A511.3.3.RB_DiazBrian

Reflecting on this week's readings confirmed just how little I actually knew about power and influence.  I learned that there are two general ways to classify power.  Power can be distinguished between position power and personal power.  Yukl (2013) defines position power as the "potential influence derived  from legitimate authority, control over resources and rewards, control over punishment, control over information, and control over the physical environment." (p.193).  In my organization when I think of position power, I think of the president of my organization.  Yukl (2013) defines personal power, as the "potential influence derived from task expertise, and potential influence based on friendship and loyalty." (p.193)  I can relate to personal power better than I can to position power because at this stage in my career I have not had an opportunity to influence the actions of others in a work related environment.  But how is power acquired?  How is it lost?

Yukl (2013) notes "Power is not a static condition; it changes over time due to changing conditions and the actions of individuals and coalitions.  How power is gained or lost in organizations is described in social exchange theory, strategic contingencies theory, and theories about institutionalization of power." (p.193).  And so we are reminded that the one true constant in leadership, organizations, and in life, is change.

As conditions change, power changes.  As time goes by so do the individuals who hold power and are responsible for influence.  Yukl (2013) indicates that "Studies on the consequences of leader power are inconclusive, but findings indicate that effective leaders have more expert and referent power than less effective leaders, and they rely on their personal power more than on their position power." (p.195).  I would agree.  For example, if a military campaign is being launched, is the military going to rely on personnel that has no prior combat experience?  Would they send a captain to do a general's job?  Not likely.

Through our readings I learned how legitimate power can be used effectively.  Some ways to achieve this are by:
 Making polite and clear requests; explaining the reason for such a request; not exceeding your authority; verifying authority if needed; following proper channels; following up to verify compliance; and insisting on compliance if appropriate.

Yukl (2013) writes "The type of behavior used intentionally to influence the attitudes and behavior of another person is usually called influence tactic." (p.187).  The different types of influence tactics described in or text are impression management tactics, political tactics, and proactive tactics.  Impression management tactics are intended to influence individuals to like the agent or have a favorable view of them.  Political tactics are used to influence organizational decisions for the benefit of an individual or a group.  Proactive tactics have an immediate objective that someone wants carried out.  Some additional forms of influence tactics are rational persuasion, apprising, collaboration, and personal appeals.  These tactics are used in organizations to achieve certain measures, goals, or agendas.  One of the most effective ways to  use tactics is to combine them.  By combining them you are more likely to be successful in achieving your desired outcome.

Personally, the power that I bring to my work place is positivity.  I try to maintain  my positivity in the hope that it becomes contagious.  I want to be able to influence others by having a good attitude, making others smile, and building relationships based on caring.  I think if I want to be a good leader I should be personable, relateable, and sincere.  I want my experiences with my colleagues to be constructive.  No one wants to support or assist an individual who is always negative.  For example, my sister-in-law and I do not get along.  I find the way she treats others and the manner in which she conducts herself deplorable.  She is constantly playing the victim when she feels she has been "wronged".  We were recently out to dinner and I was so embarrassed by the way she treated the wait staff.  The service was more than acceptable (I should know I was a waiter for ten years).  However since she received her meal last, and didn't care for her food, it was a conspiracy.  I am just glad the majority of her remarks were made towards us not the poor waiter.  I was raised to treat others as I would like to be treated and I think in organizations, sometimes we can forget this value.  I for one hold my values in high regard and refuse to (even if I feel wronged) lower my expectations of myself if something out of my control occurs.  

I have not yet had the pleasure to experience a high quality LMX situation in my workplace but I welcome the opportunity with open arms.  I want to put my self in a position to be trusted by my organization and possibly have this type of participatory role with a member of my company in order to develop my skills and grow into a larger role.  An exchange relationship of this nature could have a major impact on my future as a benefit to my company.

Yukl, G. A. (2013). Leadership in organizations (8th ed.). Boston: Pearson.