Short Essay Topic: Power And Influence We Discussed ✓ Solved

Short Essay Topic Power And Influenceassignment We Discussed That

Describe the relationship between power and influence in gaining organizational commitment. Your response should incorporate all elements of the “Big Six” as discussed in your readings. Provide an example to support your response. Instructions: Post a substantial essay response, with at least 2 cited sources and a minimum of 400 words, to the topic above. Cite your references IAW APA formatting standards. Reference ELO: 400-SMC:1015.13 (L201 Organizational Power and Influence) “Leadership is the process of influencing people…”. While influence might be the essence of leadership, it is not the start point. It all begins with power, the capacity an individual has to influence the attitude or behavior of others. When analyzing the application of power to gain commitment an individual must consider these areas; The sources of power (position and personal) within an organization; The correlation of power (position and personal) to compliance and commitment; The role of influence tactics (techniques) in achieving compliance and commitment; The use of emotional intelligence in influencing others; and Leadership Styles ELO 400-SMC-1015.32 (L203 Servant Leadership) Research has shown that one of the best leadership styles to provide individuals the influence they need is servant leadership. Servant leadership focuses on ethical behavior and a genuine concern for subordinates to promote enhanced individual and organizational performance. Subordinates have greater trust in their leaders and higher levels of organizational commitment when their leaders practice servant leadership.

Sample Paper For Above instruction

Introduction

The intricate relationship between power and influence plays a pivotal role in fostering organizational commitment. Leadership, fundamentally rooted in influencing others, begins with power—the capacity an individual holds to shape attitudes and behaviors within an organization. Understanding the sources of power, the application of influence tactics, and the role of leadership styles such as servant leadership is essential for cultivating a committed workforce. This essay explores how power and influence interrelate to enhance commitment, integrating the Big Six elements and supported by scholarly insights.

Sources of Power in Organizations

According to French and Raven's (1959) classic framework, sources of power within organizations are categorized into position-based (legitimate, reward, coercive) and personal-based (expert, referent) power. Legitimate power derives from formal authority, enabling leaders to enforce compliance. Reward power involves the capacity to provide incentives, motivating employees towards desired behaviors. Coercive power, though sometimes necessary, can undermine trust if overused. Conversely, personal sources such as expert power—gained through knowledge and skills—and referent power—stemming from admiration and respect—are instrumental in influencing voluntary commitment (French & Raven, 1959).

The Correlation of Power to Compliance and Commitment

Power influences whether individuals comply or commit. Compliance involves superficial adherence, often driven by position-based power, where employees follow directives to avoid penalties. Commitment, however, reflects a deeper emotional and psychological alignment with organizational goals, often fostered through personal power and relational influence (Yukl, 2013). Transformational leaders leverage personal power to inspire commitment, transcending mere compliance.

Influence Tactics and Their Effectiveness

Effective influence tactics include rational persuasion, inspirational appeals, and consultation, which are aligned with personal power sources. Rational persuasion uses factual evidence, while inspirational appeals evoke emotional buy-in—capitalizing on emotional intelligence to resonate with followers' values (Cialdini, 2007). Consultation involves engaging others in decision-making, fostering ownership and intrinsic motivation. These tactics promote genuine commitment rather than compliance alone.

The Role of Emotional Intelligence

Emotional intelligence (EI), as defined by Goleman (1995), encompasses self-awareness, self-regulation, motivation, empathy, and social skills. Leaders with high EI are adept at perceiving and managing emotions, enabling them to build trust and foster commitment. EI enhances influence effectiveness by allowing leaders to tailor their approach to individual needs and sensitivities, thereby strengthening the relational aspect of power and influence (Mayer & Salovey, 1997).

Leadership Styles and Their Impact

Leadership styles significantly shape the influence-power dynamic. Servant leadership, as highlighted by Liden et al. (2014), emphasizes ethical behavior, empathy, and a genuine concern for subordinates. This style fosters trust and psychological safety, leading to higher organizational commitment. Servant leaders use their personal power ethically, inspiring followers through service rather than coercion, thereby aligning with the Big Six elements by promoting trust, influence, and shared values.

Example within an Organizational Context

Consider a hospital administrator employing transformational and servant leadership styles. By demonstrating ethical behavior, actively listening to staff concerns, and providing mentorship (personal power), the administrator builds rapport and trust. Using inspirational appeals and rational persuasion, they motivate staff to embrace new patient care protocols. Emotional intelligence enables the administrator to recognize and address staff anxieties, reinforcing commitment. Consequently, staff exhibit higher engagement, adherence to protocols, and organizational loyalty (Greenleaf, 1977).

Conclusion

The relationship between power and influence is central to gaining organizational commitment. While power provides the capacity to influence, it is through effective influence tactics, emotional intelligence, and ethical leadership styles like servant leadership that leaders can transform compliance into genuine commitment. Recognizing and leveraging both position and personal power enables leaders to foster a committed, motivated workforce that drives organizational success.

References

• Cialdini, R. B. (2007). Influence: The Psychology of Persuasion. Harper Business.
• French, J. R., & Raven, B. (1959). The bases of social power. In D. Cartwright (Ed.), Studies in social power. University of Michigan.
• Goleman, D. (1995). Emotional intelligence. Communication News, 32(9), 3.
• Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist Press.
• Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014). Servant leadership: Development of a multidimensional measure and multi-level assessment. Leadership Quarterly, 25(1), 161-177.
• Mayer, J. D., & Salovey, P. (1997). What is emotional intelligence? In P. Salovey & D. Sluyter (Eds.), Emotional development and emotional intelligence: Educational implications (pp. 3-31). Basic Books.
• Yukl, G. (2013). Leadership in Organizations (8th ed.). Pearson.