Using Your Conflict From Discussion 7: Consider The Bases

Using Your Conflict From Discussion 7 Consider The Bases Of Power Re

Using your conflict from Discussion 7, consider the bases of power (Referent, Expert, Legitimate, Reward or Coercive) for an antagonist (e.g., person whom you would disagree with or is central to the conflict), and your potential sources of counterpower. What power tactic would you recommend (i.e., Controlling Access to Information, Controlling Access to Persons, etc.) to resolve the conflict? Please be specific in your examples.

Paper For Above instruction

The conflicts we experience within organizational settings often revolve around differing perceptions of power and influence. In previous discussions, I analyzed a conflict situation involving a senior manager (the antagonist) who exerted legitimate and coercive power to enforce organizational policies that I believed conflicted with ethical standards and employee well-being. To effectively resolve such a conflict, it is essential to understand the types of power the antagonist wielded and identify suitable counterpower strategies that promote constructive resolution.

The senior manager primarily utilized legitimate power, grounded in formal authority, and coercive power, through the ability to impose penalties or threaten job security. For instance, the manager mandated strict adherence to policies without room for discussion, threatening disciplinary actions for perceived violations. This exertion of power created a confrontational atmosphere that hindered open communication and collaboration. Recognizing these power bases is fundamental to devising a strategic response that diminishes their influence while promoting a more equitable dialogue.

Potential sources of counterpower in this scenario include expert power, derived from specialized knowledge or competencies; referent power, rooted in personal charisma or respect; and relational power obtained through alliances and social networks within the organization. For example, I could leverage my expertise in ethical compliance and organizational policy to establish credibility and influence perceptions. Similarly, building relationships with colleagues and supervisors who value fairness and transparency can enhance my relational power and provide additional leverage to counterbalance the antagonist's authority.

Among various power tactics, controlling access to information stands out as a highly effective means of resolving this conflict. Specifically, I would recommend the tactic of "controlling access to information" by providing transparency on policy compliance issues and ethical standards, thereby empowering others and reducing the unilateral authority of the manager. For instance, sharing data on employee feedback, ethical audits, or policy reviews can illuminate the broader impact of authoritative decisions and foster a collective ownership of organizational values. This approach dilutes the coercive influence by emphasizing accountability and informed decision-making.

Additionally, I would employ the tactic of "building alliances" by engaging other employees who share similar concerns and can collectively advocate for fairer policies. Establishing a coalition creates social and relational power, which can influence organizational culture and push for policy revisions. For example, forming a committee to review ethical standards and employee welfare allows for shared influence, reducing the impact of the antagonist's coercive power.

Furthermore, employing the tactic of "appealing to common goals" is strategic. By aligning my arguments with the organization’s core values—such as integrity, respect, and sustainability—I can appeal to the legitimacy that resides in organizational mission statements and shared purpose. This strategy can soften the antagonistic stance and foster a cooperative environment that prioritizes ethical standards over hierarchical authority.

In conclusion, addressing conflicts rooted in power imbalances requires a nuanced understanding of the types of power exercised by the opposing party and the strategic deployment of counterpower tactics. In the scenario described, controlling access to information, building alliances, and appealing to shared organizational goals provide practical avenues for conflict resolution. Emphasizing transparency and collective influence not only diminishes coercive and legitimate power but also promotes a culture of fairness, accountability, and ethical integrity within the organization.

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