Formal Organizational Power and Innovation

Discuss about the Formal Organizational Power and Innovation.

The power base that was used by Elliott to solve the problem of Nick Brown is the legitimate power because he is the owner of Abacus (Parkin, 2016). The legitimate power is the main power that a person gets from the position of that person in the organization. The legitimate power allows the person to recruit or to terminate the employees without the consent of the management of the company. This power can be said to the ultimate power of a position that can anyone have in the organization. Here in the case, Elliott is the owner of the company and for that, he has the power to take any decision on the company (Young-Hyman, and Chávez, 2015). The position of the owner also gave him the power to take the decision about the employees of the Company. This power is received by the person due to hierarchy position in the organization. With the legitimate power, Elliott can use the authorities that include the reward and the coercive power (Hur et al., 2014). With the help of the power, he was able to negotiate and also provide a reward to the management as well as have the power to terminate Nick Brown from his position from the organization.

The main power tactics used by Alan, Bill and Elliott is the Consultation, Legitimacy, and exchange for the successful negotiation for the new organization that merged with the company (Medvetz, 2014). For the company, all the three were needed to success for the newly merged firm. There are eleven types of power tactics that can be used in the organization for the benefits of the company (Lankshear et al., 2013). Legitimacy is the power of the authority and the company has to totally rely on them. The company has to rely on the position of the authority for the policy and the rules of the company. Consultation is used to increase the motivation for the target of the organization. The consultation also supports the authority to take the appropriate decision about the company and the management. The exchange is the power of negotiation that helps the companies to exchange their power and benefits and also the favor of the companies. The most successful tactics that were used by Alan, Bill and Elliott is the legitimate power tactics. This actually allows the company to rely on the authority and also the decision of the authority will be the final decision for the company (Kolkowska, and Dhillon, 2013). The legitimate power allows the authority to make the rules and the policy of the company and also their approval is the most important part for the company to get successfully merge with each other. The authority could use other power also but they feel the benefits more in these powers and for that, they used these tactics.

Legitimate political behavior is the normal politics behavior that everyone uses in their day to day life in the organization (Riasi, and Asadzadeh, 2016). This political behavior is consist of the formation of the coalition, then bypassing the command chain, then obstructing the policies of the organization, then complaining to the supervisor about anything in the organization, then creating new contacts outside the organization and so on. Illegitimate political behavior is the process by which the politics is used illegally in the organization. It is better described in a way that every organization has politics for their working condition but they are legitimate or illegitimate is considered by the impact of the politics on the environment of work in the organization (Hartl et al., 2016). Legitimate or the illegitimate both are the form of the power that the employees or the authority of the company use to play the safe politics in their organization. Legitimate political behavior actually helps the employees to work perfectly in the organization. Illegitimate is the illegal action or the bad politics that can create harm to the employees and also to the reputation of the company. Here, in this case, Elliott, Alan, and Bill use the legitimate political behavior of coalition. This political behavior will allow the company to develop their future strategy for both the combined organization. They used these politics for the betterment of the company and also the employees of the company. But the political behavior used by Nick Brown was illegitimate political behavior (Hofmann et al., 2014). Nick was using the politics of sabotage and manipulation that was creating harm to the company and also the employees of the company. Nick was playing the bad politics to make his career more ambitious with the other employees of the company and also with the authority of the company. Politics is needed for the betterment of the organization but the use of the politics of the organization makes it legitimate or illegitimate.

Alan has the unique up-front leadership style for the company. He is open and dynamic for any situation and he believes in the transparent communication when the matter comes to the business (Nohria, and Khurana, 2013). The employees are sometimes not happy with the decision of Alan but they know that whenever they need he will always help his employees and the management of the company. His leadership style is to be up-to-date always for the competitive market and also to communicate with the employees to motivate them and also to support them. Alan is a very active leader for the organization and also the employees of the organization are happy to have him as their leader. The employees of the organization know that is any issue arise he will always be there to help them. There are many theories of leadership in the organization (Antonakis, and House, 2013). Leadership is the complex and the dynamic process and for that, the theories that describe the leadership always have the influence on the people and the organization. An excellent leader can make the organization productivity hundred times better than anyone. The theories of leadership are the trait theory, contingency theory, situational theory, skill theory, transactional theory, path-goal theory, transformational theory and servant leadership theory. For this case, the most appropriate theory that could applicable for Alan is the situational theory. The situational theory defines that the leader use a different style for the different situation and as Alan is the upfront type of leader so for him this is the best theory. Situational leadership is the most flexible leadership style that a leader can adopt because in this style the leader is able to change their style as per the need of the situation. As for the new organization, Alan can make the decision as per the situation arises in the organization (Lussier, and Achua, 2015). The organization is new and for that, the market for the organization is also new. So here the leader has to study the market before performing any operation and for that, he has to be prepared for any situation that arises in the organization. The key element of the situation theory is that it helps the leader to adjust in any type of situation that may arise in or outside the organization. Situational theory help Alan to maintain the new organization in the most appropriate way because he is able to perform an operation as per the need of the situation and also this will help him to establish the organization in the market within a short period of time.

