Power games and power Hungry Employees.
Power games and power plays are prevalent in any organization.
People find power intoxicating; and your organization, whatever and wherever it may be, provides a perfect ground for power displays.
Why is this important to business? Answer – because often power plays interfere with smooth operation.
In business, power is defined as the ability to influence behavior in others. This article explains power plays and positions in the company, as well as points out which you should cultivate in your organization.
Actually, the above definition of power is found in everything; from politics to religion, not just business.
There are several “power” criteria:
1. Authority. Usually, authority is exhibited by management towards the employee. Management has the authority. Employees do not.
2. Rewards. This power play is used by management. The tools used are salary increases, recognitions, and promotions.
3. Charisma. This power play can be used by both, management and employees.
4. Coercive. This power play can be used by both, management and employees. It manifests in the manager who bellows out orders to his employees or union members who force management into labor concessions.
5. Expert. This power play can be used by both, management and employees.
The above power games examples are of personal power. In business, the powers that should matter are “institutional” powers. These are:
1. Goals – This is the power of the organization, and regardless of power contests that happen on the ground, the Goal of the organization is what count and decisions should be made in accordance and in context of the goal. Let’s say in soccer, while you have players that support other players, the goal is what matters.
2. Systems – The power of systems is compelling. For example, if you utilize a certain automated purchasing system which captures all purchases and disbursements by the organization, you can use this system to forbid employees and executives for going around the system and purchasing outside the system.
Institutional powers don’t belong to any one or any group. They reduce ambivalence, increase efficiency and promote continuity.
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