Reward Power

Definition

Reward power is a form of power in interpersonal relationships and organizational settings, where an individual or entity can influence others by controlling access to desirable rewards or resources. It is a key concept in understanding leadership emergence and political behavior within organizations.

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 desirable assignments, to those who comply with the power holder's wishes.
2. The effective use of reward power can lead to increased motivation and commitment from subordinates, as they are incentivized to perform well to receive the desired rewards.
3. Individuals with reward power may use it to influence the emergence of leaders within a group, as they can selectively provide rewards to those who demonstrate leadership qualities.
4. In organizational settings, reward power can be a crucial factor in political behavior, as individuals may engage in strategic behaviors to gain access to valuable rewards or resources.
5. The overreliance on reward power, without a balance of other power bases, can lead to a transactional and potentially manipulative work environment.

Review Questions

• Explain how reward power can influence the emergence of leaders within a group.
  • Individuals with reward power can use it to shape the emergence of leaders within a group. By selectively providing positive rewards, such as promotions, desirable assignments, or recognition, to those who demonstrate leadership qualities, the power holder can encourage and reinforce the development of leadership behaviors. This strategic use of reward power can lead to the emergence of leaders who are motivated to comply with the power holder's wishes in order to continue receiving the desired rewards.
• Describe how reward power can be leveraged in organizational political behavior.
  • In organizational settings, individuals with reward power can use it to engage in political behaviors that advance their own interests or the interests of their preferred groups. They may strategically distribute rewards, such as bonuses, promotions, or access to resources, to those who support their agenda or align with their goals. This can create a culture of quid pro quo, where employees are incentivized to engage in political maneuvering and loyalty-building in order to secure the desired rewards, rather than focusing solely on their job responsibilities.
• Analyze the potential drawbacks of an over-reliance on reward power in organizational settings.
  • While reward power can be an effective tool for motivating employees and shaping behavior, an over-reliance on it can lead to negative consequences in organizational settings. A work environment that is heavily dependent on reward power may become overly transactional, where employees are primarily motivated by the pursuit of rewards rather than a sense of purpose or commitment to the organization's goals. This can undermine intrinsic motivation, foster a culture of manipulation and self-interest, and discourage collaboration and innovation. Additionally, the exclusive use of reward power, without a balance of other power bases, such as legitimate or expert power, can result in a power dynamic that is perceived as unfair or exploitative, leading to resentment and decreased job satisfaction among employees.

Related terms

Legitimate Power: The power an individual holds due to their formal position or authority within an organization.

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

Expert Power: The influence an individual has due to their specialized knowledge, skills, or expertise.