Information Power Inside An Organization - Research Paper Example

Information Power Inside An Organization Organizational behavior refers to the study of behavior of individuals in an organization such as the environment of work (Hersey et al., 2001). Organizational behavior also refers to how the knowledge about how groups, people or individuals act in organizations can be applied to obtain the highest performance and results that are dominant (Salancik, 1977). Organizational behavior enables one to study the behavior of individuals alone and how they behave in groups. The organizational behavior makes it possible for one to understand the factors that influence the group and individuals in a setting of an organization (Hersey et al., 2001). This will enable the groups, individuals and organizations to be more effective and efficient. The paper explains the research work done on the fundamentals of the information power that exist within an organization in association with organizational behavior. The role played by information power in making decisions is also discussed. In addition, the paper provides a concluding remark stating the position taken in respect to the power of information within various organizations in both classical and contemporary environment. The behavior and motivation of workers can be affected by forces or factors within the organization (Hersey et al., 2001). Information hoarder is the greatest impediment to the progress of the organization (Salancik, 1977). Information hoarder blocks the information from flowing down the command chain. When the information is blocked from flowing throughout an organization, it will contribute to general distrust and confusion (Anni-Kaisa Kähkönen, 2010). If the information is used as a means of trade, it possesses a great power (Hersey et al., 2001). Information is necessary in shaping an organizational behavior because information is able to create a great influence among the people in an organization. Many organizations operate out of four major frameworks (Bresnahan et al., 2002). The frameworks include custodial, supportive, autocratic and collegial. Autocratic: Autocratic model has a basis of power with managerial authority orientation (Anni-Kaisa Kähkönen, 2010). This model makes the employees to be oriented towards dependence and obedience on the boss (American Association of School Librarian, 1998). The subsistence need for the employee is met. The result of performance is thus minimal (Bresnahan et al., 2002). Custodial: Custodial model has a managerial money orientation and its basis is economic resources. The employees get an orientation towards benefits and security. The employees are also able to depend on the organization (Salancik, 1977). Passive cooperation is the performance result of this model and it meets the employee need of security. An organization that has this model is referred to as custodial organization (Anni-Kaisa Kähkönen, 2010). Supportive: Supportive model is mainly concerned with the leadership (Anni-Kaisa Kähkönen, 2010). The managerial orientation of this model is support. The employee orientation is mainly concerned with the job participation and performance (Bresnahan et al., 2002). Supportive model enables the employee need of recognition and status to be met (Huczynski, 2004). The performance result of supportive model is awakened drive. Collegial: Collegial model is mainly based on the partnership and the managerial orientation is teamwork (Salancik, 1977). The employees behave responsibly and they portray self-discipline. The employees are able to meet their need of self-actualization. The performance result of this model is moderate enthusiasm (Karen Yuan Wang, 2010). The possession of information alone is not enough, rather the perception of power mainly come from the ways in which information is communicated and controlled (Anni-Kaisa Kähkönen, 2010). The power of information can be leveraged in the following three ways. Information Agent: The power of information can be leveraged by mainly playing the role of central conduit or a node (Hersey et al., 2001). The respondents will put themselves in a place whereby they are able to centralize the new information. The respondents may become a conduit in informing others once they are in possession of the information. The power of possessing information has impacted on the organizational behavior (Huczynski, 2004). Being a central conduit or node leads to the creation of a reputation for being the one who comes for the best information. The unique position of respondents in the information network enables them to access information thus being able to distribute the information (Hersey et al., 2001). Informing Others: In an organization, the information is used by some people in informing others. The data analysis can be used to provide the superiors with options (Hersey et al., 2001). This will affect the organizational behavior. The sharing of information can be used in building trust and credibility in an organization. The power of information can be leveraged by informing others through communication rather than its control (Salancik, 1977). Influencing Others: The information has the power of influencing and persuading others within the organization (Karen Yuan Wang, 2010). The information can be used to sell an idea to others. It is possible to propose a solution and back up ones idea when there is enough solution. Influencing others go beyond simply sharing of the information to the ultimate goal of being able to persuade and influence others on a particular outcome or position. The power that information is influencing others impacts the organizational behavior (Hersey et al., 2001). Employees may require the balance of power or authority redistribution within the formal structure of authority that exists (Hersey et al., 2001). Power can be shared by people in various ways. The various ways in which power can be shared include provision of information, sharing of responsibility, by granting of access, provision of resources among others. The sharing of information is a powerful act (Salancik, 1977). When information is not shared among people, the need to know will still exist and this leads to filling of blanks with gossips. It is believed that information is the currency of the today’s world (Hersey et al., 2001). The people who are able to control information are the most powerful people in the world. The information therefore plays a great role in an organization. The timely delivery of information within an organization has impacted on the success of an organization (Salancik, 1977). The one who controls the flow of