2016 SDM Sesi 10 AM Power Political Behavior
Power & Political
Behavior
Andreasta Meliala
andremeliala@ugm.ac.id
Do you have experience
• To play the power?
• To conduct “politicking” in the
organization?
Background
• Power and the accompanying political behavior are
inevitable in all organizations.
• Example in the hospital
•
•
•
•
Setting hospital direction
Appointment as a hospital director
Selection of managers
Budget allocation
CONCEPT OF POWER
• Power is the ability to influence another
person. The process by which we affect the
thoughts, behavior, and feelings of another
person is called influence.
• Authority is the right to influence another
person. Most individuals prefer to use
influence rather than authority to get
things done.
Forms of Power (French & Raven)
• reward power
• coercive power
• legitimate power
• referent power
• expert power
Reward Power
• Reward power is the control over
rewards that are valued by another.
Typical examples of rewards are salary
increases, bonuses, and promotions. In
addition, praise can be used as a
reward.
Coercive Power
• Coercive Power is the ability to
administer unpleasant consequences. The
implied force relates to threats and
punishments. Some forms of coercive
power include verbal abuse, lack of
support, and disciplinary actions.
Legitimate Power
• Legitimate power is similar to authority,
and is based on position and mutual
agreement. This form of power is provided
to individuals by the organization. Some
managers resort to legitimate power if they
are insecure with their ability to influence
employees using other forms of power
Referent Power
• Referent power is based on
interpersonal attraction. Followers
identify with the leader and willing
follow out of admiration and respect.
Expert Power
• Expert power is based on knowledge
and/or skills. Followers must perceive
the agent as an expert, and trust that
the expertise is valid and that the
knowledge or skills are relevant and
useful to them.
Power Play based on Membership
• alienative membership: members have
hostile, negative feelings about the
organization
• calculative membership: members
weight the benefits and limitations of
membership
• moral membership: members have
positive feelings about the organization
Power Play typology
• Coercive power forces members to do something through
threat or intimidation. It is appropriate for use in
organizations with alienative membership.
• Utilitarian power influences members by providing them
with rewards and benefits. Managers prefer this form of
power if it is available, and it is appropriate for businesses
and other organizations with calculative membership.
• Normative power influences members through peer
pressure, or by letting the individuals know that they are
expected to act according to the overall wishes of the
group. It is the appropriate form of power for an
organization with moral membership.
Symbol of Power
• Ability to intercede for someone in trouble
• Ability to get placements for favored employees
• Exceeding budget limitations
• Procuring above-average raises for employees
• Getting items on the agenda at meetings
• Access to early information
• Having top managers seek out one’s opinions.
Politic in Organization
Executive Politicking
• Organizational politics is the use of power and
influence in organizations.
• Although many managers feel that politics distracts members
from focusing on goal achievement, most also feel that it is
common in their organizations and necessary for success as
an executive.
• Political behavior consists of actions not officially
sanctioned by an organization that are taken to
influence others in order to meet one’s personal goals.
Influencing Tactic
• Influence is the process of affecting the thoughts,
behavior, or feelings of another person. Influence can
be levied upward, downward, or laterally.
• The four tactics:
•
•
•
•
Consultation
Rational persuasion
Inspirational appeals
Ingratiation.
Managing Political Behavior
• The best strategy is to take a proactive stance in
managing political behavior in the environment.
• Implementation:
•
•
•
•
•
•
open communication
clarification of performance expectations
participative management
encouraging cooperation
managing scarce resources
providing a supportive organizational climate.
Behavior
Andreasta Meliala
andremeliala@ugm.ac.id
Do you have experience
• To play the power?
• To conduct “politicking” in the
organization?
Background
• Power and the accompanying political behavior are
inevitable in all organizations.
• Example in the hospital
•
•
•
•
Setting hospital direction
Appointment as a hospital director
Selection of managers
Budget allocation
CONCEPT OF POWER
• Power is the ability to influence another
person. The process by which we affect the
thoughts, behavior, and feelings of another
person is called influence.
• Authority is the right to influence another
person. Most individuals prefer to use
influence rather than authority to get
things done.
Forms of Power (French & Raven)
• reward power
• coercive power
• legitimate power
• referent power
• expert power
Reward Power
• Reward power is the control over
rewards that are valued by another.
Typical examples of rewards are salary
increases, bonuses, and promotions. In
addition, praise can be used as a
reward.
Coercive Power
• Coercive Power is the ability to
administer unpleasant consequences. The
implied force relates to threats and
punishments. Some forms of coercive
power include verbal abuse, lack of
support, and disciplinary actions.
Legitimate Power
• Legitimate power is similar to authority,
and is based on position and mutual
agreement. This form of power is provided
to individuals by the organization. Some
managers resort to legitimate power if they
are insecure with their ability to influence
employees using other forms of power
Referent Power
• Referent power is based on
interpersonal attraction. Followers
identify with the leader and willing
follow out of admiration and respect.
Expert Power
• Expert power is based on knowledge
and/or skills. Followers must perceive
the agent as an expert, and trust that
the expertise is valid and that the
knowledge or skills are relevant and
useful to them.
Power Play based on Membership
• alienative membership: members have
hostile, negative feelings about the
organization
• calculative membership: members
weight the benefits and limitations of
membership
• moral membership: members have
positive feelings about the organization
Power Play typology
• Coercive power forces members to do something through
threat or intimidation. It is appropriate for use in
organizations with alienative membership.
• Utilitarian power influences members by providing them
with rewards and benefits. Managers prefer this form of
power if it is available, and it is appropriate for businesses
and other organizations with calculative membership.
• Normative power influences members through peer
pressure, or by letting the individuals know that they are
expected to act according to the overall wishes of the
group. It is the appropriate form of power for an
organization with moral membership.
Symbol of Power
• Ability to intercede for someone in trouble
• Ability to get placements for favored employees
• Exceeding budget limitations
• Procuring above-average raises for employees
• Getting items on the agenda at meetings
• Access to early information
• Having top managers seek out one’s opinions.
Politic in Organization
Executive Politicking
• Organizational politics is the use of power and
influence in organizations.
• Although many managers feel that politics distracts members
from focusing on goal achievement, most also feel that it is
common in their organizations and necessary for success as
an executive.
• Political behavior consists of actions not officially
sanctioned by an organization that are taken to
influence others in order to meet one’s personal goals.
Influencing Tactic
• Influence is the process of affecting the thoughts,
behavior, or feelings of another person. Influence can
be levied upward, downward, or laterally.
• The four tactics:
•
•
•
•
Consultation
Rational persuasion
Inspirational appeals
Ingratiation.
Managing Political Behavior
• The best strategy is to take a proactive stance in
managing political behavior in the environment.
• Implementation:
•
•
•
•
•
•
open communication
clarification of performance expectations
participative management
encouraging cooperation
managing scarce resources
providing a supportive organizational climate.