Power is one’s ability to control their environment. It gives one control and influence over those that surround him. Power is the ability to balance these two qualities to yield development within their jurisdiction and without. The best kind of power makes more use of the influence ability than the control ability to get results. However, sometimes control is essential for proper running to take place.
Often, when a leader employs the control perspective of leadership, they may be misunderstood. Some people may interpret his leadership style as that of a dictator. However, it is amongst the most important aspects of power and failure to use it may lead to laxity and a dragging economy where applicable. Good leaders often consult widely yielding to the control mechanism of management so as to produce in the middle of the conflict.
Often, when in a dilemma, the community seeks the intervention of the leader in the form of decisions. The leader often the full responsibility of the organization he is leading. All the mistakes done by his subjects eventually count as his own in some way. 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 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 is the reward power method where the leader rewards those who perform and the leadership by experience that is earned with time. The coercive method has, however, to be used to ensure that results are obtained. It is best utilized combined with other aspects of power aspects or as a last resort.
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.
Another aspect of leadership is that of using influence. It would be defined as a form of leadership by example. It is exercised by motivating others to work towards the growth of the community or organizations. Various methods are used to exhibit this form of management. However, a wise leader knows which one to use at the rightful time.
First, there is the method of using assertiveness to obtain whatever the boss wants. In this process, the manager may use verbal confrontation, nagging, setting deadlines, and giving orders to get results. Often, this method is most suitable in situations where the person using it is using it against subordinates. 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.
Second, 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.
Third, one may use rationality to influence. Rationality is the capacity to use logic, compromise, reason and planning to change. This way, the leader can get a vote of confidence by others. 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.
Fourth, 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. This method may be used between any two parties within and without the organization.
Fifth, the influential leader may opt to use the method of upward appeal. This process frequently engages seeking for intervention from those who are up in the chain of leadership. It is only for the superiors and is usually sufficient in democratic systems.
Finally, leaders may want to employ the coalition formation tactic. In this method, peers often seek support from each other in doing a mutually beneficial activity. The process usually dictates the terms of the coalition so that each party understands what they gain from the endeavor. This method may be used between peers or 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 with 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.
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