POWER
INFLUENCE
LEADERSHIP: POWER AND
NEGOTIATION
Objectives:
Hyacinth (2019)
Why Are Some Leaders More
Powerful than Others?
LEADERSHIP
The use of power and influence to
direct the activities of followers
toward goal achievement.
Organizational Power
derived primarily from a person’s
position within the organization.
Personal Power
captures that “something else.”
ORGANIZATIONAL POWER
1. Substitutability
people have alternatives in accessing
resources.
2. Discretion
managers have the right to make
decisions on their own.
FOUR (4) FACTORS
4. Centrality
represents how important a person’s
job is.
5. Visibility
is how aware others are of a leader’s
power to and position.
THE CONTINGENCIES OF POWER
It shows instances or situations that increases the
ability of the leaders to influence others
Leader’s Ability to Influence others Increases
when…
1. Substitutability
There are no substitutes for the rewards or
resources the leader controls.
2. Discretion
The leader has the freedom to make his
or her own decisions without being
restrained by organizational rules.
Leader’s Ability to Influence others Increases
when…
4. Centrality
The leader’s role is important and
interdependent with others in the
organization.
5. Visibility
Others know about the leader and the
resources he or she can provide. .
CONTINGENCY FACTORS
1. INFLUENCE AS DIRECTIONAL.
Downward - managers influencing
employees.
Lateral - peer influencing peers.
Upward - employees influencing
managers.
TWO (2) IMPORTANT ASPECTS OF INFLUENCE
2. INFLUENCE IS RELATIVE.
the absolute power of the “influencer” and
“influencee” isn’t as important as the
disparity between them.
TEN (10) TYPES OF TACTICS
MOST EFFECTIVE TACTICS
Networking
Ability
Social
Astuteness
FOUR (4) DIMENSIONS OF POLITICAL SKILLS
Personal Characteristics
Need for power
Machiavellian tendencies
CAUSES AND CONSEQUENCES OF
ORGANIZATIONAL POLITICS
Organizational Politics
Lack of participation in decision
making
Limited or changing resources
Ambiguity in role requirements
High performance pressures
Unclear performance evaluation
measures
FIVE (5) DIFFERENT STYLES IN
HANDLING CONFLICTS
1. COMPETING
high assertiveness, low cooperation
a win-lose approach to conflict management
Distributive bargaining
win-lose style with fixed pie, zero sum
conditions
Integrative bargaining
win-win style utilizing mutual respect and
problem solving
NEGOTIATION STAGES
1. Preparation
the single most important stage of the
negotiating process
2. Exchanging information
in this non-confrontational process
NEGOTIATION STAGES CONT…
3. Bargaining
one most people imagine when they
hear the term “negotiation”
ORGANIZATIONAL POWER
INFLUENCE TACTICS
HOW IMPORTANT ARE
POWER AND INFLUENCE?
SAMPLE RESEARCH STUDIES