Power

POWER, POLITICS, AND CONFLICT * Power in Organizations * Power: ability to twain crook in the conduct of others and it resist unwanted run in return * nPowâ€"need for designer distinguished in childishness and adolescence * High nPow: competitive, aggressive , restive-conscious, action oriented, and prone to join groups * They be effective managers if utilise power to accomplish organizational (not personal) goals, use participatory management (not authoritarian methods), manage subordinate relationships (without go too close) * Interpersonal Sources of Power * 5 types: reward, coercive, legitimate, referent, and expert * Reward: ability to portion desirable outcomes (receipt of positive things or elimination of negativesâ€"i.e.

, praise, promotions, raises, PTO…) * arrogant: distribution of undesirable/punishing outcomes (take away something positive or receipt of something negativeâ€"scolding, assignment to undesirable tasks, demotions, anything that exploits fear) * Legitimate: ground on norms, values, beliefs that people have the legit right to govern others (as kids, we learn to accept authority figuresâ€"parents, then teachers, then bosses) * Referent (aka attractive power): Someone who you hold in esteem who is likely to influence you through their attitudes and behavior (i.e., Gandhi, JFK, MLK, Jr., celebrities) * Expert: people with expertise, knowledge, or genius can influence by (1) providing people with knowledge that allows them to transplant their behavior or attitudes (i.e. movie critics reviews shapes others attitudes), and (2) demand conformity as a price for sharing knowledge (i.e. attorney well-favored legal advice) * Conformity Responses to Interpersonal Power * 3 different reactions to power: * Compliance: conformity based on desire for rewards or avoidance of punishment; continues as long... If you want to get a full essay, order it on our website: Orderessay

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