Introduction
Use of power in an institute is crucial for the accomplishment of projects. The power used includes charismatic, expert, authority, reward, coercive, and the subordinate response (commitment, compliance, resistance). Different situation calls for use of different types of power (Draft 95). In an organization, combinations of power and power types in most cases have nothing to do with owning resources, and informal powers. However, misuse of power should be avoided to ensure smooth running of the organization.
Expert power
Expert power requires the use of technical skills in the management of the subordinates. The manager should have the knowledge to be able to give direction in the implementation of task. The subordinates should always seek the manager’s consent whenever they encounter difficulty in their work. These types of power generate respect between the manager and the staff hence leads to cohesion within the organization.
A company that employs individuals with high technical skills allows the manager to practice technical expertise with the team of professionals. This power does not work well considering that an organization employs people of different technical training background, and a single manager cannot be an expert in all the technical areas because of specialization. The operation of machines in an organization creates critical issues that should be dealt with using the knowledge of experts.
Machine usage though saves time, it may bring loses when used in doing a small amount of work. Manual work should be applied in small duties. The expert should be used to explain the reason why the operation had to done manually and not the use of machinery. Explaining of the situation to the staff encourages and makes them feel valuable. The staff welcomes the rule for the benefit of the company.
Resource power
Resource power gets derived from the subordinate perception that the leader is capable of rewarding those who perform well in the organization. This power creates competition within the organization leading to increased output in terms of performance. Status, financial reward, and promotion are tools that the leader used to encourage performance.
In some situation, the position that one holds or has in an organization is of significance when it comes to practicing authority. The issue of promotion should be based on the hard work of the staff. Promotion encourages staff to work hard with the aim of gaining a high position in the organization. This power encourages hard work even in those in power by use of demoting those that fail to do their work appropriately.
In a company that uses reward to encourage the staff for the hard work, should be keen to check the output of the staff so that they can have a convincing argument why they chose a certain worker and not the other. In a situation, where the company recourses gets misused by the management there should be an investigation to check the use of the funds and how or who mismanaged them. Sacking or demotion of the person who mismanaged the funds should be used to encourage honestly. The staff gets encouraged to work honestly so that to maintain the job.
Authority power
Authority power focuses on the subordinate perception that enables the leader is to punish those who disregard his will. These generate fear among the employees leading to low productivity in such circumstances leaders make decision. The position that one holds, plays a significant role in the organization because the staff needs to obey those in the higher position, and failure to which the consequences will follow. A supervisor once requested to be promoted to a director in an organization.
The supervisor thought that having a significant title would make their juniors listen and obey him. To deal with leadership problem promotion should be done on merit and not on request. The staffs get encouraged to work harder so as to earn the position but not to use politics to earn the position. The hard work of the staff should be used when promoting. Promotion of the supervisor in this case did not get granted because he did not deserve.
The use of this power may be used to key in influential factors such as mission, direction, vision. Power should not be used to implant fear in the hearts and minds of the employees. The boss should appreciate the members of the staff in an organization and respect their rights. The staff has different responsibility, different contribution to make, and they cannot work in devoid of the other. The employee reacted well to the decision made by the manager by not granting the position that the supervisor had requested.
Conclusion
In conclusion, persons and the organization at large that wants to grow positively apply excellent administration skills essential for them to prosper. The contributions of management present in an organization create an enormous difference between achievement and failure. Organization should employ an experienced project manager who employs a logical project-oriented structure that combines a number of powers for the benefit of all.
Work cited
Draft, Richard L.The Leadership Experience, 5th ed. Boston: South-Western College Publishing, 2010. Print