...The Effects of Power and Politics on Goals in General Control Systems Introduction The organization that I am applying my analysis on is General Control System (GCS) Corporation. GCS is a large company specialized in the field of engineering control system services. It supplies many governmental and private organizations with computerized control system and provide technical support and maintenance services. The company has ten departments and around five hundred employees. GCS started as a research center with a manager and a few engineers. It expanded to a professional company that works on governmental engineering control projects. After ten years, it grew up to become a bigger company specialized in advanced control systems. The problematic The most problematic in this organization are the Coercive Power and bad internal politics. Managers with coercive power make things difficult for people. Most of the employees want to avoid making them angry. As a result, they try to get the job done on time without involving into a discussion or any suggestion about it. In addition, management does not allow disagreements out of insecurity or arrogance. There is limited or no leadership performance feedback. Recruitments, selections and promotions are based on internal political agenda, for example hiring friends to guarantee personal loyalty at the expense of other highly performing and more qualified employees. Stock options, bonuses and perks are not fairly linked to performance...
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...Power Source Implications for Leader/Follower Relationse National American University According to Webster’s Dictionary, power can be defined as the ability to act or produce an effect. What does power have to do with leadership? Well the leader is given power of the followers. The effect that the leader is trying to produce will be specific organizational goals. Those goals can be long-term or short-term. When we refer to the power source, we are referring to the method by which the leader will use when achieving these goals. Power sources deal primarily with how the leader attempts to work with the followers. Some leaders may build a relationship that may go beyond the organization in which the leader is able to gain the followers trust while some keep it strictly personal. Relationships between leader and follower must have their limits, which is why many organizations are strict on leaders fraternizing with the followers. Executives of some of the top companies use power sources in order to climb to the top, so it is no secret that these do help organizations achieve goals. Expert Power Expert Power is the source in which the leader is able to gain the trust of the followers due to the leader’s knowledge and expertise in a particular are. When someone knows they can approach their leader with questions and the leader has the answer, that person is more likely to be confident in that information as well as themselves and then leading to accomplished goals. Anytime...
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...Organizational Commitment and Communication Walt Disney‘s new Chief Executive Officer Robert Iger has brought peace to the “Disney Way.” In 2005 Walt Disney named Bob Iger as the new Chief Executive Officer replacing the power reign of Michael Eisner. In comparison to Eisner’s overbearing charismatic leadership Iger has taken the approach of a transformational leader, Different sources of power have changed the level of group communication between employees and managers. The more referent power seen by Iger has opened the flood gates to the channels of communication within the organization. The Walt Disney organizational culture should also implement an effective strategy when motivating employees. Leadership and power can institute a small change in motivation. Implementing the goal setting theory can encourage motivation and a higher level of commitment. Along with goals Walt Disney also has many programs that increase the affective commitment and employee engagement. With Walt Disney’s new CEO leading the way, sources of power, motivation, and commitment are sure impact communication positively. Leadership Eisner used his role as a charismatic leader to enhance his power and allow his personal agenda to take precedence above the Walt Disney goals of the organization (Robbins & Judge, 2011). Charismatic leaders can be insightful however in this case the leadership was extremely autocratic. Organizational communication was limited as the purpose of leadership was not...
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...Responsibility, Power and Empowerment Within a business, organizing is essential to keep day-to-day activities afloat and regular business function in motion. Therefore, it is essential for leadership to understand the power behind responsibility, power and empowerment. This paper will define and provide examples of responsibility, power and empowerment. These concepts, in relation to a supervisor’s role, create a variety of opportunities for planning and delegation. Defining Responsibility, Power and Empowerment The word responsibility creates numerous different reactions from positive to negative. Byars and Rue (2010) defines responsibility as “accountability for reaching objectives, using resources properly and adhering to organizational policy.” An example of a supervisor showing responsibility would be taking on a task to be accomplished by a certain period of time. The supervisor will then delegate responsibilities, oversee progress and ensure completion of said task. Power is a misconceived concept that is used for both good and bad. According to Dictionary.com LLC (2011), power is “the possession of control or command over others; authority; ascendancy” (Power, para. 4). Leaders within an organization are given power in order to complete necessary tasks. Leaders must learn to use this power to motivate others in order to allocate work in order to achieve the overall goal of the organization. An example of power for a leader within an organization would be making...
