...watching the tutorials at the end of our lecture, I have found that there are more types of power then I thought of previously. Some of these seem to be effective, while others seem to be less effective. The ones that I find to be the most effective are Referent and Expert powers, I think it is much benefit in a hardworking approach to power, such as with the referent form of power. You can ensure that things get done in an easy and fair manner. Also with the expert form of power, you ensure that you are also on top of the situation, regardless of the surrounding factors, such as people or other stresses. I would like to believe that I have these types of power, but more commonly in my job, I use legitimate power. In most of the time at work I have to be the one to tell all my fellow employees what to do and how to meet our boss demands, therefore meeting our deadline of work is the most important part. Overall I am seen as the authoritative type of management but my boss is more uses of the coercive form of power, which I think is probably the least effective type. It almost makes me want to perform at a lower level when being treated in that way. When he does use this form of power, there are times where I do use some expert power by not responding in a negative way to his coercive attitude. Being aware of these types of power can able to help me identify which types of method I should use when I am the regarding situations, and it also helps me with my leadership skills and...
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...Types of Power Which type of power do you find most effective? Which type of power do you think you have? Do you use it? If so, in what situations? How could you improve your leadership and management skills now that you have a better understanding of the types of power and how they are applied? Remember to always add the "whys" with the "whats." I believe that most of these different types of power can be effective given the situation in which they are used. If I were to choose which of these I would find the most effective in a general setting I would choose charisma power. The reason I would choose charisma power is because of the effect it has on large groups of people. A good example of this would be Obama’s speeches and how his charisma got nearly the entire nation behind him during his first run for presidency. Thinking about the different types of power, I would probably say that I have a rational type of power. I use rational power during normal social settings on a regular basis. Normally when I am at work I use my reasoning and problem-solving skills to influence the situation. Let’s say that me and some of my co-workers have been given an assignment and told we need to have it done by a specific time. One of the co-workers are convinced that we should do it a specific way, but I noticed a problem with the way in which they want to do the assignment. I will approach my co-worker and in the most respective way that I can I will explain to them the flaw that I see...
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...Assignment July 17, 2011 Leadership is critical and essential in all areas of society and at all levels of responsibility. It is very important that a leader uses his/her power effectively to meet the responsibility of the leadership position he/she assumes and while not abusing this power. I find that power of the person; more specifically charisma power is the most effective type of power. Power of the person is based on how leaders are viewed by others. A balanced blend of the four sources of power makes for a solid and successful leader. These power sources from the power of person type include expert power, referent power, rational power and charisma power. I find that charisma power is the most effective used by leaders where the leader is able to motivate and inspire others to action by force of personal traits, including optimism, sense of adventure and commitment to a cause. (Gray & Larson, 2011, p. 144). Compared to any of the power types from power of the position it is most effective since the followers/employees can identify and relate to the cause of the group or the mission of the organization. The only positive out of the power of position, which is based on what leaders can offer to others, is that of reward, known as the power of reward. I think the type of power I have is rational power, which is the capacity to influence others because of well-developed reasoning and problem solving. I always try to think clearly and explain things logically....
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...Essay: Watch the Types of Power tutorial in your lecture, and write a 250-300 word essay about what you learned from the video. Answer the following questions: Which type of power do you find most effective? Which type of power do you think that you have? Do you use it? If so, in what situations? How could you improve your leadership and management skills now that you have a better understanding of the types of power and how they are applied? Remember, always add the 'whys' with the 'whats.' From the video, I was able to better ascertain how I use power. i don’t think I was ever consciously aware of the type of power I was using at any given time. I was exhibiting them, but not being effective; am I truly using these types of power at the right time? Am I taking advantage of some of the benefits? Those are some of the questions I came away with after viewing each video. Referent power is in my opinion one of the more effective out of the bases of social power. It relies heavily on interpersonal skills; which involves active listening and persuasion. Very early on in my management career interpersonal skills were one of the “tools” that needed to be mastered. Referent power for all intents and purposes is therefore one of the best ways to lead an organization because it is based on collaboration and influence instead of command and control. Due to it’s collaborative nature it draws creativity from the people around you;...
