Power and Influence in the Workplace

Power and Influence in the Workplace

• Power is essential for navigating organizational dynamics effectively
• Expert Power stems from knowledge, skills, and expertise. It is crucial but not sufficient alone
• Reward Power involves offering valuable incentives (bonuses, promotions, etc.) in exchange for cooperation or compliance
• Referent Power arises from respect, admiration, and trust from others. It's not tied to a position
• Positional Power comes from formal authority or hierarchical position in an organization
• Coercive Power relies on threats or punishment to gain compliance. However, it can be detrimental to the long-term work environment, often leading to decreased morale and high employee turnover. It should be used sparingly.

Perceived Generosity and Social Status

• Perceived generosity signals caring for others' well-being and fosters trust, admiration, and respect
• Establishing generosity leads to increased social standing in work environments
• Generosity helps create positive coworker relationships and makes individuals attractive for leadership roles
• High self-monitors are skilled at adapting their behavior to suit social contexts. They are adept at acquiring elevated social standing in group settings

Gender Disparities in High-Level Organizational Positions

• Women are underrepresented in high-level organizational positions
• Research points to bias and discrimination (unconscious and conscious) as significant barriers for women's advancement
• Women often view power-related goals differently compared to men. Women tend to place less importance on power-related goals than men.
• Differences exist in how men and women perceive power and leadership roles. These perceptions might influence whether women actively pursue high-powered positions

The Role of Emotions and Gender in Negotiations

• Displaying anger during negotiations can signal seriousness and unwillingness to compromise, potentially leading to favorable outcomes
• Displaying happiness, however, can sometimes result in exploitation by the counterpart, where the counterpart may profit from the assumed lack of resistance.
• Women are often socialized to suppress anger, which contrasts with men, who may be more likely to be perceived positively when expressing anger
• Understanding gender differences in emotional expression is key for effective and successful negotiations

The Power of Nonconformity and Status

• Nonconformity, or deviating from social norms, can signal status and power, but often comes with social costs (criticism or exclusion).
• People perceive nonconformity as a sign of confidence and higher status.
• Nonconformity is perceived more favorably when it's intended (deliberate) and not accidental or due to ignorance
• These perceived status gains from nonconformity can positively impact an individual's perceived influence or status.

Prosocial Norm Violations and Social Hierarchies

• Power can be achieved by violating (minor) norms that benefit others.
• This demonstrates autonomy, confidence and a prioritization for the group's well-being

Power and its Effects on Empathy

• Power can hinder perspective-taking and empathy.
• Individuals in positions of power often experience a reduced capacity to understand others' viewpoints and experiences
• When individuals do experience powerful positions, they may not instinctively or immediately consider other people's feelings or perspectives

Power and the Illusion of Control

• Power can lead to an inflated sense of control, leading people to overestimate their influence on events
• Power holders may be prone to taking excessive risks, making poor decisions

Power and the Tendency to Ignore Advice

• Individuals in positions of power are less likely to seek or value advice from others (especially if it directly contrasts with their position or status)
• Power holders often have a high degree of confidence that their own judgment and decision-making is superior than that of others.
• This lack of openness to varied advice can harm decision-making processes within organizations or communities.