Chapter 10: Power: The Key to Leadership
Introduction
When talking about leadership, there are many different styles. The effectiveness of leadership is found in the power of the leader. The leader has to affect other people’s behavior and get them to act in certain ways.
Types of Power
There are many different types of power when talking about leadership. There is legitimate power, there is reward power, there is coercive power, and there is expert power, and the last one, there is referent power.
Legitimate Power
First we will talk about legitimate power. Legitimate power is the authority that a manager has by a virtue of their position in an organization’s hierarchy. The leadership style for this power is a personal leadership. An example of this power would be a president of an organization has legitimate powers due to the type of office he holds within the organization. This power is solely based on the perception and reality of what employees think of the person that has the legitimate power.
Reward Power
Next is reward power. Reward Power is the ability of a manager to give or withhold tangible and intangible rewards. Some tangible rewards include pay raises, bonuses, and choice job assignments. Some intangible rewards are verbal praise, a pat on the back, and respect. This power is a major source used to motivate employees in the workplace. This power also needs followers to believe that they will be rewarded somehow in some way.
Coercive Power
The next power we will talk about is coercive power. Coercive power is the ability of a manager to punish others. This power includes verbal reprimanding, reductions in pay and working hours, and it eventually leads to actual dismissal. Excessive use of this coercive power creates ineffective leaders, it also rarely produces high performance, this power is questioned as ethical, creates dangerous working conditions, creates mental abuse, and it robs people of their dignity, and it eventually causes stress upon the employees.
Exert Power
Exert power is power that is based on the special knowledge, skills, and expertise that a leader possesses. This power depends on the level of the hierarchy. Effective leaders take steps to ensure their adequate performance. They can receive additional training and education, knowledge of latest developments and changes in technology, they get involved in professional associations, they are aware of the changes in the organization’s task and general environment. This power is more of a coaching and guiding power rather than arrogant and a high-handed.
Referent Power
Referent power is the power that comes from subordinates’ and coworkers respect, admiration, and loyalty. This power is revolved around leaders who are well-liked and who are seen as a role model to many people. This power basically deals with people who lead by being a very, very good example. Another attribute of this power is that the majority of the power relies on trust. To help increase referent power a leader might take time to get to know subordinates and show both interest and concern in their followers.
(MLA CITATIONS ARE IN A DIFFERENT TAB)
Introduction
When talking about leadership, there are many different styles. The effectiveness of leadership is found in the power of the leader. The leader has to affect other people’s behavior and get them to act in certain ways.
Types of Power
There are many different types of power when talking about leadership. There is legitimate power, there is reward power, there is coercive power, and there is expert power, and the last one, there is referent power.
Legitimate Power
First we will talk about legitimate power. Legitimate power is the authority that a manager has by a virtue of their position in an organization’s hierarchy. The leadership style for this power is a personal leadership. An example of this power would be a president of an organization has legitimate powers due to the type of office he holds within the organization. This power is solely based on the perception and reality of what employees think of the person that has the legitimate power.
Reward Power
Next is reward power. Reward Power is the ability of a manager to give or withhold tangible and intangible rewards. Some tangible rewards include pay raises, bonuses, and choice job assignments. Some intangible rewards are verbal praise, a pat on the back, and respect. This power is a major source used to motivate employees in the workplace. This power also needs followers to believe that they will be rewarded somehow in some way.
Coercive Power
The next power we will talk about is coercive power. Coercive power is the ability of a manager to punish others. This power includes verbal reprimanding, reductions in pay and working hours, and it eventually leads to actual dismissal. Excessive use of this coercive power creates ineffective leaders, it also rarely produces high performance, this power is questioned as ethical, creates dangerous working conditions, creates mental abuse, and it robs people of their dignity, and it eventually causes stress upon the employees.
Exert Power
Exert power is power that is based on the special knowledge, skills, and expertise that a leader possesses. This power depends on the level of the hierarchy. Effective leaders take steps to ensure their adequate performance. They can receive additional training and education, knowledge of latest developments and changes in technology, they get involved in professional associations, they are aware of the changes in the organization’s task and general environment. This power is more of a coaching and guiding power rather than arrogant and a high-handed.
Referent Power
Referent power is the power that comes from subordinates’ and coworkers respect, admiration, and loyalty. This power is revolved around leaders who are well-liked and who are seen as a role model to many people. This power basically deals with people who lead by being a very, very good example. Another attribute of this power is that the majority of the power relies on trust. To help increase referent power a leader might take time to get to know subordinates and show both interest and concern in their followers.
(MLA CITATIONS ARE IN A DIFFERENT TAB)
Chapter 10: Empowerment: An Ingredient in Modern Management
Empowerment
Empowerment was discussed in chapter one, and it is the expansion of employees’ knowledge, tasks, and decision-making responsibilities. Managers and supervisors give employees at all levels of authority to make decisions. The employees are responsible for their very own outcomes. Employees also use empowerment to improve quality as well as cut costs of production.
When Leaders Empower
When leaders empower employees the subordinates take over some important responsibilities and authority. Some examples of when leaders empower their subordinates are that the subordinates have the right to reject parts that don’t meet quality standards, right to check one’s own work, and right to schedule work activities. These subordinates are given the power to make decisions that their leader or supervisor used to make.
Empowerment Creates Effective Leadership
When managers empower subordinates they increase their ability to get work done because they have the support and help of subordinates who may have special knowledge of work tasks. Managers also increase workers’ involvement, motivation, commitment which helps ensure that they are working toward organizational goals. Empower gives managers more time to concentrate on different concerns because they spend less time on day-to-day supervision.
Empowerment Worldwide
Overall, empowering employees helps them make good decisions. These managers that empower are guides, coaches, and inspirations. This trend has been going on in the United States and is also starting to become popular in South Korea.
(MLA CITATIONS ARE IN A DIFFERENT TAB)
Empowerment
Empowerment was discussed in chapter one, and it is the expansion of employees’ knowledge, tasks, and decision-making responsibilities. Managers and supervisors give employees at all levels of authority to make decisions. The employees are responsible for their very own outcomes. Employees also use empowerment to improve quality as well as cut costs of production.
When Leaders Empower
When leaders empower employees the subordinates take over some important responsibilities and authority. Some examples of when leaders empower their subordinates are that the subordinates have the right to reject parts that don’t meet quality standards, right to check one’s own work, and right to schedule work activities. These subordinates are given the power to make decisions that their leader or supervisor used to make.
Empowerment Creates Effective Leadership
When managers empower subordinates they increase their ability to get work done because they have the support and help of subordinates who may have special knowledge of work tasks. Managers also increase workers’ involvement, motivation, commitment which helps ensure that they are working toward organizational goals. Empower gives managers more time to concentrate on different concerns because they spend less time on day-to-day supervision.
Empowerment Worldwide
Overall, empowering employees helps them make good decisions. These managers that empower are guides, coaches, and inspirations. This trend has been going on in the United States and is also starting to become popular in South Korea.
(MLA CITATIONS ARE IN A DIFFERENT TAB)