Great job". I am wondering if you have similar analogies for referent, legitimate, and expert power as mentioned by French and Raven I would like to read your take on the remaining types.
It was easy to comprehend, and answered my question for Uni discussion board participation, so appreciate it immensely. Some books explaining of those powers is rather deference that make some students difficult to understand. Coercive Power and Reward Power Tactic Part 2 of 3 Do you understand the different types of power that can offer rewards, obedience or be used as a threat? Learn the fundamentals of the reward power and coercive power tactics.
Coercive Power Coercive power is the opposite of reward power. For example: Coercive power could take the form of a threatened strike action by a labour union; the threat of preventing promotion or transfer of a subordinate for poor performance; it could be a threat of litigation; it could be at threat of non-payment; it could be the threat to go public; and it could even be a threat of physical injury. Comparing reward power and coercive power In spite of how coercive power can have an incredible short-lived effect, it should appear fairly obvious that reward power is, according to Lewicki et al , far more likely to generate coveted results, with less close observation and control than coercive power.
Very knowledgeable presenter with a great presence. This function requires Javascript to be enabled in your browser Negotiation Newsletter Confirm. Ask an Expert. Do you understand the different types of power that can offer rewards, obedience or be used as a threat? A subtle mix of propoganda - Jul Commentator: Darin United States - Washington.
Useful Comment? Vote :. Commentator: Nina Australia - Victoria. Commentator: dammy Nigeria. Distinction between reward power and coercive power - Aug 1. Commentator: Johnny Namibia - Windhoek.
Commentator: Sarah Canada. Good Explanation - Oct Commentator: Sarrod India - Maharashtra. Reward power helps the organization retain employees for a longer period. A long-term relationship between the organization and employee is thus nurtured and developed through incentives and bonuses. Thus, retention of the employees becomes easier with the provision of reward power. With the provision of reward power, the organization is subjected to intense internal competition among employees.
The increased competition paves the way for innovative ideas and actions in the organization. Likewise, thinking out of the box becomes easier with bonuses and compensation. The employees work harder and compete to get more rewards for their work performance in the organization.
Besides this, the competing employees give birth to more innovative ideas in the organization. And innovative ideas help the organization grow rapidly. But with every advantage comes demerits as well. Following are some of the negatives of the reward system:. The employees that have been blessed to receive frequent remuneration for their performance might create anguish among passive achievers.
This resentment will affect productivity and undermine the abilities of the deprived staff. This anguish among the deprived staff might resultantly cause diminished motivation levels. Thus, an equal reward power system is necessary to eliminate unjust favoritism in the organization. The remuneration incentives in the form of reward power may become futile in the long run. The motivation may diminish with the immediate provision of the incentives.
Of course after that, I changed my driving habits and made sure not go more than five miles over the posted speed, as I did not want to relive that experience.
On the flipside, I have witnessed first hand how reward power can be quite different depending on the type of reward that is offered by leaders. For example, I remember working at KFC when I was in high school and we use to have those mystery shoppers come in on a monthly basis to rate the food, the store, and the level of service they received.
Initially, the reward was praise for getting a perfect score along with fifty dollars to the person who had helped the customer, as their name was given on the report. However, when the manager i. The reason being was that shifts ranged in number from 5 to 12 people, leaving each individual with a much smaller amount of money. You must be logged in to post a comment.
Home Blog About. Rosenblum, Coercive power is defined as the ability to control others through fear of punishment or loss of valued outcome. Penn State, An effective leader can achieve a balance between reward power and coercive power.
Comments According to Northouse , to use coercive power means to influence others to do something against their will and may include manipulating penalties and rewards in their work environment. Reference: Northouse, P. Leadership: Theory and Practice. Los Angeles: Sage Publications. Hi John, I believe the examples that you used to illustrate coercive power i. Reference Northouse, P. Leadership: Theory and practice 6th ed. Los Angeles, CA: Sage.
0コメント