Power often exhibits itself by a person’s ability to balance control and influence. These two aspects of power must be balanced in such a way that the leader does not seem dictatorial to those under him. However, this is not always the case and people often meet with situations where actions of brute control must be employed. They are thereby labeled as harsh, dictatorial and domineering. In such cases, leaders often risk meeting with conflict and rebellion form those under his leadership. It is however for the interest of the entire group that these harsh rules are often adopted.
Some leaders may tend to use their authority as a leader by forcing others to gain their respect and loyalty. According to Dog “the nuns and the girls in the two top grades were constantly battling it out physical with fists, nails and hair-pulling “(432) that exemplifies the negative side of leadership that may be misused by some leaders. Some people may interpret his leadership style as that of a dictator. He should however not pull back from his assertive form of leadership if it is effective in particular circumstances.
Mistakes that are made within a group are often attributed to its leadership. With this regard, a leader must be firm in the form of the decisions he makes. The manager must use all the tools within his reach to achieve the goals that have been set by him and his leadership team. One of these tactics, often the last used is the tactic of coercive leadership. Coercive leadership is a kind of administration where subjects understand that failure to perform will lead to demotion, or even get them fired. This way, they weigh the options and often follow to follow the orders given to them by their leadership.
Some people may feel that other forms of leadership yield better fruits than the coercive leadership approach. The coercive leadership process is often the last tool to be used before action is taken. Other methods that are at the exposure of the leader are the reward power method where the leader rewards those who perform and the leadership by experience that is earned with time. The necessity to use coercive leadership tactics arises during the time of crisis when every one must be pushed to deliver beyond their usual targets.
Many critics often confuse this form of management with dictatorship. This is a situation where the leader sets out laws and expects them to be obeyed to the letter. This however is not the case with coercive leadership. Coercive management often seeks to identify the most appropriate method to achieve results. It is a place to bounce back on for leaders when their company or organization fails to perform.
Coercive management also gives a sense of responsibility to the subordinates on several fronts. First, the subordinates are often allowed to choose the way they perform their duties. It is often an end-justifies –the-mean kind of leadership. The rules remain to govern them all and one has to avoid is running on the rules. Second, the subordinates feel a responsibility to address while attempting to keep their jobs and avoid punishment. Thirdly, the subordinates feel responsible for their jobs.
In this case, power often means being able to know what the right decision is. It often involves being in a position to prompt certain behaviors from people. This way, power is displayed by being able to command the way through jobs within the organization.
The method of assertiveness is often exploited to achieve whatever leaders want. Leaders often exploit this method by confronting their subordinates, setting deadlines for certain tasks and issuing orders. It is most applicable in situations of unproductive subordinates and is applied to prompt action, mostly using fear. According to Freire, ” Indeed the interest of the oppressors lie in changing the consciousness of the oppressed, not the situation which oppresses them” (178). This method is unsuitable for peers and superiors. If used against them, they may opt to work against the one issuing them. This way, the leader only prompts a conflict within the group.
One may use integration as a form of power tool. People who use this method seek help by acting friendly and polite, using flattery and being humble. This way, one can get the help needed. This method is famous among the women leaders who want to seek power both ways. They may be able to command support from their subordinates, peers and even superiors.
Rationalism is employed by the use of logic, compromise, reason and planning to change. It often leads to confidence in the leadership. This method is used with anyone within the line of direction. Superiors who want growth support the initiatives by one in order for him to keep working. On the other hand, subordinates feel good to be consulted and appreciate by supporting the initiative, plan or logic in the mind of their leader.
The leader may opt to use the exchange tactic. This tactic involves a mutual agreement between two parties. This process often requires some sacrifices from both ends. It is more than the reward process as the terms of the agreement do not term the exchange as a reward. The reward system is only practical downwards while the exchange may even be used between two independent entities. The influential method is often preferred by many people as most of its tactics have a positive light. The process may however be abused if the assertive method is used. Other influential tactics may also be used negatively especially if they are used to get a force against a development project.
In conclusion, leaders often get misunderstood when they choose the way they lead and influence others. While some leaders may abuse their positions of power, sometimes these leaders are only trying to deliver within their positions. Some methods may be positive but still be seen to emit a negative light. Others, on the other side, may be negative tactics but still be mistaken for good ones due to the rewards they bring in the short-term or for certain individuals. Leaders should however learn how to distinguish when forceful tactics are required. Forceful tactics are usually required in situations where those under one’s leadership are lazy people who are unwilling to work. Another group of people who often prompt the use of forceful forms of leadership are those who strive to minimize the contribution to distribution and instead concentrate more the rewards that result from their involvement. Such subordinates are often the few lazy individuals in the company. Powerful leaders often use more than one aspect of leadership to achieve growth. Whatever means they choose, leaders are bound to meet with conflict and difficulties from a few individuals.
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