power. The standard theory is that power is the capacity for influence and that influence is based on the. control of resources valued or desired by others.

In political science, legitimacy is the right and acceptance of an authority, usually a governing law or a regime. Whereas authority denotes a specific position in an established government, the term legitimacy denotes a system of government—wherein government denotes “sphere of influence”.

A government generally acknowledged as being in control of a nation and deserving formal recognition, which is symbolized by the exchange of diplomats between that government and the governments of other countries.

The Approach/Inhibition Theory of Power was developed by Dacher Keltner in 2003. It states that power has the ability to transform individuals’ psychological states. Most organisms have been shown to display one of the two types of reactions within the environment.

Power as a Relational Concept: Power exists in relationships. The issue here is often how much relative power a person has in comparison to one’s partner. Power as Resource Based: Power usually represents a struggle over resources.

From Crowley’s blog:

1. Enthusiasm. They express interest in others, advocate on their behalf, and take joy in their achievements.
2. Kindness. They cooperate, share, express appreciation, and dignify other people.
3. Focus. They establish shared goals and rules and a clear purpose, and keep people on task.
4. Calmness.
5. Openness.

Power might be physical, political or social. In the context of business as well, power dynamics tend to influence decisions and people transactions heavily. Coercive Power- This kind of power involves the usage of threat to make people do what one desires.

In her book, Lipkin writes about these specific types of power and why it’s important for leaders to understand what type of power they’re using.

• Legitimate Power.
• Coercive Power.
• Expert Power.
• Informational Power.
• Power of Reward.
• Connection Power.
• Referent Power.

What Is Expert Power? Expert power is the perception that a certain person has an elevated level of knowledge or a specific skill set that others in an organization don’t have. For example, the marketing director at your company may have risen to their position because of their knowledge in the field of marketing.

These factors can be quite varied. For example, some people are motivated by the desire to appear powerful….The types of social power are as follows:

• Informational. This type is the ability to rationally persuade someone.
• Expert.
• Referent.
• Coercive power.
• Reward power.
• Legitimate power.

Expert Power

They identified that there were six different forms of power that could be used to influence others: Legitimate, Reward, Coercive, Informational, Referent and Informational.

No matter how they run team, each leader usually exhibits at least one of these types of leadership power.

1. Legitimate power.
2. Information power.
3. Expert power.
4. Reward power.
5. Coercive power.
6. Referent power.
7. Charismatic power.
8. Moral power.

Anxiety and enthusiasm are direct traits of leaders who truly care. Let’s face it; you are either too worried or too excited to sleep at night. Stress, worry and anticipation help ensure our survival. …

At a basic level, leaders need power. They need the power to influence, to develop, and to enable people. All of these are fundamental to making things happen, and therefore to the ability to do the job of a leader.

Reward power is conveyed through rewarding individuals for compliance with one’s wishes. This may be done through giving bonuses, raises, a promotion, extra time off from work, etc. For example, the supervisor who provides employees comp time when they meet an objective she sets for a project.

Specifically, reward power can backfire and have an effect that is opposite of what was intended. When used improperly, reward power can inflate employees’ egos and give them an unwarranted sense of self importance, and it can breed resentment and harm morale.

Coercive power is the ability of a manager to force an employee to follow an order by threatening the employee with punishment if the employee does not comply with the order. Examples of coercive power include threats of write-ups, demotions, pay cuts, layoffs, and terminations if employees don’t follow orders.

Reward power is simply the power of a manager to give some type of reward to an employee as a means to influence the employee to act. Rewards can be tangible or intangible.

Intrinsic and extrinsic reward both have impact on employee productivity and other variable, but most of the time intrinsic reward has more impact on employee satisfaction in job, this article (Rizwan Qaiser Danish, 2015) state that, the effect of reward ( intrinsic) on task performance according to the survey is …

Reward systems exist in order to motivate employees to work towards achieving strategic goals which are set by entities. Reward management is not only concerned with pay and employee benefits. It is equally concerned with non-financial rewards such as recognition, training, development and increased job responsibility.

Effective Reward Systems When employees are motivated to work at higher levels of productivity, the organization as a whole runs more efficiently and is more effective at reaching its goals.