Reward Power

Definition

Reward power is a type of social power where an individual or group has the ability to provide positive outcomes or rewards to others, thereby influencing their behavior. It is one of the five bases of power identified by social psychologists, and it is closely related to the concept of authority and leadership.

5 Must Know Facts For Your Next Test

1. Reward power is based on the ability to provide positive outcomes, such as promotions, bonuses, or other desirable rewards, to individuals or groups who comply with the power holder's demands.
2. The effectiveness of reward power depends on the perceived value of the rewards being offered and the power holder's control over the distribution of those rewards.
3. Reward power is often used in organizational settings, where managers or supervisors can use it to motivate employees to perform better or to achieve specific goals.
4. Reward power can also be used in interpersonal relationships, where individuals may use the promise of positive reinforcement to influence the behavior of others.
5. The use of reward power can be a more positive and constructive approach to power compared to coercive power, as it focuses on positive reinforcement rather than punishment or threats.

Review Questions

• Explain how reward power differs from other forms of power, such as coercive power or legitimate power.
  • Reward power differs from coercive power in that it is based on the ability to provide positive outcomes or rewards, rather than the ability to punish or threaten. It also differs from legitimate power, which is based on the authority granted to an individual or group by virtue of their position or role within a social structure. Reward power is more closely related to referent power, which is based on the perceived attractiveness or charisma of the power holder, but it is distinct in that it is specifically focused on the ability to provide desirable rewards.
• Describe the key factors that determine the effectiveness of reward power in influencing behavior.
  • The effectiveness of reward power depends on two key factors: the perceived value of the rewards being offered and the power holder's control over the distribution of those rewards. If the rewards are not seen as valuable or desirable by the individuals or groups being influenced, the power holder's ability to influence behavior will be limited. Additionally, if the power holder does not have control over the distribution of the rewards, their ability to use reward power will be diminished. The power holder must be able to consistently and reliably provide the promised rewards in order for reward power to be effective.
• Analyze the potential advantages and disadvantages of using reward power in organizational or interpersonal settings.
  • The use of reward power can have both advantages and disadvantages. On the positive side, reward power can be a more constructive and motivating approach to influencing behavior, as it focuses on positive reinforcement rather than punishment or threats. This can lead to higher levels of employee or individual engagement and commitment. However, the use of reward power can also have potential downsides, such as the risk of creating a culture of dependency on rewards, where individuals or groups only perform well when they are promised a reward. Additionally, the overuse of reward power can lead to perceptions of favoritism or unfairness, which can undermine trust and morale. Ultimately, the effectiveness of reward power depends on how it is used and balanced with other forms of power and influence.

Related terms

Coercive Power: Coercive power is the ability to punish or threaten others, forcing them to comply with demands.

Legitimate Power: Legitimate power is the authority granted to an individual or group by virtue of their position or role within a social structure.

Referent Power: Referent power is the influence an individual or group has due to their perceived attractiveness, likeability, or charisma.