Post A Response: Power Is The Ability To Influence Others

Post A Responsepower Is The Ability To Influence Others Either Positiv

Post a Response Power is the ability to influence others either positively or negatively. In general, power is neutral until used. Managers want employees to perform at a high level even on the first day of work. Employees often miss the opportunity to demonstrate their skills because they don't feel they have anything to contribute even though they are qualified for the job. Examine the two areas managers want employees to contribute to on day one and the source of power they can use to demonstrate this skill: Establish competence and value added.

The power base is position power and personal power. Build strong relationships and networks. The power base is informational power and connection power. Respond to the following. For this discussion, imagine you are a new employee.

Which area would you choose to work on first: establishing competence and value added or building strong relationships and networks? Why did you choose this area? Then identify the specific source of power you will use on the first day: position, personal, information, or connection? Why did you choose this source of power?

Paper For Above instruction

Introduction

In the context of organizational behavior and leadership, understanding the sources of power and how they influence workplace interactions is crucial, especially for new employees aiming to make a positive impression from day one. Power, whether derived from formal authority or personal qualities, can significantly impact a new employee's ability to contribute effectively. This paper explores the strategic choice between establishing competence and adding value versus building relationships and networks, as well as the selection of the appropriate power source to maximize influence early in a new role.

Choosing the Focus Area: Establishing Competence and Value Added

As a new employee stepping into an unfamiliar environment, the initial focus often involves demonstrating one's competence and willingness to add value. Establishing competence involves showcasing skills and knowledge relevant to the role, which helps build credibility and confidence among colleagues and supervisors. Conversely, building strong relationships fosters trust and collaboration, which are also vital for long-term success.

However, from an immediate impact perspective, emphasizing competency and value adds priority on day one because it directly addresses the fundamental expectations of performance. By demonstrating expertise and a proactive attitude toward contributing to organizational goals, new employees can quickly establish themselves as capable team members. This approach not only encourages trust but also positions the employee as a reliable resource, facilitating smoother integration into the team.

Why Prioritize Establishing Competence?

Prioritizing competence allows a new employee to create a foundation of credibility, which is essential before relying heavily on interpersonal relationships. As Meyer and Allen (1997) highlight, perceived competence significantly influences others’ trust in an individual’s abilities. Moreover, demonstrating value addition—such as offering innovative ideas or streamlining processes—can differentiate a new employee from peers who may be more reserved initially. This proactive stance communicates dedication, eagerness, and readiness to contribute meaningfully to the organization’s objectives.

Furthermore, establishing competence early can support the development of relationships subsequently. Once colleagues recognize an employee’s capabilities, they are more likely to engage and collaborate willingly, facilitating deeper networks over time (Kozlowski et al., 2000).

Selecting the Power Source for Day One: Personal Power

Given the context, the most effective power source a new employee can leverage on the first day is personal power. Personal power stems from individual qualities such as expertise, confidence, and interpersonal skills. Specifically, demonstrating competence and initiative invokes personal power because it is rooted in the employee’s own abilities rather than organizational position or external connections.

Choosing personal power aligns with the goal of establishing credibility swiftly. Since the employee’s formal authority is limited, relying on personal power—such as displaying expertise through effective communication or problem-solving—can create a positive impression. It fosters trust and admiration from colleagues, which are essential for building influence informally before formal position-based authority is fully recognized (French & Raven, 1959).

Conclusion

In conclusion, as a new employee, focusing on establishing competence and adding value should be the priority in the initial days. This strategy leverages personal power, rooted in expertise and confidence, to build credibility and trust. By doing so, the employee lays a strong foundation for future influence and relationship-building, ultimately contributing to both individual success and organizational effectiveness.

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