1. Power and Political Behavior
Chapter 11
Power and Political Behavior

2. Concept of Power Power – the ability to influence another person
Influence – the process of affecting the thoughts, behavior, and feelings of another person
Authority – the right to influence another person 2

3. Managers strive to expand the zone of indifference
Concept of Power
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Zone of Indifference – the range in which attempts to influence a person will be perceived as legitimate and will be acted on without a great deal of thought
Zone of Indifference
Managers strive to expand the zone of indifference
Z o n e o f I n d i f f e r e n c e 3

4. Sources of Organizational Power: Interpersonal
Reward Power – agent’s ability to control the rewards that the target wants
Coercive Power – agent’s ability to cause an unpleasant experience for a target
Legitimate Power – agent and target agree that agent has influential rights, based on position and mutual agreement 4

5. Sources of Organizational Power: Interpersonal
Referent Power – based on interpersonal attraction
Expert Power – agent has knowledge target needs 4

6. Which Power is Most Effective?
Expert Power!
Strong relationship to performance & satisfaction
Transfers vital skills, abilities, and knowledge within the organization
Employees internalize what they observe & learn from managers they consider “experts” 5

7. Information Power
Information Power – access to and control over important information
Formal/informal position in communication network
Interpreting information when passing it on (the spin)

8. Criteria for Using Power Ethically
Does the behavior produce a good outcome for people both inside and outside the organization?
Does the behavior respect the rights of all parties?
Does the behavior treat all parties equitably and fairly? 6

9. Two Faces of Power Personal Power used for personal gain Social Power
used to create motivation
used to accomplish group goals 7

10. Successful Power Users
Have high need for social power
Approach relationships with a communal orientation
Focus on needs and interests of others
belief in the authority
system
preference for work and discipline
belief in justice
altruism 8

11. Sources of Organizational Power: Intergroup
Control of critical resources
Control of strategic contingencies – activities that other groups need to complete their tasks 9

12. Sources of Organizational Power: Intergroup
Ways groups hold power over other groups
Ability to cope with uncertainty
High degree of centrality - functionality central to organization’s success
Nonsubstitutability - group’s activities are indispensable 9

13. Power Analysis: A Broader View
Organizational Power
Coercive Power – influence through threat of punishment, fear, or intimidation
Utilitarian Power – influence through rewards and benefits
Normative Power – influence through knowledge of belonging, doing the right thing

14. Power Analysis: A Broader View
Organizational Membership
Alienative Membership – members feel hostile, negative, do not want to be there
Calculative Membership – members weigh benefits and limitations of belonging
Moral Membership – members have
positive organizational feelings; will deny own needs

15. Etzioni’s Power Analysis
Type of Membership
Moral
Alienative
Calculative
Coercive
Utilitarian
Normative
Type of Power
SOURCE: Adapted from Amitai Etzioni, Modern Organizations (Upper Saddle River, N. J.: Prentice-Hall, 1964), Reprinted by permission of Pearson Education, Inc. Upper Saddle River, N.J. 10

16. Kanter’s Symbols of Power
Intercede for someone in trouble
Obtain placements for favored employees
Exceed budget limitations
Procure above-average raises for employees
Place items on meeting agendas
Access to early information
Have top managers seek out their opinion 11

17. Kanter’s Symbols of Powerlessness
First-line Supervisors
overly close supervision
inflexible adherence to rules
do job rather than train
Staff Professionals
resistance to change
turf protection
Top Executives
budget cuts
punishing behaviors
top-down communications
Managers
assign external attribution blame others or environment
Key to overcoming powerlessness:
share power and delegate decision making
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18. Korda’s Power Symbols
Power – there are more people who inconvenience themselves on your behalf than there are people on whose behalf you would inconvenience yourself
Status – a person’s relative standing in a group based on prestige and deference 13

19. Korda’s Power Symbols Furnishings Time Access Size of desk
Rectangular table
Locked file cabinet
Time
Access
Who has access to you?
To whom do you have access? 13

20. Political Behavior in Organizations
Organizational Politics – the use of power and influence in organizations
Political Behavior – actions not officially sanctioned by an organization that are taken to influence others in order to meet one’s personal goals 14

21. Conditions Encouraging Political Activity
Unclear goals
Autocratic decision making
Ambiguous lines of authority
Scarce resources
Uncertainty

22. Effective Political Characteristics
What characteristics do effective political actors possess? ? 15

23. Upward Influence: the boss
Influence Tactics
Consultation
Inspirational appeals
Rational persuasion
Ingratiation
Coalition
Exchange tactics
Upward appeals
Pressure
Upward Influence: the boss
Lateral Influence:
a coworker
Downward Influence:
an employee
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24. Influence by Consultation
This new attendance plan is controversial. How can we make it more acceptable?
The person seeks your participation in making a decision or planning how to implement a proposed strategy, policy, or change.