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...with Kelly McGonigal”* Will power is the most influential and necessary aspect of everyone because it instructs us on how to cope with short term enticement. While it leaves its effect on long-term goals of a person those are greatly interlinked with self-regulation perspectives. There are many aspects those guide to think and behave successfully and potentially. At the same time it follows the key discipline of self-regulation which effect on success progressively in appealing manners. Kelly McGonigal share how to formulate your life and goals that will help you think beyond immediate gratification. B. Article – “Academic Delay of Gratification, Motivation, and Self-regulated Learning Strategies”* McGonigal define will power as the ability to do what matters most even when its difficult or when some part of you dosent want to. The things that require will power pit those competing selves against each other. 2. Using your own words, define willpower and explain what it means to you in a complete paragraph of at least three sentences.* Will power is the primary power of every individual who can take benefit from his every aspect of life. Will power is the most important element for the students because every student is responsible for his every step and performance perspectives. This course and various other educational courses effect by the use of will power. At the same time the educational experience leaves its impact on will power in both negative and positive...
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...Running head: CONTROL AND COMPETENCE THE NEED FOR CONTROL AND COMPETENCE BY TONYA LATHAM TABLE OF CONTENTS Abstract……………………………………………………………………………..3 Introduction…………………………………………………………………………3 The Need for Control………..………………………………………………………3 Power………………………..………………………………………………………4 Developing Competence ….……………..…………………………………………5 Conclusion…………………………………………………………………………..9 References…………………………………………………………………………...10 The need to control plays a vital role in human survival. Control may be one of the most fundamental of all human needs. To survive, succeed and go where no person has gone before, humans need to develop competence (Franken, 2007) as well as the ability to influence others to get them to do what they want done. This is called power. This paper will discuss the need for us as humans to control others. I will talk about Rotter’s locus of control and the dimensions of power as they relate to influencing others. I will also talk about the need for competence as a fundamental motivation that serves the evolutionary role of helping people develop and adapt to their environment. Let us look at the need to control. To function normally and successfully within our society it is important to have a sense of control. Without a sense of control, people lose their ability to cope effectively with even...
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...motivates and directs their activities to achieve goals. Effective leadership increases the firm’s ability to meet new challenges. Leader: The person exerting the influence. Personal Leadership Style: the ways leaders choose to influence others. Some leaders delegate and support subordinates, others are very authoritarian. Managers at all levels have their own leadership style. | Slide 3 : | Leadership Across Cultures Leadership styles may vary over different cultures. European managers tend to be more people-oriented than American or Japanese managers. Japanese culture is very collective oriented, while American focuses more on profitability. Time horizons also are affected by cultures. U.S. firms often focus on short-run efforts. Japanese firms take a longer-term outlook. | Slide 4 : | Sources of Power Figure 13.1 | Slide 5 : | Sources of Power Used to affect other’s behavior and get them to act in given ways. Legitimate Power: manager’s authority resulting by their management position in the firm. Can be power to hire/fire workers, assign work. Reward Power: based on the manager’s ability to give or withhold rewards. Pay raises, bonuses, verbal praise. Effective managers use reward power to signal employees they are doing a good job. | Slide 6 : | Sources of Power Coercive Power: based in ability to punish others. Ranges from verbal reprimand to pay cuts to firing. Can have serious negative side effects. Expert Power: based on special skills of leader. First...