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...on the many types of power I learned how the referent, reward, expert, coercive and legitimate power is used. Which type of power do you find most effective? The power I believe is most effective is the referent and reward power. I believe that reward power is the best type of power because it makes employees work hard when they receive positive feedback from their employers. Being rewarded from employers can make employees work harder and give the best performance they can. I also believe that referent is a good work habit because it comes from being trusted and respected. Which type of power do you think you have? I feel that I have a referent power, I like to earn peoples respect and I also like to be rewarded after doing the best job out of the group, I have a real people pleaser attitude and I always try to do my best. Do you use it? I believe that I do use this power very often. If so, in what situations? I use this when I am around anyone professional or in a work situation I am respectful to everyone around me. I also use the reward power with my kids by rewarding them with gifts and good praise when they do what they are told to do. How could you improve your leadership and management skills now that you have a better understanding of the types of power and how they are applied? The way I would improve my skills is by being more understanding to people around me and having more patience for others, but I wouldn’t change my referent and reward type of power. I would continue...
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...Description of the Test Bank This test bank consists of 300 multiple-choice items grouped by chapter and topic. Most of the items were selected from the test bank used with the prior edition of the book, but some are new and some are revisions of earlier items. The test items measure specific knowledge about the concepts, theories, research findings, and action guidelines in this edition of the book. Most items deal with major concepts and issues rather than with trivial or obscure points. However, the items are not intended to measure the ability to evaluate, synthesize, or integrate the material. To assess this type of knowledge, it is necessary to supplement the objective exams with other measures such as essay exams and papers. The review questions at the end of each chapter provide one source of essay questions, and they also provide guidance to students in studying for multiple choice exams. Students who take the time to develop answers for the review questions should be able to answer most items correctly. Written analyses of cases provide another opportunity to evaluate how well students understand the concepts and theories. When giving instructions for a test drawn from this set of items, remind students to read each item carefully and examine each response choice before selecting the best one. Careless reading is a common source of error in this type of exam. Remind students to notice when an item is worded negatively (e.g., "Which of the following is not correct...
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...could be classified as most, moderately and least favorable to leadership based on three dimensions -- leader-member relations, task structure and position power. Fiedler's Theory of Leadership is more complex than the behavioral theories of leadership. He said in took a pretzel shaped hypothesis to explain a pretzel shaped world. One of the contributions of his theory of leadership was the idea that not one form of leadership is appropriate for all situations. He continued to view most people as having a predisposition to be either task or relationship-oriented as a primary style of leadership. In addition, he recognized that people had a secondary style of leadership which they could use in low stress situations. For task-oriented leaders, their secondary style was relationship-oriented. For relationship-oriented, the secondary style is to look for new challenges. To understand the situation, Fiedler said that the following three factors had to be considered: Leader-member relations - Degree to which a leader is accepted and supported by the group members. Task structure - Extent to which the task is structured and defined, with clear goals and procedures. Position power - The ability of a leader to control subordinates through reward and punishment. He further said that leader-member relationships had twice the impact on the favorableness of the situation than task structure and that task structure had twice the impact as the position power. In the least favorable...
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...college scouts in order to earn scholarships for college, others may be motivated by the prestige or popularity that being on the team brings, or they simply love the sport and want to play it as much as they can. Whatever the motivation, the coach has to be aware of each player and what drives them to keep them motivated to put forth their best effort on the court. This awareness of his players will determine the type of game plan the coach implements, using his team’s strengths to the fullest. Not all coaches utilize the same methods to motivate their players. For example, when Phil Jackson was an NBA coach, he was called “The Zen Master” because he uses a cerebral approach to coaching. He relied on his relationship with the players and motivated them in more subtle ways. Rarely would you see him yelling at the players and officials or paced the across the side of the court during games. His style works on players that are more established and mature in their development and do not need a directive approach to coaching. Jackson’s style may not be as effective on a team comprised mostly of rookies or younger players that are still trying to figure out how to play in the NBA. Now imagine a coach with Bobby Knight’s...
