Leader, power ethics
Leader have a unique opportunity to shape an ethical client because they have access to power. There are five sources of power which comes under the positional power and personal power. Positional power includes legitimate, reward and coercive power. Second one is personal power includes expert and referent.
Positional power
Leaders can exert influence over an ethical climate by virtue of the position held.
Legitimate Power: This source of power comes from a belief that the leader has the authority to make demands and can expect com- plaice from others. Leaders in official positions or holding certain job titles typically have access to power. As part of their formal responsibilities, leaders are expected to create a vision for an organization, to set forth key organizational values, and to design structures and processes in support of that vision and values. To create and maintain an ethical work climate, leaders may use their power to design the diffent structure like Hiring
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Leaders can determine the allocation of valued incentives such as promotions, bonuses, raises, attractive work assignments, time off and compliments. The challenge presented by the use of reward power is that some of the rewards may have limited perceived value to the employee. A compliment of a financial payoff may not be a sufficient for an employee. Moreover the ethical conduct may not be observed by top leadership. Finally some of the rewards, such as salary increases or promotions, may be controlled by or more heavily influenced by, direct supervisors within the organization. If these supervisors do not share the same values as top leadership, employees are likely to be rewarded for behaviors using performance metrics more salient to the
Power is a leader’s capacity to influence another person or a group of people as well as an organization particular value, beliefs, attitudes and behaviors to mimic their own. Using power to influence these change behavior of often proven to be less difficult than it is to change to beliefs and values. Every health organization has a foundation of values and a belief system. These most often focus on the relationship of the provider and...
Power and responsibility have a complex relationship that is connected by factors such as a person’s morals and ethics, personality, and under what conditions the person was raised. In a world where power can be found in many forms and in many places, the use and abuse of power can be seen regularly. Power is not just being the CEO of a fortune five-hundred company, or being an elected political representative, the manager of Taco Bell has power, as well as parents as they raise their children. These are the people who have the most influence on how power is used, and if it is used with responsibility. In the United states there are five-hundred and thirty-five congressmen, a president, and a vice-president, whereas there are two-hundred and ninety-eight million citizens. Elected officials represent a microscopic piece of the population, while the citizens are the ones who raise children, teach children, and own and operate businesses, and ultimately keep the country running. Real power lies within the common person, and their use of power to influence those around them to have higher standards of responsibility and morals, because if responsibility is taught well and people have good morals, the use of power will not be abused.
According to French and Raven (1960), there are five types of power. They are reward, coercive, legitimate, expert, and referent power. It is easy to apply each one of these types of power to Captain Miller and his approach to leadership.
There are several sources of power, some of them are authority, reward, expertise, and coercion.
The harsh–soft bases of power are differentiated by the amount of freedom that the target feels in choosing whether or not to comply. Harsh power bases, as the name suggests, constrain individuals’ freedom to comply with the leaders’ demands. Harsh power bases include coercion, reward, and legitimacy of position, equity, and reciprocity. Soft power bases, on the other hand, endow organizational members with more freedom and autonomy in accepting the demands from the influencing agent. Soft power bases include expert, referent, informational power, and legitimacy of dependence. Compared to harsh power bases, soft power bases are typically received more favorably and are associated with more positive individual and organizational outcomes. Despite these differences, not all leaders are inclined to bring soft power bases into play. Different leaders have different leadership styles that influence which bases of power they will
Power is the capacity to affect others by providing or withholding valued resources or administering punishments (Anderson & Berdahl 2002; French & Raven 1959; Keltner et al. 2003). Power and leadership are mutually dependent, but they are not identical. Power is different from associated concepts such as dominance, status, leadership, and authority. All of these may play a role to power, but power is basically the control over other people and over what happens to them (Anderson & Berdahl 2002). Power can exist without leadership, but leadership cannot exist without power, and a good leader is the one who uses power wisely and skillfully. There are five sources of power in every leader, namely coercive, reward, legitimate, expert, and referent.
Effective reward management, as a system, is the most powerful tool available to reinforce organizational values and translate them into employee actions (read behavior). Here, the ‘organization’ does not only refer to a business structure, but any institution (or activity) that involves people working together, and requires their voluntary contributions in order to operate successfully. Whether it is a school, a hospital, an NGO, a government agency, a political party, or a religious foundation, all require a matrix through which the performance of its individual members can be measured, and rewarded. Although, each organization may have its own manner, and means, of achieving this objective; their practices may differ but the general principles largely remain the same.
