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Leadership The Five Leadership Powers According to Robert Linthicum (2013), “Power is the capacity, ability, and willingness to act! Every word in that definition is important for an adequate understanding of power” (Para. 1). It takes capacity plus ability plus willingness to act powerfully. Leadership and power are related because people follow those who have or appear to have power. It is by that capacity, ability, and willingness to control or be controlled by someone or something dependent. Every person has some sort of power.

It depends on how you use your power that makes what type of leader you are. I will explain where power lies within a company and different types of power a manager/employee may hold over others. Five Forms of Power French and Raven’s five forms of power (2013) has been one of the most understandable examples of what kinds of powers and meaning of those powers out there. They defined and explained five bases of power in 1959 as the following: Legitimate – This comes from the belief that a person has the formal right to make demands, and to expect compliance and obedience from others.

Reward – This results from one person’s ability to compensate another for compliance. Expert – This s based on a person’s superior skill and knowledge. Referent – This is the result of a person’s perceived attractiveness, worthiness, and right to respect from others. Coercive – This comes from the belief that a person can punish others for noncompliance. (para 5) Understanding all five types of power can help everyone understand where they are in the theoretical “food chain” and whether it is a positional power or personal power.

Positional Power Three of the five types of powers discussed before are called positional power. These power used mainly by people in higher ranking positions such as managers, supervisors, and owners. This can also be referred to external powers. At my last Job, I encounter a great deal of this type of power. The uncertainty of not knowing what kind of power a boss will use can be stressful. Legitimate, coercive, and reward power are the more disruptive and unstable kinds. In my experience, I think if a boss used one of these powers it was also accompanied with one of the other powers.

Legitimate power. Legitimate power is only powerful by the rank. If one loses the Job or business then the rank does not exist and there is no power to own. Legitimate power is very unstable. Possessing legitimate power is not enough. Another type of ower is necessary to keep power. Coercive power. Coercive power is nota good type 0T power ana tnere wlll never De a scenarlo wnere using coercive power wlll De good for others or the company. Most people who use coercive power usually use legitimate power along with it. I left my Job because of the way ways my recent superior ran his or her shifts.

Many people who worked there did not think he or she had any type of power unless that person was in a management position. I had a boss who was this exact way. He or she would study the new employees and lead them into false hope or ideology so that later he or she could use those mistakes gainst that person later. By doing this, you had to do what he said in fears of losing your Job. The only people who were not afraid were those with Job security because they believed nobody could do their Job as well as them. Reward power. Reward power is a power given to those who can reward good behavior.

Once again, on its own does not mean much. However, after learning about the different types of power, you can have a legitimate boss who uses rewards as a main source of power. This kind of power will gain a large amount of friends, but only those who can get the rewards. One good aspect of a reward system is motivation to get your employees to do better Jobs. You will not bet leading by fear but by character building. However giving promotions and pay bonuses to those who earn them allow others to improve, but what if you do not have the legitimate power to give those incentives.

Do not those doing well deserve to be rewarded. Everyone needs permission to give rewards ( Personal power Personal power is a type of power that leads by capability in one’s abilities. These types are expert power and referent power. I see personal powers as efficient leadership powers because the powers come from within the person. No one gave that person a position, that person earned it. Expert power. Expert power is to have the knowledge and skills in a desired field that will help a person to be listened, followed, and respected. They can take charge when others do not know what to do.

They can outperform those around them. This type of power can be taken with the beholder. Referent Power. Referent power is a little harder to gain. The person who obtains such powers is looked up to and respected. People identify with this person. The power can be confusing because the person does not have to really do anything to get it. Referent power can be abused because “someone who is likable, but lacks integrity and honesty, may rise to power – and use that power to hurt and alienate people as well as gain personal advantage”(French and Raven’s Five Forms of Power, (2013), Para. 0). Only having referent power will not be wise. Referent and expert power is the only way to give and receive the respect and continual success in the business world. Power and Communication People in leadership positions will have all different types of ways to use their power to influence their subordinates and getting things done. The only way to have good ommunication with coworkers is to use these powers in an inspiring and creative way so that the lines of communication are opened both ways.

Erkutlu and Chafra states in their conclusion that through “recognizing individual differences in needs and desires and actively listening to subordinates’ concerns and opinions personal power sources can build the relationship-oriented needed for successful communication and productive leadership (p 285). Conclusion According to the research including ones I have provided and mine own, leadership Denavlors along wltn tne powers glven or ootalnea Is tne neart 0T erective management. Whether aware of it or not, you employees will be well aware the actions and attitudes of those in positions of authority.

This study provided good evidence “that succeed in our efforts to build healthy, sustainable organizations, we must continue to invest in the development of leaders who use mostly personal power bases and who understand and respect the people that are at the heart of their success”(Erkutlu, H. V. , & Chafra,J. (2006), p. 285). References Erkutlu, H. V. , & Chafra, J. (2006). Relationship between leadership power bases and job stress of subordinates: Example from boutique hotels. Management Research News, 29(5), 285. ot:http://dx. d0i. org/10. 108/01409170610674419 French and Raven’s Five Forms Power: Understanding Where Power Comes From in the Workplace. (2013). Retrieved from Mind Tools: http://www. mindtools. com/ pages/article/newLDR_56. htm Linthicum, R. (2013). What is Power, and How Can It Be Used for the Common Good? Retrieved from Inland Empire Sponsoring Committee: http://www. ieorganizing. org/resources/what-is-power/ MindTools. (1996-2013). French and Raven’s five forms of power: Understanding where power comes from in the workplace. Retrieved from http://www. mindtools. com/pages/ article/newLDR 56. htm#shash. csesnTHK

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