Power, Politics and Empowerment Week 8 1. Learning Objectives Define power and influence Identify...
Transcript of Power, Politics and Empowerment Week 8 1. Learning Objectives Define power and influence Identify...
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Power, Politics and Empowerment
Week 81
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Learning Objectives
Define power and influence Identify and discuss the five bases of
organisation power Identify the relationship between information and
power Identify the four contingencies of power Discuss the advantages role of organisational
politics Interpersonal influence and politics Ethics, power, and politics Empowerment
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The concept of power
Power Involves a relationship between two people Represents the capability to get someone to do
something
Power and influence Power is the potential to influence Influence is power in action
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Definitions
Power...Power... the capacity to influence the behaviour of
others Authority...Authority...
the right to influence another person Influence...Influence...
the process by which people ... persuade others to follow their advice, suggestions, or orders
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Definitions
Politics...Politics... the management of influence to obtain ends not
sanctioned by the organisation or to obtain sanctioned ends through non-sanctioned influence means
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Dependence in the Power Relationship
While power requires dependence, it is really more accurate to say that the parties are interdependent. One party may be more dependent than the other
But the relationship exists only when both parties have something of value to the other which results in:
Counterpower the capacity of a person, team or organisation to keep
a more powerful person or group in the exchange relationship
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A Model of Power and Influence
Sources of Power...
provide power...
that when activated...
becomes influence...
that gets someone todo something the way you want it done
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Dependence in the Power Relationship cont’d..
PersonPersonAA
PersonB’s goals
PersonPersonBB
Person B’s Person B’s counterpower counterpower over Person Aover Person A
Person A’s Person A’s power over power over Person BPerson B
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Model of power in organisations
PowerPowerover othersover others
Contingenciesof power
SourcesSourcesof powerof power
Legitimate
Reward
Coercive
Expert
Referent
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CoerciveCoercive
Linked to ability to punish
ExpertExpert
Linked to expertise
ReferentReferent
Linked to admiration
French & Raven’s power bases
LegitimateLegitimate
Linked to position
RewardReward
Linked to ability to reward
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Structural sources of power
Extent to which individuals or subunits affect decision making determines amount of power acquired
Extent to which individuals or subunits affect decision making determines amount of power acquired
Possession of relevant and important information needed to make decisions determines amount of power acquired
Possession of relevant and important information needed to make decisions determines amount of power acquired
Open access to resources determines amount of power acquired
Open access to resources determines amount of power acquired
ResourcesDecisionMaking
Information
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Information and power
Control over information flow based on legitimate power relates to formal communication network common in centralised structures (wheel pattern)
Coping with uncertainty those who know how to cope with organisational
uncertainties gain power prevention forecasting absorption
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Contingencies of power
Contingenciesof power
PowerPowerover othersover others
SourcesSourcesof powerof power
SubstitutabilityCentralityDiscretionVisibility
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IncreasingIncreasingnon-substitutabilitynon-substitutability
ControllingControllingtaskstasks
ControllingControllingknowledgeknowledge
DifferentiationDifferentiation
ControllingControllinglabourlabour
Increasing non-substitutability
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A strategic contingency model of subunit power
Coping with uncertainty
Contingency Examples Preventing market share decline by
product development Providing future-based predictions
that are accurate Absorbing problems from other units
Power acquired by subunit and power
differentials
Substitutability
Centrality
Being in an urgent or immediacy position
Located at center of work flow
Possessing needed skills or expertise Possessing only talents that are
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Practical Steps to Managing with Power (Pfeffer, 1992)
Decide what your goals are Diagnose patterns of dependence
&independence What are their points of view likely to be? What are their power bases? What are your bases of power & influence?
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Practical Steps to Managing with Power (Pfeffer, 1992)
Which strategies & tactics for exercising power are likely to be effective?
Based on the above, choose a course of action to get something DONE.....
