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17 Power and Politics
Introduction
Power is the potential ability to influence the behaviour of others. It is the ability to
make things happen or get things done the way you want. Influence is a
behavioural response to the exercise of power. It is an outcome achieved through
the use of power. People are Influenced when they act in ways consistent with
the desires of someone else. Managers use power to achieve influence over the
people in the work setting. Control is the ultimate form of influence wherein
acceptable behaviour is specified and individuals or groups are prevented from
behaving otherwise. For example, internal accounting procedures are designed
to control financial transactions and prevent employee theft. Locked gates,
hidden cameras, and other physical security devices are designed to control the
flow of merchandise and prevent shoplifting.
Concept of Power
Power, in other words, is the capacity that A has to influence the behaviour of B,
so B does something he would not otherwise do (Robbins). This definition
implies five things:
Potential
Dependency
Discretion
Specific
Reciprocal
Cont.
Cont.
Cont.
Manager
Authority
Organizational
Accepted by Power influenced, Goals
Subordinates if rejected by
Subordinates
Cont.
Authority, Power and Influence Process
Copyright 2009, V S P Rao
Sources of Power
The important sources of Power may be listed thus:
Expert Power
Reward Power
Information Power
Exchange
Legitimate Power
Coercive Power
Empowerment
Empowerment is a process in which employees are given increasing amounts of
autonomy and discretion in connection with their work. It makes every one feel
important, relevant and useful in an organisation. There is no need to seek
permission from upstairs, nor wait for an audience at the door steps of those
who had the power to hold the stick and distribute the carrots. To make things
happen quickly, of course, every one needs to understand the importance of
expanding the pie. People who are empowered need to be trained to expand
their power without rubbing people on the wrong side. People who are feeling
loss of power need not really calculate the emotional costs and develop feelings
of having been pushed to the wall. By providing opportunities for creative
problem-solving, coupled with the discretion to act, real empowerment increases
the total power available in an organisation. In other words, the top levels dont
have to give up power in order for the lower levels to gain it.
Copyright 2009, V S P Rao
Organisational Politics
Political behaviour is a general way of getting and using power for personal gain.
Organisational Politics may be defined as those activities engaged in by people
in order to acquire, enhance and employ power and other resources to achieve
preferred outcomes in organisational setting characterised by disagreement or
uncertainty about choices (Pfeffer). Farrell and Peterson defined the term thus:
Politics in an organisation refers to those activities that are not required as part
of ones formal role in the organization, but that influence, or attempt to influence,
the distribution of advantages and disadvantages within the organization. In the
light of these definitions, the important features of organisational politics may be
stated thus:
a) Not officially blessed
b) Self-serving
c) Intentional
d) Not Rational
Copyright 2009, V S P Rao
Promote Understanding
Cont.