Organizations are made up of people holding various positions. Depending on their positions, those in leadership positions exercise power over other people in varying degrees. This has given rise to various types of power such as expert power, legitimate power, referent power, coercive power, and reward power ( Lunenburg, 2012) . Each of these types of power has a different source within the organization.
The source of the legitimate power comes the individual’s position and role within the organization. Individuals with a higher position within an organization have greater power in that organization ( Lunenburg, 2012) . For example, a manager in an organization derives his or her power from his or her management position within the organization. Expert power is derived from unique knowledge and expertise that an individual holds within the organization ( Lunenburg, 2012) . The special knowledge and expertise of a person give that person power in that organization. Such a person may not be easily dispensed from the organization due to his knowledge.
Delegate your assignment to our experts and they will do the rest.
The referent power is associated with the relationship. The source of referent power is the relationship that an individual builds with fellow workers within an organization. For instance, an individual who is charismatic trusted and admired within an organization easily obtain referent power within that organization ( Lunenburg, 2012) . In contrast, coercive power is associated with threats, intimidations, and punishments. Individuals in leadership positions within an organization obtain coercive power from the position they hold that gives them the ability to punish others. Giving a threat from a position of leadership is a source of cohesive power.
Lastly, the reward power is associated with incentives and rewards. For example, an individual within an organization that has the ability to allocate rewards as well as incentives for other individuals within the organization obtains a reward power in that organization ( Lunenburg, 2012) . People who influence anyone who obtains a reward within the organization have the power to influence the behavior of other people within that organization.
References
Lunenburg, F. C. (2012). Power and Leadership: An Influence Process. International Journal of Management, Business, and Administration, 15(1): 1-9
