Everyone defines power and influence differently especially when it comes to different organizations. Each organization also uses power differently including defining power but majority of the time, power can be defined as the force or the dominance that the organization places in a form of authority to control certain behaviors and for success. Power does not necessarily define a great leadership including being able to follow all decisions made by a leader. As the lesson commentary describes that power is the capacity to cause the change but the influence is the degree of the actual changes that can be seen through behaviors and attitudes (PSUWC, 2020).
Throughout history, it has been both proven and seen that leadership is very crucial to organization’s performance and for their success. Power can be displayed multiple different way in workplace, but it is important to know how that power is being utilized to then positively influence others to create motivation. The meaning on influence can range from being dominant and authoritative to significant when power is used to make changes to show others that the given talent of an individual needs to be brought out.
Power and influence is a collaborative work in order to achieve desired goals. “People gain the power to lead and influence others not only through their roles but also through the resources they control. I consider these as two separates but closely related organizational power sources because some people have role authority but little control of resources whereas others control resources but have relatively little role authority” (Bacon, 2011). When power is used, it can be both good and bad, but it depends on the individual leader on how they are utilizing the power to make changes.
Throughout my previous employment history, I was able to see in the past that a leader had used power in a form of motivating with reward in order to create positive environment and encouragement. I was able to see that even though the leader in position was someone new to the organization, this type of approach was used to motivate workers by offering them desired incentives in order to have the work completed. This leader did take time to listen to concerns of the employees to then reward them in a form of a pay increases, bonus or even time off.
The results spoke for itself when the workers were invested into their jobs, able to stay later after their shift if needed and the company was able to advance to next level. As Hughes describes that, “Influence tactics are the overt behaviors exhibited by one person to influence another. They range from emotional appeals, to the exchange of favors, to threats. The particular tactic used in a leadership situation is probably a function of power possessed by both parties” (Hughes, 1993).
Reference
Bacon, T. (2011). The elements of power: Lessons on leadership and influence. Retrieved from https://ebookcentral.proquest.com
Hughes, Richard (1993). Leadership: Enhancing the Lessons of Experience. Homewood, IL. Irwin. 1993. 0256102783. Ch. 5. pp. 107-131. Retrieved from https://reserve-libraries-psu-edu.ezaccess.libraries.psu.edu/psych/485/48501.pdf
Naidu, Y. (2016). Power play: Game changing influence strategies for leaders. Retrieved from https://ebookcentral.proquest.com
Pennsylvania State University (2020). PSYCH 485. Lesson 7: Power and Influence. Retrieved from https://psu.instructure.com/courses/2045005/modules/items/28166622
mjd6034 says
Very similar to your definition, the article I found for the week defines power, as “the ability to influence others to get things done, while authority is the formal right that comes to a person who occupies a particular position, since power does not necessarily accompany a position” (Goncalves, 2013, p.1). Just like you said the type of power used as we have learned can be dependent on factors like the workplace, the situation, the employees, and even the leaders experience with using the different types of leadership. Just as with your previous experience my past leaders, I also have experienced leaders using different forms of power and sometimes at the same workplace. I think the success behind each of their attempts to motivate and lead showed that there isn’t just one set way to get the job done. In my experiences when leaders have trust from their employees then it almost doesn’t matter the technique used because people will follow them regardless.
Work Cited:
Goncalves, M. (2013). Leadership Styles: The Power to Influence Others. International Journal of Business and Social Science, 4(4), 1.
Michael Mallory says
Most leaders, who do not inspire, end up using money or threats in order to try and motivate their followers. Although these types of leaders may reach their goals, their employees do not have respect or loyalty to their leader. However, over time these leaders end up not being effective leaders and their employees lose satisfaction and eventually the leader is replaced. Knowing how to motivate your workforce will help ensure they’re enthusiastically bringing their best efforts each day and helping the company meets its sales and performance goals, whatever they might be (Craig, 2017).
I have had a few managers/supervisors in my past working experience within the same company and most did not use Reward Power to motivate their employees to give perks or rewards for working hard. Reward power is a function of the relationship among leaders, followers, and the situation (PSU WC, 2020). I have had one manager when I worked in our production department that allowed employees on second shift to come in for Saturday overtime later in the morning since this shift worked late. The normal hours for Saturday overtime were 5am to 11am. These hours were not motivating me to sign up to work overtime since the hours were really early the morning on a Saturday but the manager we had was nice and allowed us to come in when we wanted in order to motivate us to work.
My other managers I have had did not use Reward Power and it really de-motivates employees working harder by staying late if they need to as there is no incentive for it. Employees who are hourly may benefit buy receiving overtime pay the hours they worked, but this does not apply to salary positions. I think a good leader needs to offer some type of reward that would benefit and motivate salary employees so that every employee in any department has the opportunity to receive some type of benefit for working longer hours than normal.
Pennsylvania State University World Campus (2020). PSYCH485 lesson 7: Power and Influence. https://psu.instructure.com/courses/2045005/modules/items/28166624
Craig, W. (2017, June 20). Motivating Employees Should Be One of a Leader’s Top Priorities. Retrieved from https://www.forbes.com/sites/williamcraig/2017/06/20/motivating-employees-should-be-one-of-a-leaders-top-priorities/#676023f51d7d