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To compete in a global economy, organizations of all types are focusing on improving productivity, quality, and service. In each of these areas it is important to tap the talents of the available human resources in these organizations. Effective leaders must understand and depend on the interrelationship among organizational structure such as power, authority, influence and leadership. In addition how it abides in organizations and how it move others to accomplish the organization goals.
Power is the ability to obtain, retain, and motivate people and to organize informational and material resources to accomplish a task( Leadership, n.d). Power is central to the leadership process in the development of a manager’s self-confidence and willingness to support staff members ( Schmidt & Wilkinson, 1990). The desire for power is universal. From this vantage point, power should be accepted as a natural part of any individual organization. Power is not evenly distributed among individuals or groups, but every individual has some degree of power.
Competence and intelligence are prerequisites for handling power in a healthy leader. Leaders have a responsibility to recognize and develop their own power to coordinate and uphold the work of staff members. Motivation for power, or a need to have an impact on others, is highly desirable for people with management responsibilities. Leader who understand power, its bases and it responsibilities have an advantage for getting things did through others. In exerting power, leader never needs to separate their own ethical values and morals from a situation .
Power affects organization in the following ways: A nurse decides to sign up to care for more critical patients after hearing her n...
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...uations. In the hospital, for example, a nursing group may go through the motions of accepting the new manager expectation but look for sanction to act from another, thus creating conflict and confusion within the team.
To perform well as a leader, the leader must identify individual strengths, weaknesses, and potential; acquire knowledge of leadership, power, influence, and authority to get the right things done at the right time.
Reference
Leadership. (n.d.). Retrieved from http://www.scribd.com/doc/47296047/Leadership
Leadershipdirect (n.d). Leadership Defined. Retrieved from
http://www.leadersdirect.com/leadership-defined
Schmidt, K. D.,Wilkinson, S. (1990). Intraorganizational influence tactics:exploration in getting one’s way. Journal of Applied Psychology 58(4):440-452.
Stewart, T.(1997). The new power game. Fortune, 135(1), 66-75.
Leadership at times can be a complex topic to delve into and may appear to be a simple and graspable concept for a certain few. Leadership skills are not simply acquired through position, seniority, pay scale, or the amount of titles an individual holds but is a characteristic acquired or is an innate trait for the fortunate few who possess it. Leadership can be misconstrued with management; a manager “manages” the daily operations of a company’s work while a leader envisions, influences, and empowers the individuals around them.
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.
Yukl, G. (2002). Leadership in organizations. Upper Saddle River, NJ: Prentice Hall. p. 1-19. Retrieved from http://www.blackdiamond.dk/HDO/Organisation_Gary_Yukl_Leadership_in_Organizations.pdf
“Leadership will be the most important resource an organization can possess. After all, it will be leadership that determines whether organizations successfully harness the emerging opportunities and overcome the perils that await.” Jay A.Conger – Professor, London Business School.
Tost, L., Gino, F., & Larrick, R. P. (2013). When power makes others speechless: the negative impact of leader power on team performance. Academy Of Management Journal, 56(5), 1465-1486. doi:10.5465/amj.2011.0180
Vecchio, R. (Ed.). (2007). Leadership: Understanding the dynamics of power and influence in organizations (2nd ed.). Notre Dame, IN: University of Notre Dame Press.
Usually, the belief is that the managers, administrators, presidents or even the supervisors, have the greatest source of power, because they are at the top of the ladder in the hierarchy of the organization. The reality is that they need
Being at the apex of the chain of command, the administrative nursing supervisor has numerous responsibilities including but never limited to staffing, conflict resolution, and or crisis. In many circumstances, an administrative nursing supervisor must make timely, prioritizing decisions based on the resources available at any given time. The ultimate outcome ideally is patient and staff safety, and positive patient experiences and outcomes. Throughout the different departments in the facility, there are several governing unions with guidelines and contractual requirements. The facility also has policies and procedures that must be adhered to. Katie remains updated on all guidelines by attending conferences, in-services and administrative meetings. Eason, (2010) stated that, “lifelong learning allows nurses to develop confidence and skill in service provision that is evident to patients, their families, and other health care practitioners” (p.157). I believe that Katie is proficient, has strong leadership skills and is capable of unraveling conflict while following
Being a good leader means being able to guide people or organizations such as businesses. Being a leader means you have leadership in you, it means you have a set of skills that not everyone can possess and you can apply them to the situation that you are in. Not everyone can be a leader because not everyone can step up and take over a situation or maybe they don’t care enough to do something about it. A leader has to possess the following and more qualities, honesty, communication skills, confidence, commitment, intuition, a positive attitude, and creativity.
When power becomes legitimate, it is then recognized as authority (Denhardt et al, 2001). Power becomes authority when it is accepted and even desired by society. As stated by the course study notes, “authority refers to a situation where a person (or group) has been formally granted a leadership position”. An individual has authority when everyday norms and regulations support the exercising of power by that individual. In an organizational setting, “authority is hierarchal and vested in positions” (Week 9 Study Notes), which are defined by “organizational charts, positions and rules” (Week 9 Study Notes). Generally, power in authority also involves the possibility of rewards such as promotions and good performance reviews.
Moreover, being promoted and granted opportunities to be a leader is not only honorable but it also requires much effort. To be an effective leader, firstly, I shall have to practice the art of leadership, which includes exploring the personal traits I have acquired, monitoring my behavior and analyzing the situation in which I will be in. Secondly, relating to the type of work and the corporate culture to choose the appropriate leadership style (for instance, working in accounting does not require much creativity so an autocratic style would be appropriate; and a team of scientists would be more effective with the laissez-faire style).Thirdly, knowing how to utilize the five sources of powers at the right time, in the right place can help
She conveys that business administration should avoid troublesome internalization by using an integrative technique. Unfortunately, Follett does not elaborate further on the context of what might this integration method appear to be. She changes the direction of her focus back onto the preparation of giving orders. Now, giving orders is a significant component to management but Follett should have provided additional information revolving the integration of management and the giving of orders. Fairholm suggests, “they misunderstand the evolving nature of authority derived from changing social structures, and because they have missed opportunities to tie in research procedures and focuses from intellectual interests such as psychology, sociology, history, and political science, not just scientific management, Weberian bureaucracy, and the like.” (Fairholm. 2004). Follett provides psychological perspectives, however maybe she misunderstands other perspectives, why further development is needed for her to examine. Follett later admits there is additional psychological, learning about the development of habits and the preventative measures of giving orders greatly surpasses than what she can explain in this article. It would be interesting if, she has examined and considered other theories and philosophies surrounding giving orders and
Many people associate leadership with a specific job title or form of power within an organization. However, through personal experience, I have concluded that leadership can come in many forms and position as well as from multiple sources of roles and job titles both with and without power. Based on the definition of leadership, anyone can be considered a leader as long as they have the ability to influence people to achieve a particular result or goal which benefits the organization or group as a whole. Individuals with a secure sense of self and understanding, acceptance of diversity within an organization tend to be the strongest leaders that not only make others want to follow, but they also encourage other leaders to gravitate to their
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.
Leadership, without doubt, is a significantly important function of management. It helps to aggrandize efficiency and to fulfil an organization’s goals. Leadership is the ability of a manager to induce the subordinates to work with confidence, determination, courage and zeal. It is also defined as ability to influence a group towards the realization of a goal. Leaders should have the capability of developing future visions, and to drive the organizational members to want to attain the visions. This paper states my points in which I duly believe, justifies the importance of an outstanding leader in any organization.