How is power and control exercised in the work place
How is power and control exercised in the work place? Introduction The terms power and control are difficult to define, which is why it may be difficult to determine when power or control has been exercised on a subordinate in the work place. For example when someone has been persuaded to do something otherwise than what they originally planned, is it right to say that they are under power or control. ... It is also important that we distinguish the difference between the power that may occur in the work place to the power that occurs in wider society. In an organisation power and control may only be awarded through acceptable levels of authority such as manager to subordinate as opposed to a power that may have been obtained via fear of unfair leverage. One definition of power By Robert N. McMurry states ‘I define power as the capacity to modify the conduct of other employees in a desired manner, together with the capacity to avoid having one’s own behaviour modified in undesired ways by other employees’ (Power and the ambitious executive by RN McMurry). ... McMurry I will be looking at other theorists such as Steven Lukes and French and Raven to gain an insight on their ideas of power and control in the work place and how it is exercised. Before we can define how power and control is exercised in the workplace, it is necessary to identify the different types of power and the different methods of control that can be found in an organisation. In society there are two extremes of power that can be found, from legitimate power down to a more coercion form of power. With legitimate power there is a higher use of rewards rather than use of threats and a general acceptance by those under power. This is the sort of power that would be desired by most, as it involves little conflict and is likely to produce better results. Coercion power involves a higher use of sanctions by those in power and a higher level of resistance by those under power; it can involve force and violence. Although witnessing or being subject to a form of coercion power in an organisation is highly unlikely due to legislations that are in place to protect employees and also the fact that employees may not stand for the treatment. Manipulation and compulsion are forms of power that can be found in an organisation that would be undesirable to subordinates. It is also possible to define power found in an organisation on three different levels, Processual, Institutional and organisational. Processual power, views power as negotiation and bargaining. It also sets that a manager can’t just give orders but can only use their power as a back up after strategic action has been taken.