Positional Power for Change

Describe how you are able to change the culture or core values of your organization utilizing positional power. Discuss how you would use different types of positional power to go about changing organizational values/culture. What would it look like? Use characteristics of your own personal values when answering the question. Predict the type of power dynamic you may have to navigate while instilling organizational change. How would you go about navigating the power dynamics present?

Transforming core values is critical to making meaning progress in any organizations and can be conducted using positional power. The process usually begins with a clear understanding of desired values and demeanor that one seeks to implement within the organization. It involves a clear comprehension of the behavioral description of each employee and their value to the organization. The culture is then aligned with various processes that are conducted daily.  For instance, the vision should line up with human resource processes, which focus primarily on performance management and the hiring of talented employees. Furthermore, positional power is invaluable to changing an organization’s culture by enforcing accountability while being responsible for every action. The presence of visible proponents also aids this shift in values, primarily through making it a priority for top management (Boonstra, 2018, p. 34).

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Positional power provides senior executives with a proper understanding of an organization’s cultural framework and its impact on performance. Typically, it involves the application of non-negotiable issues, which then create an imitable identity for the organization. These efforts are then measured as a way of ensuring that their effectiveness is gauged to ascertain their applicability. Positional power also espouses patients when seeking to change values in an organization. A clear rationale allows the top executives to make the right decisions while taking the staff and available resources into consideration.

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 Different types of positional power can be implemented when seeking to transform organizational values. Legitimate power originates from a manager’s position in the organization relative to other employees. Their level of seniority often means that they have a level of authority, which allows them to wield considerable influence within the organization. Legitimate power can occasion the transformation of organizational culture through changes occasioned by new policies implemented by the managers (Yoon, 2016). Their authority and charisma inspire employees who respect their position and are willing to comply with any requests made. On the other hand, reward power allows leaders to introduce change using various incentives to influence change. Reward power enables a leader to appropriately reward any subordinate who displays positive behavior contributing to an organization’s growth.

Personal values such as integrity and authenticity can be rewarded with a promotion, which then allows then to become instruments for change within the organization. This type of recognition and acknowledgment will enable employees to participate directly in changing the prevailing culture. Besides, coercive power can also be used as a punitive measure for failing to implement specific policies and failing to meet performance expectations. It is through this form of positional power that employees strive to make decisions bound to affect the organization positively.  

The legitimate power dynamic is the best option when seeking to introduce lasting change in an organization. It requires careful maneuvering during installation to ensure that top managers are capable of navigating through power dynamics. These efforts must then pass through all layers of leadership in the organization, which allows employees to pinpoint and remove outdated systems. These changes are meant to accelerate the rate of change in the organization while ensuring that employees trust in every decision made by management. Legitimate power also makes it possible to implement an innovative restructuring of the leadership structure to adapt to change. These alterations allow team members to gain an in-depth understanding of best practices while in the workplace environment while striving to establish a set of goals that aim to introduce organizational change.

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