Power in management refers to the capacity of a manager to influence and direct the behavior of others within an organization. It is a crucial aspect of effective leadership and plays a significant role in achieving organizational goals.
Key Facts
- Types of Power: There are different types of power that managers can possess:
- Positional Power: This power is derived from the manager’s formal position or authority within the organization. It includes legitimate power, which is based on the manager’s position and the authority it carries.
- Personal Power: This power comes from the manager’s personal qualities, expertise, and ability to influence others. It includes referent power, which is based on the manager’s charisma, respect, and trustworthiness, and expert power, which is based on the manager’s knowledge and skills in a specific area.
- Effective Leadership: Effective leaders understand the different types of power and know how to use them in combination with influence tactics. They focus on building positive relationships, supporting and uplifting their team members, and putting their employees’ needs and development first. By doing so, they gain influence and create a positive work environment.
- Bases of Power: French and Raven identified five bases or sources of social power:
- Legitimate Power: This power is derived from the manager’s formal position and authority within the organization.
- Reward Power: This power comes from the manager’s ability to offer rewards or benefits in exchange for desired behavior or performance.
- Expert Power: This power is based on the manager’s deep technical knowledge and extensive experience in a specific field.
- Referent Power: This power is derived from the manager’s qualities that inspire trust, respect, and admiration from others.
- Coercive Power: This power involves using threats or punishments to force compliance, but it is considered the least effective and should be avoided.
Types of Power
There are two primary types of power that managers can possess: positional power and personal power.
Positional Power
Positional power is derived from the manager’s formal position or authority within the organization. It includes legitimate power, which is based on the manager’s position and the authority it carries. Legitimate power enables managers to make decisions, allocate resources, and direct the actions of their subordinates.
Personal Power
Personal power comes from the manager’s personal qualities, expertise, and ability to influence others. It includes referent power, which is based on the manager’s charisma, respect, and trustworthiness, and expert power, which is based on the manager’s knowledge and skills in a specific area. Personal power allows managers to gain influence over others through their leadership qualities, expertise, and ability to inspire and motivate.
Effective Leadership and Power
Effective leaders understand the different types of power and know how to use them in combination with influence tactics. They focus on building positive relationships, supporting and uplifting their team members, and putting their employees’ needs and development first. By doing so, they gain influence and create a positive work environment.
Bases of Power
French and Raven identified five bases or sources of social power:
Legitimate Power
Legitimate power is derived from the manager’s formal position and authority within the organization. It is based on the belief that the manager has the right to make decisions and give orders, and that subordinates have an obligation to comply.
Reward Power
Reward power comes from the manager’s ability to offer rewards or benefits in exchange for desired behavior or performance. This can include pay raises, promotions, bonuses, or other forms of recognition.
Expert Power
Expert power is based on the manager’s deep technical knowledge and extensive experience in a specific field. It allows the manager to influence others through their expertise and ability to provide valuable insights and solutions.
Referent Power
Referent power is derived from the manager’s qualities that inspire trust, respect, and admiration from others. It is based on the manager’s personal charisma, integrity, and ability to connect with others on a genuine level.
Coercive Power
Coercive power involves using threats or punishments to force compliance. This type of power is considered the least effective and should be avoided as it can lead to resentment and resistance among subordinates.
Conclusion
Power is a fundamental aspect of management and effective leadership. By understanding the different types of power and how to use them appropriately, managers can create a positive work environment, motivate their employees, and achieve organizational goals.
References
- Cherry, K. (2022, September 21). Positional Power vs. Personal Power: What’s the Difference? Study.com. https://study.com/academy/lesson/positional-power-personal-power.html
- Perry, E. (2022, August 24). The 5 Types of Power Effective Leaders Use. BetterUp. https://www.betterup.com/blog/types-of-power
- Kotter, J. P. (1977, July). Power, Dependence, and Effective Management. Harvard Business Review. https://hbr.org/1977/07/power-dependence-and-effective-management
FAQs
What is power in management?
Power in management refers to the capacity of a manager to influence and direct the behavior of others within an organization. It is a crucial aspect of effective leadership and plays a significant role in achieving organizational goals.
What are the different types of power that managers can possess?
There are two primary types of power that managers can possess: positional power and personal power. Positional power is derived from the manager’s formal position or authority within the organization, while personal power comes from the manager’s personal qualities, expertise, and ability to influence others.
What is the difference between legitimate power and referent power?
Legitimate power is derived from the manager’s formal position and authority, while referent power is derived from the manager’s qualities that inspire trust, respect, and admiration from others. Legitimate power is based on the belief that the manager has the right to make decisions and give orders, while referent power is based on the manager’s ability to connect with others on a genuine level.
What are the five bases of power identified by French and Raven?
French and Raven identified five bases or sources of social power: legitimate power, reward power, expert power, referent power, and coercive power. Legitimate power is derived from the manager’s formal position, reward power from the ability to offer rewards, expert power from deep technical knowledge, referent power from personal qualities that inspire trust and respect, and coercive power from the use of threats or punishments.
What is the most effective type of power for managers to use?
The most effective type of power for managers to use is referent power. Referent power is based on the manager’s personal qualities and ability to inspire trust, respect, and admiration from others. It is a more sustainable and long-lasting form of power than positional power or coercive power.
How can managers develop their personal power?
Managers can develop their personal power by building strong relationships with their team members, demonstrating integrity and trustworthiness, and consistently delivering results. They can also develop their expertise and knowledge in their field, and work on their communication and interpersonal skills.
What are some common mistakes that managers make when using power?
Some common mistakes that managers make when using power include relying too heavily on positional power or coercive power, micromanaging their employees, and failing to recognize the importance of building relationships and trust.
How can managers use power ethically and responsibly?
Managers can use power ethically and responsibly by using their power to empower others, create a positive work environment, and achieve organizational goals that benefit all stakeholders. They should avoid using power for personal gain or to manipulate or control others.