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...TYPES OF POWER ESSAY MOTIVATION AND LEADERSHIP 1/20/13 BRIAN PHARRIS I learned a lot in watching the types of power videos. I learned that it is five different powers you can display as an individual. Those powers are referent, reward, legitimate, coercive, and expert. These powers are all intriguing to me. Referent power means being trustworthy and going above and beyond the call of duty to do a job you’re ask to do. Reward power is offering something of value to get somebody to do something. Legitimate power is showing authority of power with a certain position or rank. Coercive power is being demanding, intimidating, and using some type of fear to get what you want. Lastly expert power is being comfortable to influence others because of expertise, knowledge, or skill. The type of power I find most effective is reward power. I think reward power is the most effective because usually when you offer somebody some type of reward or something of value it usually motivates them to do their job a lot more. The types of power I think I have as an individual are two types of power. The first power I exude as an individual is referent power. I consider myself to be a very trustworthy, hard working, and going above and beyond to do what ever it takes to get a job completed. The other type of power I display is reward power. As a manager I tend to give my employees certain rewards for goals they make each month hoping that it will motivate them to come to work...
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...Overview of the Chapter Leadership is a key ingredient in effective management. When leaders are effective, their subordinates are highly motivated, committed, and high performing. When leaders are ineffective, chances are good that their subordinates do not perform to the level of their capabilities, lack motivation, and may be dissatisfied. This chapter describes what leadership is and examines major leadership models and theories that have been developed by various researchers. It also describes how managers engaging in transformational leadership can have a dramatic impact upon their organization and discusses the impact of gender on leadership. Learning Objectives 1. Describe what leadership is, when leaders are effective and ineffective, and the sources of power that enable managers to be effective leaders. 1. Identify the traits that show the strongest relationship to leadership, the behaviors leaders engage in, and the limitations of the trait and behavior models of leadership. 2. Explain how contingency models of leadership enhance our understanding of effective leadership and management in organization. 3. Describe what transformational leadership is, and explain how managers can engage in it. 4. Characterize the relationship between gender and leadership. MANAGEMENT SNAPSHOT: EFFECTIVE LEADERSHIP STYLES FOR TOUGH TIMES: LESSONS FROM HOWARD SCHULTZ, RICHARD SCHULZE, DAVID FARR, AND LOU GERSTNER Each of these persons is a current or former chairman...
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...Coercive Power Coercive power is the opposite of reward power. It is the ability of the power holder to remove something from a person or to punish them for not conforming to a request. The leaders or managers with coercive powers can threaten an employee's job security, cut his pay, withdraw certain facilities, suspend him, etc. The coercive power may have an impact in the short-run. It will create a negative impact on the receiver. For example: Coercive power could take the form of a threatened strike action by a labor union; the threat of preventing promotion or transfer of a subordinate for poor performance; it could be a threat of litigation; it could be at threat of non-payment; it could be the threat to go public; and it could even be a threat of physical injury. All of these practices have one vital element in common - the element of fear. The fear that these threats will be used is called coercive power. It has frequently been noted that the use of coercive power can leave behind its share of casualties. Although this is likely the reason why coercive power can be effective, it is generally of short duration and can also generate a lengthy amount of dispute in its aftermath. There are advantages to holding coercive power over your employees. Insubordination Coercive power becomes necessary in cases of strict employee discipline. If an employee is habitually late and having a negative impact on overall production, then threatening to dock the employee's pay for...
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...they are inspired to see it in themselves ("The Leader Formula: The 4 Things That Make A Good Leader", 2012). The following paper is an overview on of an approach used in the study of leadership. The focus will be on the power-influence approach theories, strength, and weaknesses within the approach. Research Approach Leadership has been the subject of much research that has created a vast array of results. To classify leadership theory and research is, according to the type of variable emphasized the most. The three variables relevant to understanding leadership effectiveness are characteristics of leaders, characteristics of followers, and characteristics of the situation (Yukl, 2010). Over the past half century leader characteristics are the most emphasized. Power-influence Approach The power-influence approach attempts to understand leadership effectiveness in terms of the amount and type of power possessed by the leader. This approach examines how power is acquired, lost and maintained (Walonick, Ph.D., 1993). Yukl (2010 stated, “Power-influence research examines influence processes between leaders and other people” (p. 14). Like most research on traits and behavior, some of the power-influence research takes a leader-centered perspective with an implied...