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...JFT2 Organizational Management Task 2 Developing an action plan for Anne Ewers The Utah Symphony has proven its ability to generate substantial sums of Revenue with both performance revenues and by securing large sums of income from governmental grants along with generous contributions from individuals, corporations and foundations. The Symphony’s ability to draw large crowds along with their demanding schedule length allows them to offer the community ample opportunities to participate. The Symphony provides sustainability for 83 full time musicians, and this allows them to concentrate on the goals of the Symphony without the worries of looking for other income opportunities. Mr. Lockhart is a very talented and experienced music director that has a personal commitment to his symphony. Mr. Lockhart’s role as the music director comes with many challenges, it is through these challenges that he has elevated the Utah Symphony to the status they enjoy today. The musicians and Mr. Lockhart have developed a relationship of trust and respect, Mr. Lockhart has publicly acknowledged how important they are to the overall success of the symphony and his success as a director. The Utah Symphony has a very demanding schedule and with it comes great expense; the symphony needs to look for cost cutting options to maintain operations. They are relying on generous governmental funding and other contributions that are simply not what the previously had been. The symphony will need to...
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...their mission to seek leaders who are competent in making daily decisions. Leaders have to have “the ability to influence a group toward the achievement of a vision or set of goals (Ch. 12 pg. 376). The leaders of Walt Disney are the board of directors and the management team. The board of directors consist of ten members with Robert A. Iger being the chairman and chief executive officer. Management consists of fifth teen members with Andy Bird as the corporate chairman and Bob Chapek as the president of the business unit. Each member has their style of leadership that work for the committee. Some styles of leadership that can be found within the committee are charismatic leaders, transactional leaders, and authentic leaders. Charismatic leaders are those who have “a certain quality of an individual personality, by virtue of which he or she is set apart from ordinary people and treated as endowed with supernatural, superhuman, or at least specifically exceptional powers or qualities” (Ch. 12 pg.387). CEOs of a company are normally the ones who are classified as a charismatic leader. There are two sides of a charismatic leader, a good side and the dark side. The dark side of the leader may “use their powers to remake companies in their image and allow their interest and personal goals to override the goals of the organization (Ch. 12 pg. 390). This leader communicates with its members on a day-to-day basis and is more effective than the charismatic leader. The transformational...
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...influence a group toward the achievement of goals. (True; easy; p. 422) 4. Not all leaders have the capabilities or skills needed to hold managerial positions. (True; easy; p. 422) 5. Leadership is based on authority granted from organizational position. (False; moderate; p. 422) EARLY THEORIES OF LEADERSHIP 6. Fiedler’s contingency model of leadership style proposed that effectiveness depends on the ability and willingness of the subordinates. (False; moderate; p. 426) http://vustudents.ning.com CONTINGENCY THEORIES OF LEADERSHIP 7. The least-preferred coworker questionnaire measures whether a person is task or relationship oriented. (True; easy; p.427) 8. Fiedler assumed a person’s leadership style was adjusted based on the situation. (False; moderate; p. 427) 9. Fiedler identified three contingency dimensions: leader-member relations, task structure, and reward power. (False; difficult; p. 427) 10. According to Fiedler’s research, task-oriented leaders tended to perform better in situations that are very favorable to them and in situations that were very unfavorable. (True; difficult; p. 427) 11. According to Fiedler’s research, relationship-oriented leaders seemed to perform better in very unfavorable situations. (False; moderate; p. 428) 12. Review of the major studies undertaken to test the overall validity of the Fiedler model led to a generally positive conclusion. (True; moderate; p. 428) 13. Robert House’s path-goal theory is an expectancy theory of motivation...
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...MT&O 2 Organization Theory and Design - Richard L. Daft Organization Theory and Design Richard L. Daft LEESTOETS 1 ....................................................................................................................................... 2 PAGE 3 – 31: ORGANIZATIONS AND ORGANIZATION THEORY ............................................................... 2 PAGE 161 – 173: BUREAUCRACY AND AUTHORITY .............................................................................. 3 PAGE 201 – 220: ORGANIZATION STRUCTURE ...................................................................................... 4 PAGE 441 – 461: POWER AND POLITICS ................................................................................................ 4 LEESTOETS 2 ....................................................................................................................................... 6 PAGE 58 – 69: EFFECTIVENESS ............................................................................................................. 6 PAGE 81 – 106: ENVIRONMENT ............................................................................................................ 7 PAGE 119 – 149: TECHNOLOGY ............................................................................................................ 7 PAGE 201 – 233: STRUCTURE (ZIE LEESTOETS 1).................................................................................. 8 PAGE 249 – 258: STRUCTURE ..................
