1-Legitimate power refers to a formal type of power that comes from people in a top-level position. Such as CEO’s, Presidents and Executives. Employees will recognize their positions by following the chain of command and hierchy within the organization. Conversely, employees who possess reward power can influence other workers by enhancing their performance greatly (Garnus, Furtmuller & Guttel, 2014). In part, this can be used as a motivational factor, reward power can make employees work harder and effectively and contribute more efficiently to the organization. Reward power is the extent to which a manager can use rewards to influence other employers. Managers have the power to reward subordinates for their actions when those behaviors meet or exceed performance expectations by writing commendations or some type of bonus that includes monetary compensation.
GARAUS, C., FURTMÜLLER, G., & GÜTTEL, W. H. (2016). The Hidden Power of Small Rewards: The Effects of Insufficient External Rewards on Autonomous Motivation to Learn. Academy of Management Learning & Education, 15(1), 45–59. https://doi-
2-Legitimate power is the power that comes from one’s organizational role or position. For example, a boss can assign projects, a policeman can arrest a citizen, and a teacher assigns grades. Others comply with the requests these individuals make because they accept the legitimacy of the position, whether they like or agree with the request or not (The Power to Influence, n.d.). Examples of legitimate power include a police officer’s legitimacy to make arrests; a parent’s legitimacy to restrict a child’s activities.
Reward power is the ability to grant a reward, such as an increase in pay, a perk, or an attractive job assignment. Reward power tends to accompany legitimate power and is highest when the reward is scarce. Anyone can wield reward power, however, in the form of public praise or giving someone something in exchange for their compliance (The Power to Influence, n.d.). 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.
The Power to Influence. (n.d.). Organizational Behavior. Retrieved December 4, 2020, from https://saylordotorg.github.io/text_organizational…
3-Coercive power is known as controlling other employees through fear and punishment. Institutions and agencies must have additional punitive actions due to the wide range of individuals working for the institution or agency. The power to contain or control an individual’s actions may yet be one of the many important responsibilities of a company (More, Vito and Walsh, 2012). The reputation of the company or perhaps a police department may be on the line because of someone’s actions may reflect back to the department. If an employee is being constantly defiant and always on the sick list, then perhaps administration or a supervisor must dock their pay and threaten the employee with disciplinary actions if the behavior persists.
More, H. W., Vito, G. F., & Walsh, W. F. (2012). Organizational behavior and management in law enforcement (3rded.). Upper Saddle River, NJ: Prentice-Hall. ISBN-13: 9780135071526
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