Chapter 13 Power and Politics Monday April 6 2015 3 17 PM A Definition of Power 1 2 3 1 2 Power the capacity that A has to influence the behavior of B so B acts in accordance with A s wishes Dependence B s relationship to A when A possesses something that B requires Powerful managers are more likely to respond to poor performers by either directly confronting them or encouraging them to get training to improve Less powerful managers do not confront poor performers Contrasting Leadership and Power Power does not require goal compatibility merely dependence Leadership requires more congruence between the goals of the leader and those being led Leadership focuses on the downward influence on followers emphasizes style It emphasizes the question How supportive should a leader be Power focuses on tactics for gaining compliance Bases of Power Formal Power Based on an individual s position in an organization It can come from the ability to coerce or reward or from formal authority Coercive Power The fear of the negative from failing to comply People in an org who have data or knowledge others need can make those others dependent on them Reward Power People comply because it produces positive benefits someone who can distribute rewards others view as valuable will ave power over them Rewards can be financial controlling pay rates raises and bonuses or nonfinancial recognition promotions interesting work assignments friendly colleagues Legitimate Power represents the formal authority to control and use org resources based on structural position in the org OR the power a person receives as a result of his or her position in the formal hierarchy of an org Personal Power Personal power power that comes from an individ s unique characteristics Expert Power the influence wielded as a result of expertise special skill or knowledge Doctors computer specialists tax accountants economists industrial psychologists Referent Power Influence based on identification with a person who has desirable resources or personal traits Develops out of admiration of another and desire to be like that person Which bases of Power are Most Effective Personal sources of power are most effective Expert and referent power are positively related to employees satisfaction with supervision their org commitment and their performance Power and Perceived Justice Leaders and managers in position of power pay greater costs for unfairness and reap greater benefits for fairness Dependence The Key to Power The general Dependence Postulate General postulate the greater B s dependence on A the more power A has over B When you possess anything others require that you alone control you make them dependent on you therefore you gain power over them Org Behavioral Page 1 power over them What Creates Dependence Importance Scarcity Nonsubstitutability 1 2 3 Power Tactics Power tactics ways in which individs translate power bases into specific actions 1 2 3 4 5 6 7 8 9 9 distinct influence tactics Legitimacy relying on your authority position or saying a request accords with org policies or rules Rational persuasion presenting logical arguments and factual evidence to demonstrate a request is reasonable getting a raise ONLY effective across org levels Inspirational appeals developing emotional commitment by appealing to a target s values needs hopes and aspirations Work best in downward influencing tactic with subordinates Consultation increasing the target s support by involving him or her in deciding how you will accomplish your plan Exchange rewarding that target with benefits or favors in exchange for following a request Personal appeals asking for compliance based on friendship or loyalty Ingratiation using flattery praise or friendly behavior prior to making a request Pressure using warnings repeated demands and threats Coalitions enlisting the aid or support of others to persuade the target to agree Rational persuasion inspirational appeals and consultation tend to be the most effective only if the audience is highly interested in the outcomes of a decision process Ingratiation and legitimacy lessen negative reactions to your appearing to dictate outcomes but only when the audience DOES NOT really care about the outcome of the decision process Political skill the ability to influence others to enhance their own objectives The politically skilled are more effective users of all the influence tactics They are able to exert their influence without others detecting it Extraverts tend to be more influential in team oriented orgs Highly conscientious people are more influential in orgs that value working alone on technical tasks People who fit the culture are influential b c they can perform especially well in the domains demmed most important for success influential Sexual Harassment Unequal Power in the Workplace Reporting sexual harassment doesn t improve the situation because the org responds in a negative or unhelpful way Sexual harassment any unwanted activity of a sexual nature that affects an individ employment and creates a hostile work enviro Includes unwanted physical touching coercive threats that a person will lose his or her job refusing a sexual proposition Subtle forms of sexual harassment unwanted looks or comments off color jokes sexual artifacts like pinups posted in the workplace misinterpretation of where the line between being friendly ends and harassment begins Sexual harassment is more likely to occur when there are larger power differentials Employees can devalue women in power by highlighting traditional gender stereotypes that refelect negatively on her helplessness passivity or lack of career commitment Org Behavioral Page 2 helplessness passivity or lack of career commitment Increasingly women in positions of power harassing male employees Victims who experience sexual harassment in the work place report Lower job satisfaction Diminished org commitment Undermined mental and physical health Lowering productivity in the group they work in Ways a manager can protect themselves and their employees from sexual harassment Make sure an active policy defines what constitutes sexual harassment inform employees they can be fired for sexually harassing another employee and establish procedures Reassure employees they will not encounter retaliation if they file a complaint Investigate every complaint inform the legal and human resource department Make sure offenders are disciplined or terminated Set up in house seminars