Upon Completion Of The Required Readings Write A Thor 763384

Upon Completion Of The Required Readings Write A Thorough Well Plann

Upon completion of the Required Readings, write a thorough, well-planned narrative answer to each of the following discussion questions. Rely on your Required Readings and the Lecture and Research Update for specific information to answer each discussion question, but turn to your original thoughts when asked to apply, evaluate, analyze, or synthesize the information. Your Discussion Question responses should be both grammatically and mechanically correct, and formatted in the same fashion as the questions themselves. If there is a Part A, your response should identify a Part A, etc. In addition, you must appropriately cite all resources used in your responses and document in a bibliography using APA style.

Chapter 12 discusses five (5) types of leader power. These five types of leader power fall into two (2) broader categories: position power and personal power. (30 points) (A 2-page response is required.) Define each of the five (5) types of leader power. Discuss how each of the five (5) types of leader power impact and/or motivate followers. Which of the five types of leader power fall into the category of position power, and which fall into the category of personal power?

Paper For Above instruction

The concept of leader power is fundamental in understanding how leaders influence followers and drive organizational success. As outlined in Chapter 12, five types of leader power are identified, which are categorized into two broader dimensions: position power and personal power. These different forms of power determine the ways leaders can motivate their followers, either through formal authority or personal influence.

Defining the Five Types of Leader Power

The five types of leader power include legitimate power, reward power, coercive power, expert power, and referent power. Legitimate power derives from a leader's formal position within an organization, conferring authority to make decisions and direct others (French & Raven, 1959). Reward power is rooted in the leader’s ability to provide rewards or incentives to followers for desired behaviors, fostering motivation through positive reinforcement. Conversely, coercive power depends on the leader’s capacity to punish or penalize followers if specific behaviors are not performed, often used to enforce compliance (French & Raven, 1959). Expert power is based on a leader’s knowledge, skills, or expertise, which followers recognize and value, leading to influence through competence. Lastly, referent power arises from followers’ admiration, respect, or identification with the leader, making influence possible through personal appeal and charisma (French & Raven, 1959).

Impact and Motivation of Followers

Each type of leader power impacts followers differently. Legitimate power can motivate followers to comply due to the formal authority vested in the leader, but its effectiveness depends on legitimacy being perceived as rightful. Reward power motivates through tangible or intangible incentives, encouraging followers to perform tasks to receive rewards. Coercive power, while effective in enforcing compliance, can generate fear and resentment, potentially diminishing intrinsic motivation over time. Expert power fosters influence by earning followers’ respect and trust, often leading to voluntary compliance driven by confidence in the leader's competence. Referent power often results in high levels of commitment, loyalty, and identification with the leader, which are powerful motivators rooted in personal admiration (Yukl, 2010).

Position Power Versus Personal Power

Among the five types, legitimate, reward, and coercive powers fall under the category of position power because they originate from the leader’s formal position or role within the organization (French & Raven, 1959). Position power is based on organizational authority and positional rights. In contrast, expert and referent powers are considered personal power, as they derive from the individual’s characteristics and the personal qualities that followers perceive and value, independent of formal authority structures (Yukl, 2010). This distinction influences how leaders leverage their influence: positional power tends to command compliance through authority, while personal power fosters voluntary engagement and intrinsic motivation.

Conclusion

Understanding the five types of leader power and their categorization into position and personal power provides critical insight into leadership effectiveness. Leaders who effectively utilize a combination of these power bases can influence followers more ethically and sustainably, fostering motivation, loyalty, and high performance. While position power can be useful for maintaining order and compliance, personal power often leads to more committed and intrinsically motivated followers, which is vital for long-term organizational success.

References

• French, J. R., & Raven, B. (1959). The bases of social power. Studies in social power, 150-167.
• Yukl, G. (2010). Leadership in organizations (7th ed.). Pearson Education.
• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.
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• Hackman, J. R., & Johnson, C. E. (2013). Leadership: A communication perspective. Waveland Press.
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• Hersey, P., & Blanchard, K. H. (1988). Management of organizational behavior: Utilizing human resources. Prentice Hall.
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• Lunenburg, F. C. (2010). Leader-member exchange theory: An overview of research and practice. International Journal of Management, Business, and Administration, 13(1), 1-5.