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Tactics for increasing the power base
Enter areas of high uncertainty
Create dependencies
Provide resources
Satisfy strategic contingencies18
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Strategies for increasing power
Position-based
Person-centred
exchange pressure legitimating
rational persuasion personal appeals inspirational appeals consultation
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Politics
Political behavior in organisations are those activities that are not required as part of one’s formal role in the organisation but that influence or attempt to influence the distribution of advantages and disadvantages with the organisation.
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Politically-oriented behaviour
Outside legitimate, recognised power system
Designed to benefit an individual or subunit, often at organisation’s expense
Intentional and designed to acquire/maintain power
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Types ofTypes oforganisationalorganisational
politicspolitics
ManagingManagingimpressionsimpressions
Attacking andAttacking andblamingblaming
CreatingCreatingobligationsobligations
CultivatingCultivatingnetworksnetworks
Types of organisational politics
ControllingControllinginformationinformation
FormingFormingcoalitionscoalitions
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ConditionsConditionssupportingsupporting
organisational organisational politicspolitics
ScarceScarceresourcesresources
Complex andComplex andambiguousambiguousdecisionsdecisions
PersonalPersonalcharacteristicscharacteristics
Tolerance ofTolerance ofpoliticspolitics
Conditions for organisational politics
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The Inevitability of Office Politics
Organisational philosophy. Resource scarcity and a competitive work
environment. Subjective performance standards, unclear job
definitions and desire to goof off. Imitating power holders and win-lose
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The Inevitability of Office Politics
Power cravings and Machiavellian tendencies of people.
Emotional insecurity of people and beliefs in external forces.
Hunger for acceptance and self-interest.
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Machiavelli (15th century)
“Everyone knows how praiseworthy it is for a ruler to keep his word, and to live with integrity, and not be cunning: nevertheless experience shows that in our times, princes have cared little about good faith, and used cunning to confuse the minds of men, have achieved great things: so that in the end they have outstripped those who founded themselves on honesty.”
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Domains of political activity
Structural change
Interdepartmental coordination
Management succession
Resource Allocation
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Political strategies for increasing power
Control lines of communicationBuild coalitionsUse outside expertsExpand networksControl decision premisesImage building
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Politics...
Does the exercise of power in:
• Decision making• Agenda setting• The shaping of “felt” needs
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Politics...
result in:• Comprehension or Confusion/Distraction?• Trust based on False Assurance?• Consent based on Illegitimacy?• Knowledge based on Misrepresentation?
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Political Games...& the ETHICAL use of power
Does the behaviour respect the rights of all parties?
• the criterion of individual rights Does the behaviour treat all parties
equitable and fairly?• the criterion of distributive justice
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Political Games...& the ETHICAL use of power
Does the behaviour produce a good outcome for people both inside and outside the organisation?
• the criterion of utilitarian outcomes
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Controlling political behaviour
Peer pressurePeer pressureagainst politicsagainst politics
RemoveRemovepolitical normspolitical norms
Free flowingFree flowinginformationinformation
Manage changeManage changeeffectivelyeffectively
ProvideProvidesufficientsufficientresourcesresources
IntroduceIntroduceclear rulesclear rules
HireHirelow-politicslow-politicsemployeesemployees
IncreaseIncreaseopportunitiesopportunitiesfor dialoguefor dialogue
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What is empowerment?
A process enhancing feelings of self-efficacy among organizational members through: Identification of conditions that foster
powerlessness Their removal by both formal organizational
practices and informal techniques of providing efficacy information
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Empowerment
“Empowerment is the creation of conditions within organisations that result in the ability of individuals to contribute their maximum potential energy, creativity, quality efforts and effectiveness to achieving the mission and strategy of the organisation”
Covey, 1992
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The process of empowerment
Identify existing conditions that lead to feelings of powerlessness
Implement empowerment strategies
Remove conditions leading to powerlessness
Feelings of empowerment and strengthening of effort-performance expectations
Empowerment feelings are translated into behaviors
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