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Learning Activity 14 .pdf - Learning Activity 14: Politics...

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Learning Activity 14:Politics in Organizations: Power and LeadershipWe have been taught that having power and authority can make our lives easier. However, we do notfully understand the responsibility that weighs in having power and authority. In fact, we do not fully graspthe true concept of power and authority. Power shapes more enormous dynamics such as socialgroupings, professional organizations, and governments. In addition, it also establishes personalconnections. The ability of an entity or individual to dominate or guide others is defined as power, whereasauthority is defined as influence based on perceived legitimacy. As a result, while power is required forauthority, power can exist without authority.Managers are recruited to guarantee that organizational goals are met, which they do by making decisionsfrom various options. If the managers are unable to put their decisions into action, this decision-makingprocess will be a waste of time. The tools for achieving this goal are power and authority. To identifywhere power is coming from, Robbins (2018) stated seven bases of power. The seven bases are formal,coercive, reward, legitimate, personal, expert, and referent power.Formal authority is determined by a person's position within an institution. It can originate from formalauthority or from the ability to coerce or reward. Formal power can also refer to a person's job functionin the company. The company's president, for example, has decision-making authority in many areas,while the sales staff may have explicit job function authority when it comes to revenue-generating.Coercive power derives from a person's ability to impose punishment on others. This ability to punishothers can be a powerful motivator and can be seen as the polar opposite of reward power in many ways.Fear of the negative consequences of failure to cooperate is the foundation of coercive power. It is basedon the imposition, or threat of imposition, of physical punishments such as the infliction of pain,frustration through movement limitation, or the coercion of basic physiological or safety needs by force.For example, a vice president of sales threatens to fire their subordinates if they don't achieve theirtargets. This kind of power can be utilized to set high-performance goals for employees. Leaders can usecoercion to make innovation a part of their employees' responsibilities; if people cannot come up withnew and imaginative methods of doing things, they may be replaced with someone who can.On the other hand, Reward power is the opposite of coercive power, in which individuals cooperatebecause it results in positive outcomes; someone who can distribute rewards that others value has powerover them. Rewarding people communicate reward power for following one's wishes. This can beaccomplished by providing bonuses, raises, promotions, or additional time off from work, among otherthings. For example, the boss gives staff compensatory time after they fulfill a project's goal.

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Term
Spring
Professor
Julius Placer

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