Summarize The 7 Bases of Power. Discuss What Contributes To “Unequal Power” In a Team
There are two broad types of power, namely personal and positional. Under these two models, there are seven bases of power, and they are expert, referent, informational, legitimate, coercive, reward, and connection (Levi, 2015). Expert power is acquired through the achievement of superior skills, knowledge, and experience, while referent power comes from influence and a position that one holds in a social class. Informational power is based on the knowledge that one possesses in a given field, while legitimate power is given to people to exert control on others. Meanwhile, coercive power involves a person in high position using fear to guide others. Reward power is evident through promotion and rewards, whereas connection power comes from one’s social ties. In teams, there can be incidences of unequal power due to differences in social status (Levi, 2015). For example, men are likely to revolt against female leadership since the rules of patriarchy dictate that men are superior to women.
What Are Some Potential Repercussions That Can Occur When There Is a Lot of Unequal Power Within A Team? Do You Think That Your Team Suffers From Unequal Power?
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When there is a lot of unequal power within a team, then there will be negative consequences. They include poor decisions due to the inability to reach consensus. Another effect is increased internal conflicts, reduced feelings of satisfaction and motivation among the team members, mistrust, and uneven communication (Levi, 2015). Failure to resolving this issue is a prerequisite factor for a dysfunctional organization. My team has no unequal power since the leadership is based on a person’s expertise in a given field, regardless of his or her gender.
Consider Your Teammates, Is There Any Person(S) On The Team That What May Be Considered “Negative” Or Dysfunctional Power And Influence? As A Leader, What Can You Do To Mitigate Negative Power Disparity And Dysfunctional Influence Tactics Within Your Team?
However, there is an individual who demonstrates a negative influence. This person continually argues that in their culture, women are not supposed to lead men. Hence, he frequently disagrees with the supervisor’s directives as she is a woman. As a leader, I can address the negative power disparity and dysfunctional influence through holding a meeting that will reinstate the values such as respect for human dignity, fairness, and integrity. Any employee found disrespecting their colleague or supervisor based on gender will go for a two-week unpaid suspension.
Define What Empowerment In A Workplace Context. How Would You Rate Your Team’s Level of Empowerment? -Are Members Empowered or is That a Lack of Autonomy? Is The Current Level Of Empowerment Appropriate? What Can a Team Leader like you do To Foster Greater Assertiveness in the Team Members?
Empowerment refers to the process of uplifting employees by sharing power and information with them. On a scale of 1 to 10, my team level of empowerment is at 8. In each department, every team member can make a contribution which the supervisor considers in the decision-making process. Besides, the human resource department allows the employees to raise any issue that they find uncomfortable. These methods are appropriate to empower the teammates, but I believe giving them more responsibilities within their fields will empower them further. A team leader can make employees more assertive by being an active listener, recognizing their efforts, having clear goals and expectations, and denying them the items deemed unfit for their work (Levi, 2015). However, one has to be sensitive to the gender and race of the followers.
Summarize The Advantages And Disadvantages Of Group Decision Making. When Are Group Decisions Superior To Individual Decisions. Out Of The Group Decision Making Approaches Identified In Table 9.1 Of The Text, Which Approach Do You Think Is Most Often Practiced Among Your Team? Is This The Most Appropriate Or Should It Be Modified?
Group decision-making has both advantages and disadvantages. The benefits include increased motivation, quality outcomes, and success, whereas the downsides consist of communication issues, increased failures, and the inability to incorporate the right knowledge (Levi, 2015). My team uses a leader oriented approach that involves a leader making decisions, assigning experts, and consulting with the members (Levi, 2015). I believe that this approach is appropriate since it reduces the time that would have been in full participation, and also the decisions made are in line with the goals of the organization.
A Problematic And Common Challenge In Group Decision Making Is The Issue Of Group Think. How Would You Assess Your Team’s Susceptibility to Groupthink?
A team should try as much as possible to avoid groupthink. I can assess whether my team is susceptible to groupthink by checking the level of agreeableness and cohesion among the members (Levi, 2015). If the teammates agree on every topic, then there is a problem.
Summarize “The Functional Approach To Leading Teams” As Described In The Levi Text. What Are The Three Ways A Team Leader Can Support Their Team? Which Of The Leadership Styles Summarized In Chapter 10 Do You Feel That You Most Exemplify? Is This Style Appropriate As A Team Player And Leader Within Your Team? If So, How? If Not, Why?
The functional approach to leading teams entails using problem-solving techniques to address issues that arise in a group. A leader will make a decision based on the maturity of members and the situation (Levi, 2015). Here, a leader provides the context of the issue that needs to be addressed and then provides direction. Next, the leader checks the internal operations by examining the cognitive, motivational, and affective factors. A leader can support their team through motivating, consulting, and educating the members (Levi, 2015). I exemplify with authoritative leadership, and it is the most effective style in a team since it allows the input of others but encourages the leader to guide the members to achieve the set goals.
According To Rogers, What Are The Characteristics of Being Humble, In Order To Be An Effective Member of the Team? What Does The Bible Tell Us About Being Humble? Do Christian Principles Align with The Principles of Being Humble According To Rogers?
Humility is an essential virtue for a team member. According to Rogers (2017), the characteristics of being humble include taking being accountable for one’s actions, being grateful and happy for others’ success, and asking for feedback. The Bible encourages people to be humble, and it asserts that the possession of this virtue brings people closer to good. One of the scriptures states that pride makes one arrogant, while humility makes them wise (Proverbs 11:12). The Christian principles align with Rogers’ perspective on humility since they assert that humility encourages learning. Rogers believes that humble people continuously learn from their mistakes and appreciate feedback from others.
References
Levi, D. (2015). Group dynamics for teams (5th ed.). Sage Publications.
Rogers, M.G. (2017 June 15). You are the team: 6 simple ways teammates can go from good to great. Scotts Valley, CA: Create Space Independent Publishing Platform