information in an organization has an advantage. Those who are given wrong information or chose to believe the wrong message suffers greatly (Karen Yuan Wang, 2010). Evidence from many United States industry surveys and the research studies has shown the importance of employee monitoring and surveillance technologies in the work organizations in the United States (Hersey et al., 2001). In the United States it has become a routine for the organizations to monitor web usage, telephone records and the message contents of emails. The control of valuable information of an organization is therefore made possible (Huczynski, 2004). The managers of various organizations are frequently seeking various strategies that are necessary in controlling the environment of their organization (Marin & Verdier, 2008). It is difficult for the managers and leaders to predict what will happen to the organization presently or even in future. The organizations therefore have sought various methods of obtaining information that is necessary in controlling their environment (Salancik, 1977). This has been facilitated mainly by the use of technology. The collection of information with the help of technology has made it possible for the stakeholders of organizations to have the tools for data collection and analysis that is used in increasing visibility behavior of employee and uncover the patterns of behavior (Hersey et al., 2001). The stakeholders are able to relate the patterns of behaviors to individuals and rate the outcomes of performance (Bresnahan et al., 2002). Information is a valuable commodity in an organization because its’ power in building organizational behavior. The Information technology professionals, employees and managers function as managers of information (Huczynski, 2004). The organizations that make good use of their employees’ energies and talents in most cases become successful (Hersey et al., 2001). The firms that manage their employees effectively have advantages over their competitors. Organizations that manage people in the various ways that build learning, commitment, involvement and organizational competence can make a huge gain (Aruna , 2002). The way managers interact with the employees also dictates how well the organization becomes successful. The types of information the managers pass to the employees affect the organizational behavior (Hersey et al., 2001). The managers should communicate honest information and work effectively with the colleagues and employees without any bias. The managers should give assistance to the employees and colleagues and be able to influence them in achieving the goals of the organizations (Dewett & Jones, 2001). External business relationship: The behavior of employees can be impacted by the relationships with other business (Aruna , 2002). A company may partner with another business that has high expectations and this force the employees to respond in their performance due to the high expectations. External Family Life: The family life of an employee can have an impact on their behavior (Hersey et al., 2001). Depending on the family life of an employee, the behavior towards work will be observed. An employee can be happy and motivated when there is happiness at home (Aruna , 2002). The type information and treatment that the employee finds at home dictates their moods at workplaces thus affecting the organizational behavior. Methods of Communication The method in which information is relayed in an organization affects the organizational behavior (Hersey et al., 2001). The employees and leaders must have ways of communicating with each other. At work place there are various communication options that can be employed (Aruna , 2002). They include nonverbal cues, body language among others (American Association of School Librarian, 1998). The technologies that can be used include chat, email and mobile system. Motivation of employees Most employees work and are motivated by the desire they have for self enlightenment. When the employees work to accomplish something they become happier (Hersey et al., 2001). The success of an organization greatly depends on the employees. The employees work best especially when they are motivated. Motivations of employees depend on various needs such as supervision, interpersonal relations and salary (Huczynski, 2004). The information has a great power in influencing the organizational behavior (Hersey et al., 2001). The information that the customers have on the trend of the growth and demand of technological product will influence the organizational behavior. People have information that the technological products are the best because they are made in the modern ways (Bresnahan et al., 2002). The demand of the technological products thus becomes very high thus affecting the todays lifestyle of individuals. The technological trend has led to competition. The demand for such products provides a good foundation for the growth of an organization (Hersey et al., 2001). With the information about new ideas that emerge into reality, organizations keep developing rapidly. The rapid growth of the organization affects the behavior of organizations. The organizations that produce products of good quality are more popular and this makes them grow rapidly (Bresnahan et al., 2002). For an organization to grow particularly business organizations, the services and products that they provide must be able to meet the expectations and requirements of the customers (Hersey et al., 2001). The growing trend increases the demand by customers thus the behavior within the organization must be as well able to grow and increase. The growth and increase of the organizational behavior are mainly due to the power created by the information which people have (Dewett & Jones, 2001). This affects the manner in which the activities of the organizations are performed. The increase in demand of goods and services from the customers raises the need for the employees to be well informed about the current market situations (Hersey et al., 2001). The employees should have good information on the current business environment. The information that the employees receive either through training or from various sources is helpful in organizational behaviors (Hersey et al., 2001). The organization particularly business organization should provide the employees with information on the various ways of marketing practices (Dewett & Jones, 2001). The information necessary could be the various ways in which the employees can be able identify the products and services that are up to date. The information available within an organization is therefore necessary