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...The Southwest Way: Leadership, Power, and Motivation When Herb Kelleher and Rollin King founded Southwest Airlines in 1971, their mission stated the “dedication of the highest quality of customer service delivered with a sense of warmth, friendliness, individual pride, and company spirit” (Smith, 2012). With that mission in mind, Herb Keller and Rollin King managed to make Southwest the only profitable airline in the United States (Smith, 2012). Southwest’s mission is not the only reason why the airline continues to grow. Without the way, Herb Kelleher former CEO of Southwest, had developed a particular leadership style, power base, and a set way the organization motivates its’ work force, the company would not be as successful as it is today. Leadership is “the ability to influence a group toward the achievement of a vision or set of goals” (Robbins & Judge, 2011, p. 377). When examining Kelleher’s leadership, he possesses two different leadership styles which both have similar characteristics. The first leadership style that Kelleher posses is a transformational leadership style. A transformational leader is a “leader who inspires followers to transcend their own self-interests and who are capable of having a profound and extraordinary effect on followers” (Robbins & Judge, 2011, p 391). Transformational leaders tend to communicate high expectations, promote intelligence, and give personal attention by coaching. The second leadership style Kelleher possesses...
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...philosopher who spent his life closely analyzing and critiquing the power of the modern western capitalist state, including its police, law courts, prisons, doctors and psychiatrists. His goal was to work out nothing less than how power worked and sought to change society’s current functions of these various systems. In Foucault’s, “Society must be defended”, he talks about the power over life and how the government helps to dictate public opinion and societal norms. One of these powers is disciplinary power, which is the normalization of individual bodies. This ideal centers on the fact that the body is like a machine and must be controlled in order to reach maximum efficiency....
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...Running Header: Power and Politics Power and Politics Paper Wanda F. Carter Power and Politics A collective group of people with general goals is how organizations are first established and built. In order the goals to be achieved people will need to work together and behave in a way that is governed by rules, regulations, policies and other methods that have been established by the organization. This is normally accomplished through the process of influencing behaviors. Power is a task of ties of give-and-take and politics is the establishment and process of the application of power. “Power can be defined as the capacity of one party to influence the other parties and to act as first party desires. Power can influence the behavior through compliance, identification and internationalization.” (Schermerhorn, Hunt & Osborn, 2006, pg. 2, ch. 12) Politics is “the constitution and procedure of the application of power, to affect the various parameters such as definitions of goals, directions, etc. It is the behavior of self serving that outside the normal legitimate system of influences may become illegitimate.” (Tushman, 1977, pg. 217) Power and politics have been on the forefront of organizations for centuries, and is essential to people in positions of authority. Typically, people in position are the ones who typically have the power because it is a function that is necessary to ensure they can effectively play their role as the top or figure head...
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...THE DEVELOPMENT OF MANAGEMENT THOUGHTS Basic Approaches of Organisational Behavior An Interdisciplinary Approach: It is integrating many disciplines. It integrates social sciences and other disciplines that can contribute to the Organizational Behavior. It draws from these disciplines any ideas that will improve the relationships between people and organization. Its interdisciplinary nature is similar to that of medicine, which applies physical, biological and social science into a workable medical practice. Organizations must have people, and people working toward goals must have organizations, so it is desirable to treat the two as a working unit. Scientific Management Approach: The fundamental concern of the scientific management school was to increase the efficiency of the worker basically through good job design and appropriate training of the workers. Taylor is the father of the scientific management movement and he developed many ides to increase organizational efficiency. Taylor showed that through proper job design, worker selection, employee training and incentives, productivity can be increased. The scientific management school advocated that efficiency can be attainted by finding the right methods to get the job done, through specialization on the job, by planning and scheduling, by using standard operating mechanisms, establishing standard times to do the job, by proper selection and training of personnel and through wage incentives. A Human Resources...
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