Power in the Organization
Evaluate your workplace and identify a group that has “power” in the organization
Power is the ability to act, invest with authority to exercise control and also the capability of producing an effect (Yukl, 2013). In my workplace, the management group has the power in the entire organization. The management group in my workplace is powerful because they formulate the rules and regulations, control the decision process, and manage scarce resources, control of knowledge and information.
Analyze why the group is considered powerful
The management group in my workplace is considered powerful because of their ways of operation, cohesiveness, similar interests, threats, competition, age group, the time factor, academic level. Their interaction leads to common interests and increased attraction. The common goals of the organization tend to bring the group members together since they have a governing direction and a duty to accomplish.
- What are the elements that contribute to the group’s power base?
The elements that contribute to the group’s power base according to Asimakou (2014) include:
- Expertise – they are experts in their different management fields hence has authority
- Specialization – they are specialists and command authority in their areas of specialization.
- Reward – their reward is higher compared to the ordinary workers in the organization.
- Legitimate – This is emulated from the trust and high standards in which they act as role models in the organization and demand respect.
- Is there a perception among employees in your organization that a disparity of power exists between the “powerful group” and other work groups?
There is a perception among employees that power disparity exists. This is because the management group tend to cling together with the same goals, giving instructions and orders/ directives to the subordinates while the employees bond together because they feel that they are all grouped in the same category.
- How can managers minimize the possibility of negative reactions or conflict between groups if the perception of power disparity exists?
To minimize the possibility of negative reactions or conflict between groups, the management group should take a cooperative and unassertive approach. Important principles should be arrived at in collaboration with the employees, open door policy should be put in place to discourage the fear and encourage teamwork. Rewarding and appraising good performance to all levels of management. Compromising is a strong way to resolve conflict in an organization (Yukl, 2013).
Asimakou, T. (2014). Innovation, knowledge and power in organizations.
Yukl, G. A. (2013). Leadership in organizations. Boston: Pearson.