Positional Power

Definition

Positional power refers to the authority and influence an individual derives from their formal position or role within an organization. It is a form of power that is granted by the organization and is based on the individual's position in the organizational hierarchy, rather than their personal characteristics or expertise.

5 Must Know Facts For Your Next Test

1. Positional power is derived from an individual's formal position in the organizational hierarchy, which grants them the authority to make decisions, allocate resources, and direct the work of others.
2. Individuals with positional power can use it to influence the behavior and decisions of their subordinates, as they have the ability to reward or punish them based on their performance.
3. Positional power can be used to establish and enforce organizational policies, procedures, and standards, ensuring that the organization operates efficiently and effectively.
4. The level of positional power an individual possesses is often directly related to their position in the organizational hierarchy, with higher-level positions typically having greater positional power.
5. Positional power can be a double-edged sword, as it can be used to achieve organizational goals, but it can also be abused or misused, leading to resentment and resistance from employees.

Review Questions

• Explain how positional power differs from other forms of power in an organizational context.
  • Positional power is distinct from other forms of power, such as expert power, referent power, and informational power, in that it is derived solely from an individual's formal position within the organizational hierarchy. Whereas other forms of power are based on personal characteristics, knowledge, or relationships, positional power is granted by the organization and is tied to the individual's role and responsibilities. This means that positional power can be used to influence others regardless of the individual's personal attributes or expertise, as long as they occupy a position of authority within the organization.
• Describe how positional power can be used to achieve organizational goals.
  • Individuals with positional power can leverage their authority to direct the work of others, allocate resources, and make decisions that align with the organization's strategic objectives. They can use their power to establish and enforce policies, procedures, and standards that ensure the organization operates efficiently and effectively. Additionally, positional power can be used to motivate and reward employees who contribute to the achievement of organizational goals, as well as to discipline or remove those who do not comply with the organization's directives. By aligning the use of positional power with the organization's overall mission and objectives, leaders can harness this form of power to drive organizational success.
• Analyze the potential risks and drawbacks of relying too heavily on positional power in an organizational context.
  • While positional power can be an effective tool for achieving organizational goals, overreliance on this form of power can also lead to significant risks and drawbacks. When individuals in positions of authority abuse or misuse their positional power, it can foster resentment and resistance among employees, undermining morale, engagement, and productivity. Additionally, a heavy-handed approach to decision-making and resource allocation based solely on positional power can stifle innovation, creativity, and employee empowerment, as employees may feel their input and expertise are not valued. Furthermore, an over-emphasis on positional power can create a culture of fear and compliance, rather than one of collaboration and mutual respect, which can ultimately hinder the organization's ability to adapt and respond to changing market conditions. Effective leaders must balance the use of positional power with other forms of influence, such as expert power and referent power, to foster a positive and productive organizational culture.

Related terms

Legitimate Power: The power that comes from a person's formal position or authority within an organization, which gives them the right to influence others and expect compliance.

Coercive Power: The power to punish or threaten others, which is based on the ability to remove something the other person values or make something unpleasant happen to them.

Reward Power: The power to provide positive outcomes, such as promotions, bonuses, or other benefits, to those who comply with the individual's requests or directives.