Understanding Organization Behavior: Power and Politics

Understanding Organization Behavior: Power and Politics

  • Submitted By: eh2u2
  • Date Submitted: 06/25/2010 7:16 AM
  • Category: Business
  • Words: 1024
  • Page: 5
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Power and Politics Paper


Dr. Tim Dosemagen

This paper will compare and contrast power and politics in organizations, and also in this paper there will be an analysis of organizational management and leadership practices that impact organizations. Along with two real-world examples of the relationship between power and politics; and how they relates to management and leadership practices.

Power is the ability to have someone else to do something you want done, or the ability to make things happen or get things done the way you want (Schermerhorn, Hunt, and Osborn, 2008, p. 214). This is also known as a person, group, or nation that has influenced or control over others. In a business setting there are two types of power: positional and personal. The use of power on a persons behavior is called influence.

Positional power in a business setting is the authority or influence given by a position or office on whoever is filling or occupying that position. There are six aspects of positional power that a manager can use; reward coercive, legitimate, process, information, and representative power. A manager may use reward power to help with the control of people. This could be anything from money, promotions, and compliments. Coercive power for when he or she is with holding or threatening to withhold rewards, and legitimate power, which the manager thinks because of his position in the business he has intrinsic power to approve or deny items such as vacations, time off, or overtime. This power only works if the employees or subordinates respect or they believe that the manager has the authority to do so

Process power is the power given to a manager to control the processes of production and information power, which is the access of the control of information or methods. Information given is on a need to know and this is determined by the worker’s position in the organization....

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