Submitted To: Prof.

Parminder Mam
Submitted By: Nisha(5824)
Nandani(5822)
 Power in
Organizational
Behavior
Power dynamics play a crucial role in how organizations function and how
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employees interact. Understanding the intricacies of power can help navigate

the complexities of the workplace and foster more effective collaboration.
 Understanding Power
Dynamics in Organizations

1 Formal Authority
Power derived from an individual's position in the
organizational hierarchy, such as managerial roles and job
titles.

2 Expertise and Knowledge

Power stemming from an employee's specialized skills,
experience, and expertise that are valued by the
organization.
3
Networking and Relationships
Power gained through the cultivation of influential
connections and interpersonal relationships within the
organization.
The Sources of Power in the
Workplace
Legitimate Power Coercive Power
Authority granted by the organization, The power to punish or threaten
such as the power of a manager to make negative consequences, such as
decisions and assign tasks. disciplinary action or termination.

Reward Power
The ability to provide or withhold
desirable outcomes, like promotions,
bonuses, or recognition.
 Formal and Informal Power Structures
Formal Power
Power derived from an individual's official role Informal Power
Power gained through interpersonal relationships, influence,
and position within the organizational
and the ability to control information and resources.
hierarchy.

Interplay
The dynamic between formal and Navigating Both
informal power structures can shape Effective leaders understand and leverage both formal and
decision-making and organizational informal power to achieve organizational goals.
dynamics.
 The Role of Leadership in
Power Distribution
Empowerment Shared
Decision-
Making

1 2
Effective leaders empower Inclusive leadership practices
employees by delegating that involve employees in the
decision-making process
authority and fostering a
build trust and engagement.
sense of ownership.
Transparency
Accountability
4 Open communication and

3 Leaders who hold themselves

and others accountable for
transparency from leaders
can help mitigate power
their actions cultivate a imbalances and foster
culture of responsibility. collaboration.
Power Struggles and Conflict
Management
Identifying Conflicts
Recognizing power-related conflicts and their underlying
1
causes is the first step in effective resolution.

Open Communication
2 Encouraging open and honest dialogue between parties can
help surface and address power dynamics.

Collaborative Problem-Solving
3 Fostering a collaborative approach to problem-solving can
lead to mutually beneficial outcomes.
 Political Maneuvering and
Its Consequences

Strategic Thinking Reputation Management

Navigating organizational politics requires
Building and maintaining a positive
strategic thinking and a deep
understanding of power dynamics. reputation is crucial for effectively
wielding power in the workplace.

Ethical Considerations
Unethical political maneuvering can
undermine trust, damage relationships,
and hinder organizational progress.
Empowerment and Employee Engagement

Shared Decision-Making Collaborative Culture

Empowering employees to participate in Fostering a collaborative culture where
decision-making processes fosters a sense employees feel empowered to contribute
of ownership and engagement. drive innovation and success.

Autonomy and Trust

Granting employees autonomy and
demonstrating trust in their abilities can
increase motivation and productivity.
Ethical Considerations in the
Use of Power
Power should be exercised openly and w

Transparency accountability to promote trust and integrity.

The distribution of power and

Fairness
resources should be equitable
and non-discriminatory.

Power should be used to

Respect empower and support

employees, not to intimidate or
exploit them.
Leaders must be responsible
stewards of power and use it to
Responsibility benefit the organization and its
stakeholders.
 Strategies for Navigating
Power Dynamics
Build Relationships Develop Expertise
Cultivate positive relationships Continuously acquire new skills
and networks to expand your and knowledge to position
sphere of influence within the yourself as a valuable and
organization. influential resource.

Communicate
Lead with Integrity
Ef fectively
Demonstrate ethical behavior
Hone your communication skills
and a commitment to the
to effectively advocate for your
organization's values to earn the
ideas and influence decision-
trust and respect of others.
making.
Authority in
Organizational Behavior
Authority is a critical concept in organizational behavior, as it shapes the
distribution
NK of power, decision-making processes, and the overall
dynamics within a workplace. Understanding the nuances of authority is
essential for effective leadership and organizational success.
 Defining Authority
Legitimate Power Hierarchical Structure
Authority is the legitimate Authority is often tied to an
power granted to individuals or organization's hierarchical
positions within an organization structure, where higher-level
to direct the roles have more decision-
actions of others. making power.

Acceptance by Influencing Behavior

Followers Authority allows individuals to
For authority to be effective, it shape the actions and
must be accepted and behaviors of others within the
respected by those who are organizational context.
subject to it.
 Types of Authority

Coercive Authority Legitimate Authority

This type of authority is based on the
Authority that is formally recognized
ability to punish or threaten
and accepted by the organization and
consequences for non-compliance.
its members.

Reward Authority
Authority derived from the power to
provide incentives, such as
promotions, bonuses, or other
benefits.
 Formal and Informal
Authority
Formal Authority Informal Authority
Authority that arises from an
Authority that is officially
individual's personal
recognized and defined
influence, expertise, or
within an organization's relationships within the
structure and policies. organization.

Balancing Formal and Informal

Effective leaders leverage both formal and informal authority to
navigate organizational dynamics.
The Sources of Authority
Position
1 Authority derived from an individual's role or position
within the organizational hierarchy.

Expertise
2 Authority gained through specialized knowledge, skills, and
experience in a particular domain.

Relationships
3 Authority stemming from an individual's network of
connections and interpersonal influence.
Authority and Power
Dynamics
Balance
The effective use of authority requires a delicate balance to avoid abuse of
power.

Communication
Clear and transparent communication is essential for maintaining trust
and legitimacy.

Collaboration
Leveraging authority while fostering a collaborative environment is key to
organizational success.
The Benefits of Authority
Coordinated Efforts Decision-Making
Authority allows for the Authority provides a clear
effective coordination and framework for decision-making,
alignment of individual and leading to more efficient
team efforts. problem-solving.

Accountability Motivation
Authority establishes clear lines Appropriate use of authority
of responsibility and can foster a sense of purpose
accountability within the and motivation among
organization. employees.
 The Challenges of
Authority
Resistance to Change
1 Overreliance on authority can lead to resistance to
necessary organizational changes.

Abuse of Power
2 Misuse of authority can result in the exploitation of
subordinates and undermine trust.

3 Lack of Flexibility
Excessive authority can hinder the ability to adapt to
dynamic market conditions.
Ethical Considerations in
Authority
Authority should be exercised
openly and with clear
Transparency communication.
The use of authority must be
Fairness impartial and equitable among
all employees. Those in

positions of authority
Accountability should be held responsible for
their actions. Authority should

be used to
Empowerment empower and enable
employees, not to control them.
Enhancing Authority Effectiveness

Leadership Development Feedback and Continuous

Improvement
Investing in the development of
Regularly seeking and acting on
leadership skills can enhance the feedback can help leaders
effective use of authority. continuously improve their use of
authority.

Delegation and Empowerment

Selectively delegating authority and
empowering employees can foster
engagement and accountability.