POWER

Power is a term which is defined in different ways by different theorists because power can be used as a means of influence in different ways. Going way back, for example, Max Weber, the famous pioneering sociologists, has defined power as follows:

“ Power is the probability that one actor within the relationship will be in a position to cry out his own will despite resistance”

Nord has defined power in the context of mobilization of energy and resources to achieve one set of goals as against other sets of goals. He defines power as follows:

“ Power is the ability to influence flows of the available resources towards certain goals as opposed to other goals. Power is assumed to be exercised only when these goals are at least partially in conflict with each other”

Robbins has defined power in more elaborate way when he says:

“Power refers to a capacity that A has to influence the behavior of B, so that B does something he or she would not otherwise do. This definition implies :

1.a potential that need not be actualized to be effective.

2.a dependence relationship and

3.That B has some discretion over his or her own behavior.

Thus , the power has defined basically as the capacity to do something or get intended results from others. From this point of view, power has the following characteristics.

1. Power is one of the means to influence others for getting results. It implies that influence can be exercised by other means too, like use of authority, leadership and communication.

2. Influence process occurs in a particular way when it is attempted by the use of power.

3. Power is used not only in getting certain result achieved but it also includes negative decisions, or the action of non – decisions. Thus power is not only one’s influence over the decisions making, but also one’s capability of limiting the scope of actual decision making.

4. Power is extra organizational in nature and any one in the organization may have this type of influence through the use of power provided one is capable of doing so.

IMPORTANCE OF POWER

Power, though personal and lacks legitimacy, is a crucial factor in influencing the behavior in organizational situation. Thus power,  is one of the essential components of practically every organization.

Power has been compared with electricity in a motor by Hicks and Gullett. Thus state, ‘consider an electric motor for comparison. The motor like an organization can be explained partially by a description of its

1. external appearance and operation.

2. gears, inner mechanisms and relationships; however the essence of the motor cannot be understood without an appreciation of a third factor, how electricity as the power source makes the motor run, which may cause gears to turn, which operate mechanisms and so forth. So it is also with power: it is force that makes organizations operate. The importance of power can be analyzed in two ways. 

1.     Necessary for Coordinated Activities: Power is required in the organization for the effective performance of activities of the people. In its absence , there may be chaos which is undesirable because

i. people become upset and insecure in the presence of chaos and

ii. chaos precludes the synergistic benefits that ate gained from effective organizations. Thus many benefits of modern organizations cannot be obtained without the viable exercise of power in some form. People may be willing to obey the power, although without nay legitimacy. It has been observed that a person may like success more than he dislikes being controlled by another’s power. 

2.     Basis for Authority and Responsibility: Power is commonly recognized as the basis for authority and responsibility. In own way, authority can be viewed as one of the perquisites of power. If the source of authority system in the form of formalization is traced, it may be found in power. For example, the dominant values of society have become of the society are nothing but power in the society which is gradually transformed into these systems. In modern organizations too, the authority system is backed by the power system. This is why some persons may have less formal authority but hey are bale to exercise more authority, but actually their exercise of authority is limited because of the power system which operates in the organization.

TYPES OF POWER

The understanding of different types of power ( also known as bases or sources of power) is important because a particular type of power is effective in a particular situation. However researchers on power do not full agreement about the sources from power is derived. It has to be derived from some where because it is not fully legitimized. For example, long back, Lasswell and Kaplan have suggested eight forms of influence: physical power, respect, rectitude, affection, well being , wealth , skills and enlightenment. “ though these forms of influence are important, these do not serve the purpose of applying power in the context of present – day organizations. Etzioni has identified three bases of power: coercive, remunerative and normative. The most important classification of power has been provided by French and Raven. According to them, there are five types of power: reward, coercive, legitimate, referent and expert.  However Bacharach and Lawler feel that French and Raven have confused bases of power with source of power which has led to overlapping. The term ‘ sources of power’ denotes from where the power holder derives his power, that is how a person happens to control his base of power: e.g. coercion, reward, etc. Based on this, they have suggested four sources of power: position personal, expert and opportunity. Nevertheless, classification provided by French and Raven is used by researchers on power. In this text, we also take that view. Different types of power are derived from different bases. Thus coercive, reward and legitimate powers are derived from different bases. Thus coercive, reward and legitimate powers are derived almost entirely from the organizations. Organizations awards these powers and these go with the positions of power holders. Referent and expert powers reside in individuals and relate to their won characteristics. Given below is the description of various types of power.

Coercive power: Coercive power is defined as the power which rests upon the application or the threat of application of physical sanctions. The physical sanctions, out of the exercise of coercive power, may be in any form depending upon the situation. Thus it can in the form of infliction of pain, deformity, or death; generation of frustration through restriction of movement; or controlling the satisfaction of basic needs such as those for food, sex, comfort or the like. In organizational situation, it may be in the form of action for or threat for dismissal, suspension, demotion or other method of embarrassment for the people. 

Reward power: Reward power is opposite of coercive influence. It is based on one’s control and allocation of material resources and rewards. This power is based on the old saying that ‘wealth is power’. In the organizational situation, this power is based on the control of salaries, wages, commissions, fringe benefits and amenities. People comply with this power because they get benefits out of compliance. Reward power may be in the form of normative power also. Normative power is based on the allocation and manipulation of symbolic rewards which may be important for the people. The symbolic rewards may be in the form of prestige, affection, esteem etc. Thus anybody who can allocate or deny these holds the normative power. It can be exercised in limited interpersonal context or in wide context. Thus it may also include manipulation of the communication system and ability to control rituals.

Legitimate Power:  Legitimate power is based an agreement and commonly held values allowing one persons to have power over another person. Such legitimacy may be either formal, as is the case with the organization, or may be informal, as is the case with social units. For example, in our culture, age has certain premium and aged people have certain binding force over others even without having any other characteristics. In organizational setting, this legitimacy is in the form of authority which is delegated to the positions of organizational members. Though a persons may derive authority from other sources in the organization, the superior – subordinate relationship is enough to comply subordinates behavior as directed, particularly in bureaucratic organizations.  

Referent Power: Referent power is based on identification. Identification is the process of learning wherein a person copies the behavior of other person whom he takes as an ideal. This may occur in the context of power also. Thus referent power is based on identification with the person who may have some form of power. The target of the influence feels attracted towards the persons having power because of his personality characteristics and tries to behave accordingly. Then this becomes the basis of power exercise. Such identification process may take place without organizational context as most of the people take somebody as ideal and behave accordingly up to a certain stage.

Expert power: Expert power is based on the famous proverb “knowledge is power’. Expert power is that influence which one wields as a result of one’s experience, special skill or knowledge. This power occurs when the expert threatens to withhold his knowledge or skill. The implication of expert power is important in the sense that this is related with the individual’s personal characteristics. Since more organizations are gradually falling under the category of high technology, they will have to utilize their services of these individuals. Consequently organizational choice of replacing these people will be limited. Since any person who is not easily replaceable has more power as compared to those who are easily replaceable, these people will have greater power over others.