Leadership and Power

How a leader comes to have authority is another aspect of leadership that varies by the organization and the individual who aspires to a leadership role. The type of power or authority the leader has is determined by how they influence their followers and how their followers view their leadership. As you read through the different types of power, think about the previous sections and which power makes the most sense to you when deciding what type of leader you would like to be as well as the type of leader you would want to work for.

Some power is given by the organization, such as legitimate power, which is the power given to a leader based on their position within the organization. If the leader has a title that allows them to schedule and supervise workers, to assign tasks, and to discipline, then they have legitimate power. Legitimate power is given and recognized by the people within the organization. They give the leader the ability to control certain decisions and aspects of the work environment. This does not mean that all people who have been granted power or authority are leaders. Earlier in this chapter, we discussed how leadership might be granted by peers of the leader.

Sometimes leaders are not given a title but still possess power within the organization. Expert power comes from having knowledge or information that other people in the organization do not. Being an expert on a subject or knowing how to do things within the organization provides power, making this type of leader needed. You might think of someone who is the only one in the company who knows how to operate a certain machine. They would possess expert power because without them, the machine would not function. Expert power comes with having superior job performance or related skills and knowledge about a job. Leaders who are good at their jobs or have specific knowledge are valuable within an organization and help the organization to continue to see successful outcomes.

Another type of power that does not necessarily come with a title is referent power. This power comes from being well-liked and respected. Leaders with referent power are the go-to people in the organization and who other people like, or trust to provide correct information. These leaders are usually appointed by their followers, and might not have actively sought a leadership position; however because of the person, a leader was recognized and appointed. You might think of a leader with referent power as the person you might ask a question if you were unsure about your boss’ direction. Both expert and referent power require having certain knowledge. Referent power is based on respect, and expert power is based on competence.

Referent and expert power positions do not necessarily come with a title or formally recognized authority, but both referent and expert power provide leaders the opportunity to influence the work environment. Leadership without power requires having an understanding of interpersonal communication skills, how to work with people, and being self-aware. This is leadership without manipulation — ensuring that followers are treated fairly and with respect, and that leadership power that is appointed is not taken advantage of.

Finally, some power is based on the ability to affect workers' daily job activities and ultimately their paychecks. Leaders with reward power have power because they can provide rewards to their workers. These rewards might come in the form of a preferred work schedule, getting an easy job assignment, being assigned overtime, or even getting raises and bonuses. Reward power offers the leader the chance to influence their followers by providing rewards that help to make their work-life more advantageous or financially better.

The opposite of reward power is coercive power, which allows leaders to influence their followers through threats or punishments. The leader who has coercive power might have the power to terminate an employee or cut their pay. They might use that as a threat to get the followers to do what the leader is asking. This type of leader might also use social or emotional force, by excluding an employee from social gatherings or targeting an employee for bullying.

Not all leadership power is positive or supports a productive and safe work environment. You may have encountered leaders who have been very supportive and helped guide you through your work life. Unfortunately, there is also the possibility we may encounter leaders that make our work lives more stressful or even compel us to leave a job. The leader has tremendous power over their employees because we perceive that the leader could provide a reward or punishment. Often perceptions of reward or punishment are based on previous actions by the leader or perceptions of threats meant to get work accomplished. When a leader is using their position of power and authority to help workers be successful and thrive, then the work environment supports workers and provides a workplace where people want to work.