Post A Response: Power Is The Ability To Influence Ot 582378

Post A Responsepower Is The Ability To Influence Others Either Positi

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

Entering a new organization as a fresh employee presents an essential opportunity to establish oneself as a capable and valuable team member from day one. The decision on whether to prioritize establishing competence and adding value or to focus on building relationships and networks depends significantly on the individual’s strategic approach to integration and long-term influence within the company. However, in my view, prioritizing the establishment of competence and demonstrating value on the first day is crucial because it directly shows the manager and colleagues that I am capable, committed, and ready to contribute meaningfully.

Justification for Choosing to Establish Competence and Value Added First

My primary reason for choosing to focus on establishing competence and adding value during my initial day is centered around the importance of credibility and confidence. When new employees demonstrate their skills and understanding early, they set a solid foundation for trust and respect from colleagues and supervisors (Miller, 2018). This early display of competence helps eliminate doubts about the employee’s abilities and reduces the need for constant validation or oversight as they progress. Furthermore, offering immediate contributions aligns with a proactive attitude, which is highly valued in most organizational cultures (Goleman, 2013).

Another aspect influencing my choice is the perception of commitment to the organization's goals. Demonstrating capability from the outset signals that I am prepared to support team objectives actively, which can lead to quicker integration into the team and opportunities for delegated responsibilities (Brown & Harvey, 2020). Establishing competence also enhances my confidence in handling assigned tasks effectively, creating a positive feedback loop that further cements my role within the team.

Source of Power on Day One: Information Power

On my first day, I would leverage informational power as my primary source of influence. This choice stems from the importance of understanding organizational processes, expectations, and unwritten norms early in the role (French & Raven, 1959). By actively seeking and absorbing relevant information, I can demonstrate my eagerness to learn and adapt, signaling my commitment to competence and contribution.

Utilizing informational power allows me to quickly identify key priorities, understand the managerial context, and align my efforts with organizational goals. It also provides a foundation for establishing credibility—people tend to respect and follow individuals who are well-informed and knowledgeable about their environment (Yukl, 2010). Additionally, this approach minimizes the risk of overstepping boundaries or making strategic missteps, as my actions will be informed and targeted.

Integrating Power and Early Contributions

While establishing competence through informational power is my initial focus, it naturally complements building relationships and networks in the longer term. Once I have demonstrated my capability, I can seek to strengthen connections with colleagues, managers, and other stakeholders, expanding my influence and support base within the organization (Luthans & Youssef, 2007). This balanced approach ensures immediate productivity and long-term influence, aligning with best practices in organizational behavior and leadership theory.

Conclusion

In conclusion, prioritizing establishing competence and demonstrating value from the first day of employment is vital for swift integration and credibility. Leveraging informational power provides the necessary foundation to understand the organization’s needs and contribute effectively. This strategic choice supports the development of trust, respect, and further influence, ultimately fostering a successful and impactful tenure within the organization.

References

• Brown, M., & Harvey, D. (2020). Organizational Behavior. Pearson.
• French, J.R.P., & Raven, B. (1959). The bases of social power. In D. Cartwright (Ed.), Studies in social power. University of Michigan.
• Goleman, D. (2013). Primal Leadership: Unleashing the Power of Emotional Intelligence. Harvard Business Review Press.
• Luthans, F., & Youssef, C. M. (2007). Authentic Leadership: The Path to Positive Organizations. Business Expert Press.
• Miller, D. (2018). Effective Leadership in Organizations. Routledge.
• Yukl, G. (2010). Leadership in Organizations. Pearson.