution is crucial. Therefore, the significant of power processes in the organization is attributed to the organizational relationships, both vertical and horizontal (Miller, 2008). Sources of PowerAccording to Daft and Marci (2010), leaders at all levels in the organization access power that sometimes end up unrecognized or underused. The leaders may have the power of expertise where influences are as a result of improving and communicating specialized ideas. It comes from the superiors credibility with lower level employees, and the learn of work a person has worked in the firm is significant. Moreover, the education qualifications, and perception that an individual has extra ideas on a specific topic can similarly be the source of expert power. For instance, a lower level secretary may have expert power because he or she has extra detail about how the company operates. Meanwhile, she or he can make suggestions on how to increase income via costs reimbursements. However, expert power may result in the honourable problems when it is used to manipulate others or used to obtain an unfair advantage. For instance, accounting firm may obtain additional revenue by ignoring the importance of the verity of financial reports that they examine in an audit. Daft and Marci (2010) indicate that referent power may occur when one person perceives that his or her goals are related to some other person in the organization. ... The second person may opt to influence the first to take actions that will allow both to attain their objectives. Because they share the comparable interests, the first person will perceive the others use of refere nt power as beneficial. However, for this power to effective some kind of empathy mustiness exist between the parties. Griffin and Moorhead (2011) claim that identification with others assists to enhance the decision makers confidence that increase individual referent power in the organization. According to Griffin and Moorhead (2011), reward power is the situation where individuals ability to influence the behavior of others by offering them something desirable. Reward power could shape up persons to be selfish and not in the interest of others. Daft and roadway (2005) indicate that coercive is a source of power that is the opposite of reward power. many organizations have used a system whereby they systematically sack the lowest performing employees in the organization on an annual basis. According to Daft and Lane (2005), coercion is used in the situation where there is an inequality of power. It is perceived that an individual who are faced with coercion issues may seek a op pose by creating relationships with others, and powerful people end up leaving the organization. Thus, in the organization that practices the coercion power, the alignments usually come to an end in the long fleet (Champoux, 2010). Murphy and Willmott (2010) indicate that power in the organization can be exercised in various ways that include upward, downward and horizontally. In an organization, a spacious amount of power is distributed to top managers by the organization system. However, employees also obtain unequal power to their formal positions and exercise