Repeated uses of coercive power or repeated reliance on hard influence tactics such as pressure or coalitions could actually decrease organizational commitment levels.
An ineffective use of power can also decrease commitment levels. In particular, repeated uses of coercive power or repeated reliance on hard influence tactics such as pressure or coalitions could actually decrease organizational commitment levels.
Coercive Power: A form of organizational power based on the ability to hand out punishment.
One of the suggested guidelines for using coercive power is to
- be consistent, thoughtful, and honest about requests.
- make sure you describe the purpose of your request.
- be clear on exactly what you are offering a reward for.
- do things for others even when you are not required to do so.
- make sure the punishment fits the nature of the lack of compliance.
When using coercive power, warn people prior to giving punishment, make sure punishment is fair relative to the nature of the lack of compliance, and follow through quickly and without discrimination or bias.
Coercive Power: A form of organizational power based on the ability to hand out punishment.
Because it tends to result in negative feelings toward those that wield it, ________ power is generally regarded as a poor form of power to use regularly.
- expert
- reward
- referent
- coercive
- legitimate
Coercive power exists when a person has control over punishments in an organization. Coercive power operates primarily on the principle of fear. It is generally regarded as a poor form of power to use regularly because it tends to result in negative feelings toward those who wield it.
Coercive Power: A form of organizational power based on the ability to hand out punishment.
Coercive power operates primarily on the principle of
- agreement.
- reward.
- hope.
- fear.
- hate.
Coercive power exists when a person has control over punishments in an organization. Coercive power operates primarily on the principle of fear.
When a person has control over punishments in an organization, they possess ________ power.
- expert
- reward
- referent
- personal
- coercive
Coercive power exists when a person has control over punishments in an organization. Coercive power operates primarily on the principle of fear.
Kenya heads the nurse's staff in the intensive care ward of Alston Memorial Hospital. Her job involves ensuring that work in the ward runs smoothly, which in part means maintaining the requisite standard in hospital hygiene and patient care. Her job naturally involves the use of coercive power, which also means remembering the guideline that she should
- warn people prior to giving punishment.
- make sure to describe the purpose of each request.
- be consistent, thoughtful, and honest about requests.
- do things for others even when not required to do so.
- be clear on exactly what a reward is being offered for.
When using coercive power, warn people prior to giving punishment, make sure punishment is fair relative to the nature of the lack of compliance, and follow through quickly and without discrimination or bias.
"Follow through quickly and without discrimination or bias" is a suggested guideline for using ________ power.
- legitimate
- coercive
- referent
- reward
- expert
When using coercive power, warn people prior to giving punishment, make sure punishment is fair relative to the nature of the lack of compliance, and follow through quickly and without discrimination or bias.
The form of conflict resolution that requires the complete sharing of information by both parties, a full discussion of concerns, relatively equal power between parties, and a lot of time investment to arrive at a resolution is
- accommodating.
- collaboration.
- compromise.
- competing.
- avoiding.
Collaboration (high assertiveness, high cooperation) occurs when both parties work together to maximize outcomes. Collaboration is seen as a win-win form of conflict resolution. However, it's also the most difficult to come by because it requires full sharing of information by both parties, a full discussion of concerns, relatively equal power between parties, and a lot of time investment to arrive at a resolution.
Collaboration: Seen as both a conflict resolution style and an influence tactic whereby both parties work together to maximize outcomes.
________ happens when both parties work together to maximize outcomes, is a form of conflict resolution.
- Accommodating
- Collaboration
- Compromise
- Competing
- Avoiding
Collaboration (high assertiveness, high cooperation) occurs when both parties work together to maximize outcomes. Collaboration is seen as a win-win form of conflict.
Collaboration: Seen as both a conflict resolution style and an influence tactic whereby both parties work together to maximize outcomes.
High assertiveness and high cooperation represent the style of conflict resolution known as
- avoiding.
- competing.
- compromise.
- collaboration.
- accommodating.
Collaboration (high assertiveness, high cooperation) occurs when both parties work together to maximize outcomes.
Collaboration: Seen as both a conflict resolution style and an influence tactic whereby both parties work together to maximize outcomes.
The style of conflict resolution generally regarded as the most effective is
- avoiding.
- competing.
- compromise.
- collaboration.
- accommodating.
Collaboration (high assertiveness, high cooperation) occurs when both parties work together to maximize outcomes. Collaboration is seen as a win-win form of conflict resolution. Collaboration is generally regarded as the most effective form of conflict resolution, especially in reference to task-oriented rather than personal conflicts.
The style of conflict resolution that is considered a win-win approach is
- avoiding.
- competing.
- compromise.
- collaboration.
- accommodating.
Collaboration (high assertiveness, high cooperation) occurs when both parties work together to maximize outcomes. Collaboration is seen as a win-win form of conflict.
A collaborative conflict resolution style should be used to build
- indispensability.
- commitment.
- dominance.
- safety.
- power.
Goal Commitment: The degree to which a person accepts a goal and is determined to reach it.
Recent research shows that individuals most likely to choose constructive forms of conflict management score high in terms of
- annual earnings.
- corporate ranking.
- emotional intelligence.
- sheet intellectual capacity.
- proven leadership capabilities.
Recent research shows that individuals with higher levels of emotional intelligence are more likely to adopt constructive forms of conflict management-collaboration, as well as some varieties of compromise, competing, and accommodation.
Emotional Intelligence: A set of abilities related to the understanding and use of emotions that affect social functioning.
Collaboration is seen as a win-win form of conflict resolution.
Collaboration (high assertiveness, high cooperation) occurs when both parties work together to maximize outcomes. Collaboration is seen as a win-win form of conflict resolution. It is generally regarded as the most effective form of conflict resolution, especially in reference to task-oriented rather than personal conflicts.
A leader helps complete a task, provides required resources, or removes obstacles that make task completion difficult under the influence tactic known as
- consultation.
- collaboration.
- legitimate power.
- rational persuasion.
- inspirational appeal.
A leader uses collaboration by attempting to make it easier for the target to complete a request. Collaboration could involve the leader helping complete the task, providing required resources, or removing obstacles that make task completion difficult.