Sexual harassment is defined as the bullying or the coercion of being sexual in nature or the unwelcome or making an inappropriate promise of rewards in exchange for the respective sexual flavors. On the other hand, it has been seen that Sexual harassment is considered as to be illegal. It generates the huge amount of impact on the victims especially on women (Ali et al., 2015).  Therefore, it becomes the primary responsibility o the respective governments to take necessary and immediate steps in order to reduce the sexual harassment. As per the provided case study, the cases of sexual harassment have shown a recent rise in the level of the payouts as well as the compensation in order to tighten the companies.  The different companies have been circulated a message to provide equal opportunity to all in order to enhance the effectiveness of the workplace concerned (Fitzgerald, 2017). Sexual harassment is considered to be the worst at different executive levels in both public sects and private sectors.  There should not be any confusion regarding sexual harassment and bullying as these two are entirely different things. Bullying is defined as the unwanted, aggressive behavior within the school children which involves a real or the perceived power imbalance (Caslen Jr et al., 2015).  This behavior gets repeated or possess the desired potential to be repeated over a definite period of time concerned. Bullying generally includes various types of the actions in order to make threats, spreading rumors, attacking someone physically or verbally for a particular purpose (Kiguwa et al., 2015). Sexual harassment and bullying are two of the vital threats to the human life and these needs to be removed as soon as possible. People living throughout different parts of the world needs to understand their effect and should take immediate steps in order to stop these.   These two are related to power as these are done by those people who are powerful than the other one. There are few of the people those who force other people for sexual relationships and threaten them too, they retain power.

The practicing of sexual harassment and bullying within a particular workplace concerned significantly affects the overall performance of the concerned organization.   There are several consequences off having these two of the issues within a workplace.  The provide case study critically reveals the desired fact that the attendance of the employees gets significantly affected and moreover, the overall performance of the gets affected too.   It is noted that there comes a rise in the large number of the complaints to the senior most person working in the firm such as the manager or the executive heads on the board of the directors (Laschinger, 2014).  There are several consequences of bullying at a workplace such as human costs, organizational costs, and spillover or the crossover costs (Lester, 2013). The human cost gets significantly affected by practicing bullying at the respective workplaces. The health of the employee and their people associated with the firm gets significantly affected which therefore raises the human costs for the entire organization concerned. It has been found that there are a number of things which got raised by the increase in the human costs; these are psychological stress, distress, and anxiety of the people concerned. The different researchers have also evaluated the fact that there is an increase in the higher level of burnouts along with emotional exhaustion.  Moreover, it also leads to the psychological outcomes including sleeping problems which affect the execution and evaluation of the business processes of the firm.  On the other hand, there are a few of the consequences of sexual harassment within the concerned workplace (Melki & Farah, 2014).   These are the cost of the companies, legal costs, and the personal costs. The sexual harassment generally increases the costs to the companies and reduces the productivity, morale, and motivation significantly. Moreover, the sexual harassment critically affects the mental level of the employees and there exist chances of losing that particular employee concerned. There are few of the legal cost which also affects the execution of the business prices and lowers the overall productivity along with the profitability of the firm concerned.  Moreover, there exists crucial scope to formulate effective strategies as well as effective policies of sexual harassment as this will help in reducing these kinds of things within the concerned workplace and will improve the overall performance of the firm concerned. Collaboration and cooperation between the working styles of the people needed to be enhanced in order to reduce the desired effects of sexual harassment practices and bullying throughout the workplace concerned. These consequences listed above concerning bullying and sexual harassment critically affect the evaluation of the business processes throughout the targeted market areas; moreover, they affect the moral behavior and the mental level of the respective victims (Rothlin & McCann, 2016). These consequences mentioned above significantly acts as a barrier to the growth and the development of any of the firm concerned.

There has been the development of effective and effectual strategies by different organizations in order to deal with power abuse. As for example, the ELA poll found that 45 percent of the people have worked for abusive bosses. The case reveals that Poniatowska had made a number of complaints and got sacked due to her job performance, which critically reflects the power abuse in the workplace.  Moreover, there are few of the important steps which need to be identified by each of the employees working within an organization as these helps in reducing the practices of power abuse throughout the workplace (Samnani et al., 2015).  Many of the firms have provided strict instructions to the bosses regarding their power abuse; moreover, different types of the policies have been adopted by various other firms to reduce the impact and the effect of power abuse within the concerned workplace. In order to handle an abusive boss within an organization, there are few of the crucial points which needed to be noted down by the respective employees (Watt et al., 2016). These are to identify the behavior of the boss, do not take it laying down, taking notes, knowing when it is getting too much and controlling owns destiny. Moreover, these firms are developing the best possible strategies and approaches in order to reduce the sexual harassment and bullying throughout the workplaces concerned.  many of the organizations are bringing new policies revealing the dismissal orders and strict punishment for sexual harassment and bullying throughout the respective workplaces (Strachan et al., 2017). The change in the approaches is mere to reduce the occurrence of the sexual harassment and to enhance the effectiveness of the work culture concerned, therefore, thus, it becomes important for each of the firms to establish a separate department where the complaints regarding the same can be registered and strict actions can be taken.  The formations of the strict policies which are adopted by various firms are proving too effective in reducing sexual harassment and bullying within the concerned workplaces (Wilson, 2017).

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