Power and Authority in Organizational Environments

EXPLICATION, AND COUNTERPOINT: POWER/

The explication of the concepts and theories of power/ authority and their application in organizational environments are discussed concurrently with points of view which are contrary to prevailing theory. In this way, relevant points of contention are more easily identifiable for the reader.

Power is a concept with which organizational behaviorists have long been concerned (McDermott, 1985, Pp. 54-55). The use of power within organizations is most often perceived as a practice employed by one individual to overcome the resistance of another, as a means of attaining an organizational goal (Pfeffer, 1981, pp. 67-71). In the context of this perception, power differences are thought to create problems within organizations, because such power differences lead to the development of organizational conflicts (Tjosvold, 1985, pp. 281-293).

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by subordinates. A related situation which is also frequently found in organizations is that where subordinates feel that the organization has provided no one for them to speak to or to provide answers to their questions. In this same vein, supervisors can, and often do, assume that subordinates are not really listening to what they - the supervisors - say, without consciously realizing that an exchange of information is required in the organizational environment, as opposed to a one-sided imparting of information. Situations in which either a superior or a subordinate feels that the other is not really listening hold a high potential for the development of organizational conflict. In such situations, messages are likely to be distorted. Distortion, in turn, will likely be translated into a misunderstanding which will be manifested as organizational conflict. Another important aspect of superior/subordinate relations is the need for supervisors to make subordinates feel as if they are necessary members of the organization. In large organizations and in organizations which are highly bureaucratized, the individual in a subordinate position can easily feel no more self importance within the organizational structure than th
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Some common words found in the essay are:
Carew Blanchard, Salancik Pfeffer, Business School, AUTHORITY APPLICATION, Lawrence Lorsch, Development Journal, , Tjosvold Concepts, organizational conflict, Sciences Quarterly, development organizational, development organizational conflict, Press McDermott, hardy 1985, power organizations, unobtrusive power, resistance change, overt power, organizational environment, power authority, 1985 pp, training development journal, lead development organizational, salancik pfeffer 1974, secure preferred outcomes,
Approximate Word count = 2419
Approximate Pages = 10 (250 words per page)

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