Which of the following is a guideline for managers for the ethical use of legitimate power?
The Ethical Use of PowerPeople are often uncomfortable discussing the topic of power, which implies that somehow they see the exercise of power as unseemly. On the contrary, the question is not whether power tactics are or are not ethical; rather, the question is which tactics are appropriate and which are not. The use of power in groups and companies is a fact of organizational life that all employees must accept. In doing so, however, all employees have a right to know that the exercise of power within the organization will be governed by ethical standards that prevent abuse or exploitation. Show
Several guidelines for the ethical use of power can be identified. These can be arranged according to some of the previous bases of power that we discussed. Several techniques, summarized in Table 4.2 are available that accomplish aims without compromising ethical standards. For example, a manager using reward power can verify subordinate compliance with work directives, ensure that all requests are both feasible and reasonable, make only ethical or proper requests, offer rewards that are valued by employees, and ensure that all rewards for good performance are credible and reasonably attainable. Table 4.3 The Ethical Use of Power
Original Source: adapted from Gary A. Yukl, Leadership in Organizations, 8th edition 2013 (Englewood Cliffs, N.J.; Pearson), pp. 44–58. Even coercive power can be used without jeopardizing personal integrity. For example, a manager can make sure that all employees know the rules and penalties for rule infractions, provide warnings before punishing, administer punishments fairly and uniformly, and so forth. The point here is that managers have at their disposal numerous tactics that they can employ without crossing over into questionable managerial behavior. In view of the increasing number of lawsuits filed by employees for harmful practices, it seems wise for a manager to consider his behaviors before acting; this will help ensure the highest ethical standards. In this position, the person can see all entrances to the room and is seated against a wall. Because of this, they are said to be the center of attention and thus in the power position. Our meaning here refers to your ability to use conscientious techniques that can lead to personal and professional organizational growth; these also happen to be the characteristics needed for career success. Techniques that may help increase your power position at work include the following:
Source: Luthans et al., (2007). The Ethical Use of PoliticsSimilar to power, there is not inherent good or bad in politics. Politics in organizations cannot be eliminated. Yet to some extent, the negative aspects of it can be neutralized if managers carefully monitor the work environment and take remedial action where necessary. Several strategies can be identified that can help manage organizational politics. As shown in Table 4.3, four basic strategies can be used (Beeman & Sharkey, 1987). First, managers can try to reduce interpersonal or intergroup competition by using impartial standards for resource allocation and by emphasizing the superordinate goals of the entire organization—toward which all members of the organization should be working. Similarly, efforts can be made to reduce the uncertainty in the organization through clarifying job responsibilities, bases for evaluations and rewards, and so forth. The less ambiguity in the system, the less room there is for dysfunctional political behavior. Third, managers can attempt to break up existing political fiefdoms through personnel reassignment or transfer or by changing the reward system to encourage interunit cooperation. Finally, managers can work to prevent the development of future fiefdoms through training programs, selection and promotion, and reward distribution. To the extent that employees see the organization as a fair place to work and to the extent that clear goals and resource allocation procedures are present, office politics should subside, though not disappear. In organizations where politics prosper, in fact, you are likely to find a reward system that encourages and promotes such behavior. The choice is up to the organization. Table 4.4. Limiting the Effects of Political Behavior
Original Source:: adapted from “The Use and Abuse of Corporate Politics,” by Don R. Beeman and Thomas W. Sharkey. Reprinted from Business Horizons, March–April 1987 by the Foundation for the School of Business at Indiana University. Adapted Works“Power and Politics” in Organizational Behaviour by OpenStax is licensed under a Creative Commons Attribution 4.0 International License. “Power and Politics” in Organizational Behaviour by Saylor Academy and is licenced under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 Unported License without attribution as requested by the work’s original creator or licensor. ReferencesBeeman, D. & Sharkey, T. (1978). The uses and abuses of corporate politics. Business Horizons, 25–35. Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Leadership Institute Faculty Publications. Paper 11. http://digitalcommons.unl.edu/leadershipfacpub/11 What is legitimate power in management?Legitimate power is the formal authority given to a person within an organization. Because it comes from a position or job title, legitimate power is a form of positional power. In any efficient system, there are different levels of power. This creates a sense of order and adds structure to the working environment.
Which of the following describes legitimate power?Which of the following describes legitimate power? It is agreed that people in certain roles can request certain behaviors of others.
What is legitimate power quizlet?Legitimate Power. This is when a person in an organization is allowed to require certain behavior from their subordinates because of the official position that they hold.
Which of the following is another name for the legitimate power granted through the organizational hierarchy?Legitimate power is also known as positional power. It's derived from the position a person holds in an organization's hierarchy.
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