What is Power? | Organizational Behavior | From A Business Professor

Power in organizational behavior refers to the influence an individual or group has over others within an organization. It plays a vital role in shaping organizational dynamics and functioning, impacting work performance, decision-making, and culture. Managers and employees must grasp power types to develop and maintain them effectively. The video explores primary power types, dual facets of power, and strategies for preventing its abuse.

Power can manifest in various forms within an organization, categorized into position power, reward power, and coercive power. Position power is derived from an individual's formal role or authority within the organization. It includes legitimate power (based on formal authority), reward power (ability to provide incentives for desired behavior), and coercive power (imposing negative consequences). Leaders like CEOs wield legitimate powers to make decisions; managers use reward powers through bonuses; supervisors utilize coercive powers by imposing disciplinary actions.

Personal power is rooted in an individual's qualities, expertise, or interpersonal relationships. It includes expert power and referent power. Expert power comes from superior knowledge and skills in a specific field, while referent power is based on personal charisma and likeability.

Understanding Connection Power Types Connection power is crucial for an individual's credibility and influence, stemming from their network within and outside the organization. There are three types of connection power: Association Power, Reciprocity Power, and Information Power.

The Impact of Association Power Association power is derived from affiliations with influential individuals or groups, boosting one's credibility and impact. For instance, executives linked to industry thought leaders or professional associations gain association power enhancing decision-making influence.

Leveraging Reciprocity for Cooperation Reciprocity power operates on the principle that helping others leads to cooperation in return. Managers who consistently support team members build reciprocity power creating a cooperative work environment based on mutual assistance and dedication.

Harnessing Information Influence Information power arises from possessing valuable insights or data that others require for informed decisions. Employees holding information such as market research data or consumer insights wield influence by guiding marketing strategies through their access to critical knowledge.

To develop and maintain power, individuals should focus on building expertise in their field by continuously improving skills. Becoming an expert not only boosts informational power but also adds value to the organization. Cultivating strong relationships is crucial for creating influential connections that support goals.

Power in organizations can have positive and negative aspects. The positive side includes achieving organizational goals, leadership and direction, innovation and change, motivation and productivity, as well as conflict resolution to promote cooperation. However, power also brings negatives such as abuse for personal gain, micromanagement stifling creativity causing frustration among subordinates.

Preventing power abuse in an organization involves establishing ethical guidelines, providing training on ethical leadership and conflict resolution, holding leaders accountable for their actions, protecting whistleblowers from retaliation, implementing checks and balances mechanisms, encouraging regular feedback from employees about their experiences with leaders, and enforcing transparent promotion policies based on merit.