He concept of 'power' is a driver of ''getting thing done in organisations. describe the vairous sources of power that may be present within an organisation- providing examples of each guidelines a good answer will define &qu - Essay Example

Management Power can be described as the capability to force a person to carry out a task if though the individual may not be willing to cooperate. Authority on the other hand is the skill of requesting people to carry out a task at no pressure. Thus, authority is the right to make decision or implement obedience (Berdou, 2011). Every organization has rules and regulations that are assigned to the different organs of an organization. It’s the duty of all employees to comply with the rules of a firm.

For an organization to fully meet it objectives, then the powers assigned to different organs must be exercised. These are the different powers in an organization. The types of powers in a business are divided into two major categories. These are formal powers and personal powers. I will first discuss the types of formal powers. Firstly, the Legitimate power which is also referred to as positional power. This the authority derived from the position that an individual holds in the company. This is determined by factors like; if he is part of the board of governors or if he is the company boss.

This power is achieved when the employees acknowledge the authority of a person. A good example of a legitimate power is that of a CEO who regulates the general direction of the business and the resources needed in a company (Berdou, 2011). Secondly, reward power. This is a power exercised by most supervisors in most business. This power involves rewarding persons who meet certain targets of a company or who attain the wishes of a given person. The reward can be inform of a gift hamper, bonuses, day offs, promotions, team building and house parties.

This is done as a means of congratulating the employees for attaining the target and meeting the company’s objectives. Moreover, the coercive power. This is a power that involves threatening individuals or employees. The supervisor involves himself in bullying employees through promising them demotion, poor performance contract appraisal, sacking or to withdraw the major projects from the employees. This power is exercised by the executives who threaten the sales agents due to failure to meet their objectives.

In addition, the power to cope with the uncertainty or to deal with issues that seem difficult for some individuals. This refers to the strength to try new objectives that cause stress and may incapacitate others. This power can lead to promotion for employees who risk into new projects (Soderberg, 2010). Expert power also. This refers to the skills and knowledge that one gathers while in school that can be used later in life. An individual may specialize in given fields that can be of benefit to an institution or a company once employed in it.

As one gain familiarity in the specific field then knowledge tend to stick in the mind making a given task easier to complete. A lecturer in a university who teaches a specific course for a long period becomes knowledgeable about the course. This case may be applied to a project manager who utilizes his skills to gather other experts to maintain a given project of a company on track (Kent, 2008). Lastly, the power of referent. This is a power that one gets for being trusted and respected by the colleagues.

This power is achieved for fighting for the rights of the employees. The employees see this individual who is concerned about their welfare as a person to relate to in times of thick and thin. Employees of a company may complain about the poor treatment from the seniors and raise their concern to a fellow senior staff who may present their grievances. From this case the employees show respect to the senior staff. In an organization an example may involve a scenario where a human resource manager fights for those who are treated unfairly and maintains a peaceful coexistence among the employees.

In conclusion, it clear that one does not have to be in authority to exercise all the powers found in an organization. The most preferred form of power is personal power to Formal power. It’s clear from researches, that those who are respected and trusted by the employees are managers who exercise personal powers, this is because they have the ability to treat the employees in a fairly way (Berdou, 2011).. It obvious that the formal powers put the employees in a situation of forced respect.

It is advisable for the leaders to exercise both forms of powers. Through exercising these two forms of powers, the employees achieve full satisfaction because the working environment is safe and conducive (Asimakou, 2009). Bibliography. Asimakou, T. (2009). Innovation, knowledge and power in organizations. London, Routledge. Berdou, E. (2011). Organization in open source communities: at the crossroads of the gift and m market economy. New York, Routledge. Cornell, V. & Ilrig-rosa Luxemburg cape partners’. (2009). new forms of organization: papers from the Annual ILRIG-Rosa Luxemburg Cape Partners Conference.

South Africa. Kent, J. (2008). Power and trust as factors in the funding of disability services. Sturt University, Soderberg, M. (2010). Informal benchmarks as a source of regulatory threat in unregulated utility sectors. Munchen.