What power tactics can employees use to translate their power bases into specific actions and how do

Introduction Your employer may be watching and listening. Employee privacy has become a controversial issue in the field of Human Resource management as employers have more technologies available to monitor telephones, computer terminals, and voice mail. This privacy issue has been fueled by the increased use of a variety of electronic monitoring systems.

What power tactics can employees use to translate their power bases into specific actions and how do

Following each of these simple steps will get you where you want to be. By Dave Lavinsky Great leaders make all the difference. Through many years of research, trial and error, and working with companies of all sizes in numerous industries, I have identified 16 critical ways to motivate your employees.

Learn these techniques and adapt as many as possible in your business. Make employees feel they are doing something meaningful. Twenty nine percent of respondents said that doing something meaningful was the most motivating thing about work.

Money motivated 25 percent, and recognition 17 percent. Therefore, the number one way to motivate your employees is to make them feel that they are doing something meaningful.

What power tactics can employees use to translate their power bases into specific actions and how do

This might not seem quite as simple for the typical for-profit company. But this, too, is relatively straightforward. Effectively communicate and share information.

You also must consistently share new information to ensure that your employees make good decisions. You must always let employees know how the organization is progressing toward achieving goals.

Give employees clear job descriptions and accountability. It is critical that you give each of your employees clear job descriptions and accountability.

Their expected results, however, might be to answer all calls within 15 seconds or less, resulting in 90 percent customer satisfaction in telephone follow-up service.

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Only by specifying roles and expected results and accountability can you get what you want from each employee. Give and receive ongoing performance feedback. You want to replace who questions with how questions. Have—and show—faith and trust in your team.

Most humans have relatively fragile self-esteem. You must have faith in them. To achieve this, give your employees some autonomy to make decisions. Let them take ownership of challenging projects and decide how to complete them. Although it can be a challenge for almost any manager, you must let them fail sometimes and not get angry about it.

I love this quote: Provide recognition to worthy employees. Recognition is an amazing motivator. Adrian Gostick and Chester Elton authored a book called The Carrot Principle in which they discuss a study of more thanemployees that they conducted over a year period.

The study showed that the most successful managers provided their employees with frequent and effective recognition. In fact, they found that managers realized significantly better business results when they offered employees recognition in the form of constructive praise rather than monetary rewards.

Provide fair compensation and pay for the performance you seek. First, you must pay a wage that employees believe is fair compensation. Second, you must pay for performance whenever possible.Through such a perspective on power, it becomes clearer which individuals actually lead on ethics, in terms of whether their actions change the frame of reference for others and the basis of their authority (e.g., moral, political, or technical expertise).

The ability to influence the leadership skills of your team members in order to meet organizational demands is a complex element of the overall leadership development picture. Leaders are tasked with effectively guiding organizational goal achievement, while considering team member skills necessary to produce the desired output.

When power is unequal a team can try to improve the situation by using group norms that equalize the presentation of power and help to control communication.

C.) Minority Influence Ways Teams can Improve their Ability to Achieve Consensus Decision-making practical guide to translate solution into . What power tactics can employees use to translate their power bases into specific actions and how does each one work?

Research has identified nine distinct tactics of political influence. 1. Video: Positional Power: Legitimate, Coercive & Reward Power Managers require different types of power to make things happen in their organizations.

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This lesson focuses on positional power. Define power tactics. (Pages ) Employees translate their power bases into specific actions with power tactics. There are seven tactical dimensions: reason, friendliness, coalition, bargaining, assertiveness, higher authority, and sanctions.

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