in organizing behaviors. Most employees hate change and they do find it difficult to adapt to the new change. The employees should be well informed about the change and above all they should be included during the making of the decisions of the issues that have an impact on them (Aruna , 2002). If the employees are involved in decision making, they are able to accept even a significant change (Hersey et al., 2001). The manner in which employees and even the workforce can adapt to any initiative to change can be affected by an organizational behavior. The Information Should be Passed Honestly The employers and employees are able to communicate with each other thus passing over information that is important for the success of an organization (Hersey et al., 2001). The employers are able to pass information to the employees about the situation of their business, financial concerns and even the future prospects (Dewett & Jones, 2001). The type of information relayed has an effect on the organizational change. If the information is passed honestly, trust is developed and this impact positively on the change (Anni-Kaisa Kähkönen, 2010). The information relayed also affect the organizational behavior. Many sources of information are available to employees making them to be aware of the economic, competitive and political issues (Hersey et al., 2001). The organizations where the employees work are affected by the issues. When the information is shared selectively or inaccurately the trust is eroded thus leading to low employee turnover and dissatisfaction (Aruna , 2002). The organization should not restrict the ability of employers and stakeholders to access information (Hersey et al., 2001). It should not be restricted to only certain professionals or managerial groups. Instead the information should be well distributed to all the people and part of an organization that requires it without widespread access. In the modern age, every management aspect depends heavily on the information in or order to succeed. Nothing is able to move since information is power. Information is an important resource that can be used to develop other resources (Hersey et al., 2001). There is need for the information to be disseminated at various management levels due to the changing environment and circumstances (Aruna , 2002). The development of information management system and its use mainly concerns the use of appropriate information that will enable better planning, decision making and results. The content of information can be distinguished either by form or by source (Hersey et al., 2001). The source could be external or internal. Internal information is the information that is generated within the organization. This information is of value and interest only to the people who make decisions within the organization (Dewett & Jones, 2001). External information is regarded as that which is created outside the organization by others such as governments, publishers among others. Information power plays a great role in making decisions (Hersey et al., 2001). The people particularly the managers and leaders who control the flow of messages are able to manage the information (Dewett & Jones, 2001). Information management is the capability of an organization to create, maintain, retrieve and make available the right information, at the right time, in the right place and in the hands of the right people (Hersey et al., 2001). The information is also available at a fair cost and in the best media thus can be used in making decisions. Methodology This paper borrows from the research conducted by Hersey et al. (2001). Hersey et al. (2001) conducted a research, which involved interviewing of employees and managers from six organizations. The organizations that were interviewed include a private university, a public utility, a center for psychological counseling, suburban hospital and a social service agency. The organizations were selected from a pool of thirteen non-profit organizations (Hersey et al, 2001). The selection was done based on the compatibility of their timetable with our research as this could enable the interview to be successful avoiding interference with their normal programs. The interview took an average of fifty minutes for each organization. The managers were asked to explain the power information had on their organization. Results In the research carried out by Hersey et al. (2001), some of the respondents were not willing to share information about their whereabouts. They believed that giving away information that concern them might have implications for them and this could inhibit their freedom in the future (Hersey et al., 2001). However, they were not aware that the information could enable them to get assistance rather than die hard with the problem. In the psychological center, the communication of information between the employees and the employer was limited. This limited communication reflects that there was a lack of trust between the employees and employer (Marin & Verdier, 2008). They were not aware that trust facilitates voluntarily revelation of information (Marin & Verdier, 2008). The manager in the suburban hospital said that the information was a valuable tool in their organization. In some organizations, the information was able to influence other employees (Marin & Verdier, 2008). The employees were fed with information about the success of the organization and they were able to adopt the changes. Conclusion Information plays a role in an organization. The information should be accessible to all stakeholders of an organization without any bias. The type of information passed should be genuine to avoid distrust. Holding back the information could cause knowledge gaps and this affect the organization greatly. The information power in an organization impacts its organizational behavior. References American Association of School Librarian, A. f. (1998). Information Power: Building Anni-Kaisa Kähkönen, M. T. (2010). The impact of power on information sharing in the Finnish Aruna, P. A. (2002). India Business: Finding Opportunities in This Big Emerging Bresnahan, T. F., Brynjolfsson, E., & Hitt, L. M. (2002). Information technology, workplace organization, and the demand for skilled labor: Firm-level evidence. The Quarterly Journal of Economics, 117 (1), 339-376. Dewett, T., & Jones, G. R. (2001). The role of information technology in the organization: a review, model, and assessment. Journal of Management, 27 (3), 313-346. food industry. British Food Journal , 821 - 835. Hersey, P., Blanchard, K. H., & Johnson, D. E. (2001). 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