Power/Authority in Organizational Environments
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The research provides a conceptual/theoretical descriptionof power/authority and its application in organizational environments. Important authors and researchers in this inter est area are (1) D. K. Carew, (2) C. Hardy, (3) R. J. House, (4) J. Pfeffer, (5) G. R. Salancki, and (6) D. Tjosvold. Con cepts and theories of power/authority and their applications in organizational environment have major impacts on the abilities of managers to direct organizations toward the successful attainment of missions and objectives. EXPLICATION, AND COUNTERPOINT: POWER/ AUTHORITY, AND ITS APPLICATION 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 con trary 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.1 The use of power within organiza tions is most often perceived as a practice employed by one 1L. McDermott, "HRD and Power: The Real Issue," Training and Development Journal (1985): 54 55. 1 2individual to overcome the resistance of another, as a means of attaining an organizational goal.2 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.3
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needs and desires of organizational subordinates. In this way, the superior will be in a position to either fulfill sub ordinate expectations or to explain to subordinates ahead of time why such fulfillment will not occur. Such action on the part of organizational superiors is essential, if dysfunctional organizational conflict is to be maintained at a minimum level.
One major contributing factor in the development of organ izational conflict is that of ineffective communications between superiors and subordinates within the organization. A situation which occurs all too often in organizations is that where a subordinate feels either that no one is listening or that organizational supervisors are uninterested in what is being said by subordinates.
A related situation which is also frequently found in organizations is that where subordinates feel that the organi zation 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 6listening to what they the supervisors say, without con sciously realizing t
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Some common words found in the essay are:
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Approximate Word count = 2555
Approximate Pages = 10 (250 words per page)
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