March Newsletter – If you cannot do great things, do small things in a great way – Napoleon Hill. What are you great at? Believe in yourself, many of us are experts in or great at something, but just don’t believe it. Remember you can’t know everything, so an expert is not a person that knows everything. Some want money and others want power themselves, some just want to be noticed. In filling out hi… If it is fear then this can only create a certain level of quality output for so long. All Rights Reserved. Although this is not a long term solution, at times managers can use this to meet strict deadlines or in times of an emergency. The remaining two types,expert and referent power,are personal powers. For security, use of Google's reCAPTCHA service is required which is subject to the Google Privacy Policy and Terms of Use. People! Moreover, repetitive use of this power can decrease its effectiveness of rewards to the recipients. (The names and details of all the cases that follow have been disguised.) The need for power is the desire within a person to hold control and authority over another person and influence and change their decision in accordance with his own needs or desires. This kind of power depends more your personal skills. However, too much dependency on legitimate power can be harmful. However, there are some practical problems when using this type of power. Magazine Premium created by c.bavota. About six years ago, Ken Briggs was promoted to a managerial position at headquarters, where he was responsible for sales-people who serviced his company’s largest accounts. The result of the survey identified five major sources of power, referred to as French and Raven’s Five Bases of Power. These people are strong leaders and can be best suited to leading positions. Coercive, reward and legitimate power can be categorized in the formal power category. McClelland defines the need for power (nPow) as a desire for "power either to control other people (for [one's] own goals) or to achieve higher goals (for the greater good)," and describes people high in this trait as seeking "neither recognition nor approval from others - only agreement and compliance."[1]. Leaders with charismatic personality can use their charm and charisma to get the best out of the employees. Remember, power can be used for many purposes, to lead and direct and to influence and negotiate. Required fields are marked *. The ability to influence people with threats and punishments is referred to as coercive power. Your email address will not be published. Think carefully about how you use your power. As one doesn’t need to do anything to earn this type of power, leaders tend to misuse this power. One other difficulty with reward power is that every person has different wants and needs and one type of reward will not satisfy all team members or employees. For example, the CEO of the company gets the power to control the company’s resources simply because of his/her position. Managers can use legitimate power in the event of an emergency in order to make the employees function at their optimal. Managers can use legitimate power in the event of an emergency in order to make the employees function at their optimal. If a manager can build a strong relationship with the employees, it helps him/her to bring the best out of them as well. Essentially the way a person behaves or reacts to someone in a position of power can be out of respect or fear, such as the fear of disappointing or being fired. Continual use of this power will only alienate team members and cause them to leave the organization and in the process be a very unhappy person. So, instead of depending solely on legitimate power, you should use your natural leadership skills for controlling or leading people. May Newsletter – This May we ask you… Are you valuing your greatest assets? Excessive dependency on this type of power can be harmful as well. The ability to influence others using your skills, knowledge and expertise on a particular domain is referred to as the expert power. The final decision regarding these matters is generally taken by the board of directors or executive team. One good thing about this type of power is that it is not dependent on your formal position. However, too much dependency on legitimate power can be harmful. It can be an intricate and difficult process to determine what rewards best motivate each employee and in some cases you just may not be able to offer the reward. If you agree to these terms, please click here. Rewards can come in different forms, such as a salary increase, awards, promotion, training opportunities or a tour package at the company’s expense. Consider the case of Ken Briggs, a sales manager in a large U.S. corporation who joined one of our managerial workshops. What does it mean when we say that a good manager has a greater need for power than for achievement? The need to enhance their self esteem and reputation drives these people and they desire their views and ideas to be accepted and implemented over the views and ideas over others. Of the five major sources of power, some derive from formal designation, while others come from personal qualities. Let’s take a close look at the five major types of power: Also known as positional power, this kind of power derives from the formal position of a person in an organization. Put a comment below to let us know. So, in order to use this power consistently, you should keep on enhancing your skills. How did it go? However, if used properly, it can be quite effective. Tips on Using the 5 Different Types of Power in Management. Using your power is not all about how you lead your team but also how you interact with and influence other people such as sponsors and stakeholders. An important tip about using your expert power is that you have to have confidence in your abilities and knowledge, if you do not show confidence in yourself your expert power, well, has less power. For effective project management, you should use each of these five types of power at the right opportunity of using them. Need for Power The achiever prefers to work alone or with other achievers. People follow leaders because they have power and because people follow them, the leaders get the power to lead.