Power can be defined as “The
capacity to influence and control other people’s behavior
then others are act in accordance with wishes of the one who gives
the power”
Power can be affected to change an individual or group in some way.
Power may or may not be suitable, and power may not depend on
person’s organization position.
In 1959, social psychologists John R.P. French and Bertram H. Raven
were introduced five forms of power concepts and how the different
forms of power affect a person’s leadership and success. French-
Raven’s power concepts introduced with observance of the level of
observability and the extend to which the power is dependent on
structural conditions.
Five forms of Power
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Coercive Power
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Reward Power
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Legitimate Power
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Referent Power
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Expert Power
1.Coercive
Power
In this form of power means that someone is forced to do something
against their will. Most of time this form of power is abused.
Coercive power may lead to unhealthy behavior and dissatisfaction at
work places. As per illustration of French and Raven, the main
objective of coercive is compliance. Leaders who are use coercive
power in a coercive manner such as withholding reward of expertise
,threaten for social exclusions may have to believe their leadership
is in a threat like dismissal or demotion.
-
Reward Power
In this type of power, the person who has ability to delegate matters
or work to other people , that matters or works do not wish to do by
the person. In the organization managers have possibility to value or
reward their subordinates, who has shown good results in a positive
way, and the most popular way for awarding is promotions or
compliments.
The reward power can be weakened due to the ;
If sometimes the reward are not accepted others because each of them
level of expectation can be vary according to works that are
delegated by the authority.
Another point is rewards are need to be bigger than the previous
time. Despite the same hard work for same procedure and also
employees become over fulfilled with rewards when the organization
practice the rewarding system regular y. This may lead to lose of
employee effectiveness.
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Legitimate Power
This form of power is usually based on a role. This power gives the
ability to link certain feelings of obligation or notion of
responsibility to the management. In this type of power can be seen
rewarding and punishing employees. As a legitimate part of the formal
or appointed leaders. Most of organization’s managers are execute a
certain degree of reward and punishments. Employees are traditionally
obey the person with power, which is solely based on their position
or title and this power can be easily be overcome as soon a if
managers loses their position or title .
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Referent Power
The leaders who have this type of power, they are ability to
administer to someone a sense of personal acceptance or approval.
This leaders are consider as a role model. This form of power
emanates from a person that is highly liked and people identify
strongly with them in some way. This leaders received good
appreciation from their environment.
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Expert Power
Expert power is based on high-depth of information, knowledge or
expertise. If leaders have this form of power they are highly
intelligent and they trust in their power to fulfill organization’s
roles and responsibilities. The leader who have this form of power,
they will be able to combine the power of reward in the right way.
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