POWER. The most important and unyielding condition of management isn't human relations, communication skills or employee empowerment, but power. POWER. Defined as the ability to influence and produce a desired effect on other individuals without having one's own behavior modified in any undesired way by other individuals. On one hand, some people view power as being limited in amount, kind of like a pie, with constant conflict about who gets the largest slice. On the other hand, people view it as open-ended, having no limits, except those imposed by the situation. The latter may be the more reasonable way of viewing power. Unfortunately, power can lead to exhibitionism. A supervisor, for instance, can use power just to show that power
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Next, a private meeting takes place between the employee and the supervisor discussing the facts surrounding the attendance abuse. At the conclusion of the meeting, the consequences would be mentioned should the behavior not change. Coercive power is being employed here. Your message is simply for the person to change and conform to the organization's attendance policy or suffer further disciplinary action. Finally, coercive power is never to be undermined. This undermining happens when supervisors attempt to ignore undesirable behavior in employees, not follow-through with warnings or simply play favorites.
(2) AFFILIATION POWER: Employees perceive front-line supervisors to have the right affiliations or connections with influential individuals to get things done more effectively within the organization.
HOW IS IT USED: A department supervisor, remember, has limited power, but if he or she knows how to work through upper management to get things then their perceived affiliation with that group generates added influence in the eyes of subordinates and peers. This power base is sometimes used when employees request special consideration or request (for instance, leave of absence, extended vacation time) beyond the organization's written rules and regulations. If the employee is deserving of it, the supervisor should use their influence to have the special situation granted. This might,