Power and Influence are the necessary criteria for an effective leader. The concept of power is useful for understanding how people are able to influence each other in organizations (Mintzberg,1983;Pfefer,1981,1992). The framework developed by the French and Raven (1959) identifies five general sources of power th...
There are two parts of this topic that is discussed. The first are the five bases of power used normally in Organizational Politics. There are two categories that split into two, Formal and Personal Power. So what are these five bases of power and which category is the best one. We will look at these powers and will be comparing them to our scenarios. The second part will cover the relationship between dependency and power. We will then look at our scenarios for examples of these relationships.
338).” Business dictionary defines referent power as the, “influence over others, acquired from being well liked or respected by them.” In my workplace, there is a few examples of referent power displayed through administrators, strategists, interventionists, and teachers. In leadership, having the power to influence others and having good characteristics such as being friendly, easy to communicate with, professional, intelligent, and displaying signs that you have high self-esteem and that you are knowledgeable about the material is very helpful in getting individuals to listen to you and follow you as a leader. In my workplace, I feel that some leaders are more popular than others because of the way they conduct business and assist employees with learning different job skills and completing job tasks. Most of the employees in my school building like asking the assistant principals for help because the power they display is with charismatic superior and it makes the job easier for
When discussing the topic of leadership, one concept that inevitably keeps coming up is that of power. For many people, power is not a pleasant thing as it has been associated with corruption, domination, and exploitation of the powerless by the powerful. Nevertheless, it is worth noting that when power is applied responsibly, it benefits the society in various ways. Power can be defined as the potential or capacity to influence others in decision making in political, social, or economic arena (Rothman 425). In order to have a broader meaning of power, it is of paramount importance to understand the various sources of power and how power functions in the society. In this regard, this paper shall discuss a few examples of sources of power and the different theories that, explains how power is distributed.
Power is defined in the course study notes as the “ability of individuals or groups to get what they want despite the opposition”. Power is derived from a variety of sources including knowledge, experience and environmental uncertainties (Denhardt et al, 2001). It is also important to recognize that power is specific to each situation. Individuals or groups that may be entirely powerful in one situation may find themselves with little or no power in another. The county Registrar of Voters, who is my boss, is a perfect example. In running the local elections office, she can exercise the ultimate power. However, in a situation where she attempted to get the county selected for a desirable, statewide pilot project, she was powerless, completely at the mercy of the Secretary of State. Power is difficult to measure and even to recognize, yet it plays a major role in explaining authority. In organizations, power is most likely exercised in situations where “the stakes are high, resources are limited, and goals and processes are unclear” (Denhardt et al, 2001). The absence of power in organizations forces us to rely on soley hierarchical authority.
Management spends a huge amount of time to design incentive systems and schemes to motivate their workers and to ensure they work in their best possible manner. Motivating workers by giving them decent pay helps in winning employees heart to make the work done efficiently, significantly and effectively. The most effective way to motivate people to work productively is through individual incentive compensation (Pfeffer, 1998). An attraction of getting more is a powerful incentive to people for high performance. While most people agree that money plays a major role in motivating people, in organizations there is a widespread belief that money may also have some undesirable effects on morale.
According to Raven (1993), legitimate power comes from a person’s formal position within an organization. However, there are other types of legitimate power to consider such as (a) reciprocity which means (“I scratch your back so you should do the same”, Raven, 1993) and also equity and dependence power as well. Although, Carly Peters of Mills, Smith, and Peters being part owner has legitimate power over all 100 employees and particularly the 20 employees who work directly with her in the creative department (Northouse, P.G., 2016) where she holds the position of Creative Director. In the creative department of the advertisement agency, there are four teams that report directly to Carly and these are led by four associate directors named Jack,
Ng, et. al. (2012), had argued that failure in planning proper rewards and compensation by the organization could cause dissatisfactions among the employees and generate a negative atmosphere leading to destructions’. This strategy should be able to attract the scarce and talented employees, retain and sustain potential employees (Terera & Ngirande, 2014). The reward system should be fair and gives a positive impression to the employees that they are