25. Influence by Rational Persuasion
This new procedure will save us over $150,000.
The person uses logical arguments and factual evidence to persuade you that a proposal or request is viable and likely to result in the attainment of task objectives.

26. Influence by Inspirational Appeals
Getting that account will be tough, but I know you can do it.
The person makes an emotional request or proposal that arouses enthusiasm by appealing to your values and ideals, or by increasing your confidence that you can do it.

27. Influence by Ingratiation
Only you can do this job right!
The person seeks to get you in a good mood or to think favorably of him or her before asking you to do something.
Information on slides from the first two columns from G. Yuki and C. M. Falbe. “Influence Tactics and Objectives in Upward, Downward, and Lateral Influence Attempts.” Journal of Applied Psychology 75 (1990): Copyright © 1990 by the American Psychological Association. Reprinted with permission.

28. Managing Political Behavior
Maintain open communication
Clarify performance expectations
Use participative management
Encourage cooperation among work groups
Manage scarce resources well
Provide a supportive organizational climate 17

29. by South-Western, a division of Thomson Learning.
Managing Up: The Boss
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by South-Western, a division of Thomson Learning.
All rights reserved
Understand Your Boss and Her Context
Her goals and objectives
The pressures on her
Her strengths, weaknesses, blind spots
Her preferred work style
Assess Yourself and Your Needs
Your own strengths and weaknesses
Your personal style
Your predisposition toward dependence on authority figures

30. Managing Up: The Boss Develop and Maintain a Relationship that
Fits both your needs and styles
Is characterized by mutual expectations
Keeps your boss informed
Is based on dependability and honesty
Selectively uses your boss’s time and resources
SOURCE: Information on slides adapted and reprinted by permission of Harvard Business Review. From J. J. Gabarro and J. P. Kotter, “Managing Your Boss,” Harvard Business Review (January-February 1980): Copyright© 1980 by the Harvard Business School Publishing Corporation; all rights reserved. 20

31. Sharing Power: Empowerment
sharing power in such a way that individuals learn to believe in their ability to do the job! 21

32. Empowerment’s Four Dimensions
Meaning –
fit between the work role and the employee’s values and beliefs
Competence –
belief that one has the ability to do the job well
E2s
Self-determination – having control over the way one does one’s work
Impact – belief that one’s job makes a difference within the organization 22

33. Guidelines for Empowering
Express confidence in employees
Set high performance expectations
Create opportunities for participative decision making
Remove bureaucratic constraints that stifle autonomy
Set inspirational and meaningful goals 23

34. Employee Empowerment Grid
Implement Follow-up
Alt. Choice
Alt. Eval
Alt. Dev
Problem Id.
Point D
Mission Defining
Point E
Self-management
Point C
Participatory
Empowerment
Decision-Making Authority over Job Context
Point A
No Discretion
Point B
Task Setting
Alt. Choice
Implement Follow-up
Problem Id.
Alt. Dev
Alt. Eval
Decision-Making Authority over Job Content
Copyright ©2006 by South-Western, a division of Thomson Learning. All rights reserved
Amitai Etzioni, Modern Organizations, 1964, pp Englewood Cliffs: Prentice Hall. 24

35. Finkelstein: Why Executives Fail
See themselves and their companies as dominant, without peers
Have all the answers
Eliminate those not 100% behind them
Rely on what worked in the past
No clear boundaries between personal interests and corporate interests

36. Using Power Effectively
Use power in ethical ways
Understand and use all of the various types of power and influence
Seek out jobs that allow you to develop your power skills
Use power tempered by maturity and self-control
Accept that influencing people is an important part of the management job 25