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...Fiedler contingency model The Fiedler contingency model is a leadership theory of industrial and organizational psychology developed by Fred Fiedler (born 1922), one of the leading scientists who helped his field move from the research of traits and personal characteristics of leaders to leadership styles and behaviours. 1 Two factors 1.1 Least preferred co-worker (LPC) 1.2 Situational favourableness 2 Leader-situation match and mismatch 2.1 Examples 3 Opposing views 4 Summary Two factors The first management style, Taylorists, assumed there was one best style of leadership. Fiedler’s contingency model postulates that the leader’s effectiveness is based on ‘situational contingency’ which is a result of interaction of two factors: leadership style and situational favorableness (later called situational control). More than 400 studies have since investigated this relationship. Least preferred co-worker (LPC) The leadership style of the leader, thus, fixed and measured by what he calls the least preferred co-worker (LPC) scale, an instrument for measuring an individual’s leadership orientation. The LPC scale asks a leader to think of all the people with whom they have ever worked and then describe the person with whom they have worked least well, using a series of bipolar scales of 1 to 8, such as the following: Unfriendly 1 2 3 4 5 6 7 8 Friendly Uncooperative 1 2 3 4 5 6 7 8 Cooperative Hostile 1 2 3 4 5 6 7 8 Supportive .... 1 2 3 4 5...
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...Introduction Leadership involves giving direction to people. It is a very important function in any organization. Leaders should understand that on the shoulders of the people they lead, they lean. This means that people are important in leadership. There are several scholars who have contributed to the knowledge of leadership. Some of the great quotes on leadership are: “The leaders who work most effectively, it seems to me, never say “I.” And that’s not because they have trained themselves not to say “I.” They don’t think “I.” They think “we”; they think “team.” They understand their job to be to make the team function. They accept responsibility and don’t sidestep it, but “we” gets the credit…. This is what creates trust, what enables you to get the task done.” Peter Drucker “The task of leadership is not to put greatness into people, but to elicit it, for the greatness is there already.” John Buchan “If I have seen farther than others, it is because I was standing on the shoulder of giants.” Isaac Newton “A leader is a dealer in hope.” Napoleon Bonaparte Meaning of leadership Wendell French has defined leadership as, ‘the process of influencing the behavior of others in the direction of a goal or set goals or more broadly, toward a vision of the future.’ It is the processes of influencing behavior of individual or group accomplish organizational goals. It is a group effort, cooperation of all individuals sought by a leader for attaining a productive purpose. Koontz...
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...first half of the semester I was exposed to the concepts of leadership and the qualities that will make or break good organizational leaders. Moreover the ability to understand a person’s personality trait and how we can use to our advantage was also an important part of this course. To showcase my understanding of the subjects learned so far, I will review all the chapters done one by one and share my findings. We will start with our textbook by Lussier & Achua. Chapter 1: Who is a leader? According to Lussier and Achua (2014), in this chapter we try to understand what leadership is about, the three levels of leadership analysis, and four major leadership paradigms. In this chapter we studied why leadership is important and how companies like GE and Domino’s enhance their employees’ leadership skills set and become leaders in their industry. According to George (2015), gone are the days when managers could ensure success by relying on their knowledge of local markets, operating skills, technical understanding, and financial acumen. Today they must be skilled in aligning their multicultural organizations around the company’s mission and values. Hence this chapter helps an individual to understand the different types of leaders and their quality, and when to use them based on the situation. In this chapter we learned about the five key elements about leadership such as leader-follower, influencing, organizational objectives, change, and people. Understanding these concepts allowed...
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