As children, if we play a game of pretend most people would rather be Batman over Robin. Even from an early age we want to lead, even if we don’t know it yet. Some children want that position because it is the main character or the center of attention. As we transition to adulthood we figure out in a more realistic sense if this is something that we want to do. Some people want to be “in charge” or be at the forefront of whatever is going on in their respective field. On the other hand some people just want to “do their own thing”. Those that want to be in a leadership position or have power and influence may look at the other and think that they are just lazy or incapable. While the ones that do not want the leadership position may look at them as power hungry individuals. In my opinion these two groups are more similar than they may perceive.
Power and Influence comes into play here “Power is the capacity to cause change and influence is the degree of actual change in attitudes, values, beliefs, or behaviors” (Penn State, 2013). Power and influence is important in the leader-follower relationship. There are many different types of power: Expert, Referent, Legitimate, Reward, and Coercive, each ranging from knowledge to positional authority, to provide something positive in exchange for work completed, strength of the relationship and the ability to punish when necessary (Penn State, 2013). Influence comes in many different forms as well: Rational, Inspirational, Consultation, Ingratiation, Personal, Exchange, Coalition, Pressure and Legitimizing. Influence ranges from using logic, to enacting emotions, cooperation, flattery, personal favors, barter systems, social support, reprimands and positional influence. (Penn State, 2013).
It should be taken into consideration that people may still demonstrate both power and influence without being in a leadership position. From the two groups I mentioned earlier; the person determined to climb the corporate ladder and the other who wants to “just do their job”, these two people may want the same out of their careers, and that is job satisfaction. A person in an entry level position may be more satisfied than a CEO of an organization, relatively speaking of course. Recent research as pointed that Autonomy is the most important factor in determining Job Satisfaction in the workplace (New York Times), and that income did not play as a significant role as previously believed. Both types of people are really looking for some power and influence in their particular position; one over other people and the other over their situation. In essence both are leaders in their own right, and if either is unhappy or unsatisfied in their situation, their coworkers or subordinates will be affected by them in a negative way.
References
Boffey, P. M. . Retrieved from http://www.nytimes.com/1985/05/28/science/satisfaction-
on-the-job-autonomy-ranks-first.html
Penn State World Campus (2013). PSYCH 485 Lesson 7: Power and Influence
Retrieved on July 05, 2013, from
https://courses.worldcampus.psu.edu/su13/psych485/002/content/07_lesson.html
You are correct that individuals who are not in leadership roles are still powerful. The same holds true for leaders who possess “legitimate power” (a title) may not be influencial because they do not choose to exert their power, or lack the expertise to be effective (PSU 2013). I wasn’t sure if you were going to expand upon the person who is focused on leading their situation, as the flow initially made it hard to determine that individual’s influence. However, you discussed how that individual had the ability to influence those around them at work. They can become what is considered an emergent leaders, one is considered a leader within a workgroup even without the title (Drecksel 1985).
The observation that most children will choose to be Batman is also a correct one, especially if it’s your house you are pretending at :). Aspiring to be Batman would fall under the leader motivation of Social Power as it is a type of power where one is less selfish and concerned more with their impact on others while empowering them (PSU 2013). What type of motivation would a child wanting to be The Joker from Batman fall into? Would that be an example of Personalized Power?
Thanks for posting, and I wouldn’t mind being Robin if I was able to say “Holy Smokes Batman”!
Drecksel, G. Lloyd (1985) Interaction Characteristics of Emergent Leadership, Retrieved on July 5, 2013 from http://www.eric.ed.gov/ERICWebPortal/search/detailmini.jsp?_nfpb=true&_&ERICExtSearch_SearchValue_0=ED264628&ERICExtSearch_SearchType_0=no&accno=ED264628