1. Organizational Behavior and Human Resource Management

2. Power and conflict Power Contrasting leadership and power
Bases of power
Dependency
Power tactics
Sexual harassment
Politics
Impression management

3. Power
Power refers to a capacity that A has to influence the behavior of B.
Power may exist but not used
There is a dependence and potential involved
Dependence means that the greater B is dependent on A, the greater is A’s power in the relationship.

4. Contrasting leadership and power
Power does not require goal compatibility
Leadership requires link between the goals and the leader
Leadership focus on the downward influence on one’s followers but power does not.
Leadership is usually used by one person whereas power can be exercised by an individual as well as groups.

5. Bases of power Formal power Personal power
Coercive power – dependent on fear
Rewards power – the opposite of coercive
Legitimate power – due t the structural position
Personal power
Expert power – influence exercised as a result of experience
Referent power – based on identification with a person who has desirable resources or personal traits

6. Dependency It is inversely related to supply What creates dependency?
Importance
Scarcity
Nonsubstituability

7. Power tactics How do people translate power bases into action??
Legitimacy –relying on authority position
Rational persuasion – presenting logical arguments and facts to demonstrate
Inspirational appeals – developing emotional commitment
Consultation – increasing the targets motivation by involving in planning
Exchange – rewarding the target with benefits or favors
Personal appeals – asking for compliance based on friendship
Ingratiation – using flattery, praise before making a request
Pressure – using warnings, repeated demands and threats

8. Sexual harassment
T is defined as any unwanted activity of sexual nature that affects am individual’s employment.
Compensations
Privileges
Physical touching
Recurring requests for dates when it is clear that the other person is not interested
Coercive threats of loosing a job if she refuses a sexual proposition

9. Politics
When people convert their power into action, we described them as being engaged in politics.
Political behavior in organizations may be defined as activities that are not required as part of one’s formal role in the organization but that influence, or attempt to influence, the distribution of advantages and disadvantages within the organization.
Legitimate political behavior – normal everyday politics
Illegitimate political behavior – extreme behavior that violates the implied rules of the game

10. What factors would contribute to political behavior?

11. Individual factors High self monitoring – sensitive to social cues
Internal locus of control – they believe they can control
High Mach personality – will to manipulate and desire for power
Perceived job alternatives
Expectations of success
A person’s investment in organization

12. Organizational factors
Reallocation of resources
Promotion opportunities
Low trust
Role ambiguity
Unclear performance evaluation system
Democratic decision making
High performance pressures

13. How do people respond to politics?
Decrease job satisfaction
Increased anxiety and stress
Increased turnover
Reduced performance

14. Impression management
Most people have an ongoing interest in how others perceive and evaluate them
The process by which an individual attempt to control the impression others form of them is called impression management

15. IM techniques Conformity – agreeing with someone else’s opinion
Excuses – finding reasons to justify
Apologies – seeking a pardon
Self promotion – highlighting one’s self
Flattery – complimenting others
Favors – doing something nice for someone
Association – enhancing or protecting one’s image by managing information about people and things with which one is associated