Work Power Struggle Case Study
At the young age of 23, Jim Davis has a promising career at Hereford National Bank. In three months, he has been promoted to Business Development Manager, tasked with developing a new strategy for the bank. His first big initiative of selling bank services through branch managers is at risk due to a twenty-five year veteran’s (Patty Mathews) reluctance to participate. How will Jim leverage his position and personal power to ensure success?
Do Not Overlook the Obvious
Before delving into a power struggle with Patty, Jim needs to have a conversation with Patty to understand her position. First, he clearly does not understand why she refuses to participate. Second, she may have actually been sick. Human resource theorists tend to focus on influence that enhances mutuality and collaboration. The implicit hope is that participation, openness, and collaboration make power a nonissue (CP, Chapter 9). By having a conversation with Patty, two potential avenues will emerge for Jim:
1. He can quickly take action to pacify Patty’s concern and move the project forward, thereby ending the issue, or
2. Realize that Patty is resisting him in a way that can only be resolved through his sources of power.
Assuming # 2 occurs, Jim must first assess his sources of power. Although having the conversation did not resolve the issue, it may shed light on Patty’s needs and source of conflict with Jim.
Sources of Power
Jim holds two significant sources of power as defined in Chapter 9, Power, Conflict, and Coalition:
1. Control of Rewards: Jim has the ability to provide an expense account to Patty, the only concern of hers discussed in the case.
2. Alliances and Networks: Jim is good friends with Patty’s manager, Allen. He also has established a great relationship with Eric Johnson, a bank executive.
Jim needs to focus on the three types of influence skills as defined in Chapter 5, “Gaining and Using Sustainable, Ethical Power and Influence”: (1) Being able to read other people and adapt your message in ways that will help you be understood and supported, (2) using the six universal forms of influences; and (3) developing political savvy.
Jim has avoided politics since starting with Hereford, so political savvy (3) is not necessary available to him. It is something he can begin to develop through this situation. Having a conversation with Patty will enable him to accomplish (1) and from this position begin to focus on his forms of influence (2) to meet his desired goal of full participation of all the branch managers.
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In the most widely quoted and discussed model of presidential power, Richard Neustadt states that the power of the president lies in the power to persuade. According to Neustadt, the key to presidential success and influence is persuasion. Although some may view the president as a powerful authority figure, the checks and balances established by the founders makes the president’s skills of persuasion crucial.
Leadership & Direction. (1997, May 11). Retrieved April 6, 2011, from Big Dog & Little Dog's
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Managing a business can be very stressful especially being that most times one would be making decisions that could lift or drive their business straight into the ground. (Arensmeyer 3) One of the most important th...
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Disputes or conflicts can arise in any workplace, family home, or institution and they exist when one or more parties disagree with each other’s views and require the help, support, or service of a third party person to find a resolution. A fair and balanced conflict resolution process is important for the most effective outcome between two or more parties. Advocacy and mediation are two of many conflict resolutions that can be used in order to solve a problematic situation. However, certain situations require the skills, processes, and procedures that are exhibited by one more than the other. In some scenarios there may be a need to use both conflict resolutions if one does not proceed accordingly. Understanding the circumstance of the situation is ideal in discovering which conflict resolution would allow parties to come to a mutual agreement or resolution.
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She needs to encourage the staff to become empowered and help the staff to resolve that behaviors that are contributing to the feeling of powerlessness.
As far back as history can be told mankind has struggled between balancing culture, power and politics. Many wars have been fought and many people have placed their lives on the line in order to stand up for what they believe in. The combinations of culture, power and politics have spilled over into the workplace. In today’s business environment individuals have much more to worry about than just completing their assigned tasks. Organizational culture, power and office politics influence day to day operations as well as govern the atmosphere within the organization. The amount of impact that power and politics have in the workplace, directly reflect the organization’s culture formally as well as informally.
Her attitude affected the overall mood of the department. It is important that Gene lets Kathy know that is not acceptable behavior and there are options available to her for getting help if needed. Gene does not want to lose an exceptional employee just because she is going through a hard time. However, if she does not change her behavior she could be transferred or even lose her job.
When most people hear that word conflict, they decide instantly if this is something they care to get involved in. Most people rather avoid conflict than get caught up in other people’s drama. Laura Stacks author of conflict in the workplace compares conflict to pain. She argues that pain and conflict has one thing in common; no one likes either. However, someone once said that pain was a gift, because pain is the indicator that God blessed us with so that, we will know when something is wrong and we may need medical attention. If pain is not all bad according to Stacks illustration conflict is not all bad either. According to Porter-O’Grady and Malloch, (2015) it is normal for conflict to occur within various relationships; people will just have to learn to deal with conflict sooner or later. This paper will address the issues surround workplace conflicts and their resolutions.