Page 313 - Business Principles and Management

Unit 4

Expert power is power given to
people because of their superior knowl-
edge about the work. When workers are
unsure of how to perform a task or need
information to solve a problem, they may
turn to an expert. That person will be
able to influence behavior because of the
knowledge and skill he or she has.
Identity power is power given to
people because others identify with and
want to be accepted by them. If an em-
ployee respects a manager and wants
positive recognition from that person,
the employee will likely do what the
manager requests. Experienced or well-
PHOTO: © DIGITAL VISION. power. Those people can influence the
liked employees often have identity
work of others in the organization.

USING POWER EFFECTIVELY
An analysis of the types of power shows
Employees are willing to work that managers can influence their em-
hard when they are satisfied ployees because of position or because
with their jobs. Do employees of the rewards and punishments they
as well as managers have a control. However, those types of power are not related to leadership charac-
responsibility for increasing teristics. Employees do not grant those types of power to managers. Position
job satisfaction? and reward power come from the manager’s position in the company. If a
manager has only position and reward power, employees may do the requested
work but may not do it willingly or well.
However, expert and identity power come from employees, not position in
the company. Employees grant these kinds of power to managers they consider
worthy of it. If employees consider the manager to be an expert, they will seek
the manager’s advice and help. If employees want the approval or positive recog-
nition of the manager, they will work cooperatively and support the requests of
the manager. Both expert and identity power are related to effective leadership
characteristics.
Sometimes people other than managers have power in an organization.
Other employees can influence people’s behavior because they can control re-
wards and punishments, they are considered experts, or other employees identify
with them and want their approval. If those powerful employees support the
work of the organization, they can have a positive influence on other employ-
ees. On the other hand, employees with power can be disruptive if their needs
and goals differ from those of the organization. Employees may choose to be
influenced by those people rather than by their managers.

CHECKPOINT
Which types of power are related to effective leadership
characteristics?

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