...Influencing Group Communication Your name XBCOM/230 University of Phoenix Influencing Group Communication In any organization today, one will be able to see the five basis of power at work. Some of these powers will be evident in some individuals and it may take longer to see them in other within the organization. The five basis of power that we will discuss are, coercive, reward, legitimate, expert, and referent. These five basis of power are broken down into two separate groups, one being formal and the other being informal. The formal group will consist of three of the five basis of power and they are: coercive, reward and legitimate. Obvious this leaves expert and referent as the two that will be referred to as the informal basis of power. After taking the time to look into and study each individual basis of power, I feel that the informal basis of power would be the most efficient way of leading. The three formal basis of power being coercive, reward and legitimate are the powers that I will begin to discuss. Although most people tend to have some sort of fear towards their supervisor, it takes a turn for the worst when you have a supervisor that uses coercive power on any worker. Coercive power or authority is the utilization of fear to get an employee to do what the supervisor is asking. In this day and time, with jobs being harder and harder to come by, supervisor will use the fear of an employee losing their job to the supervisor’s advantage. Both employee and...
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...Influencing Group Communication Influencing Group Communication your name XBCOM/230 University of Phoenix In any organization today, one will be able to see the five basis of power at work. Some of these powers will be evident in some individuals and it may take longer to see them in other within the organization. The five basis of power that we will discuss are, coercive, reward, legitimate, expert, and referent. These five basis of power are broken down into two separate groups, one being formal and the other being informal. The formal group will consist of three of the five basis of power and they are: coercive, reward and legitimate. Obvious this leaves expert and referent as the two that will be referred to as the informal basis of power. After taking the time to look into and study each individual basis of power, I feel that the informal basis of power would be the most efficient way of leading. The three formal basis of power being coercive, reward and legitimate are the powers that I will begin to discuss. Although most people tend to have some sort of fear towards their supervisor, it takes a turn for the worst when you have a supervisor that uses coercive power on any worker. Coercive power or authority is the utilization of fear to get an employee to do what the supervisor is asking. In this day and time, with jobs being harder and harder to come by, supervisor will use the fear of an employee losing their job to the supervisors advantage. Both employee and...
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...Influencing Group Communication According to Wikipedia, power is a measurement of an entity’s ability to control its environment, including the behavior of other entities. Frequently power is seen as evil or unjust, but the exercise of power itself is accepted as endemic to humans as social beings. In 1959 a study of power was conducted by psychologists John French and Bertam Raven, and at this time power was divided into five separate and distinctive forms. Because leadership and power are closely linked to one another, it was shown how different forms of power directly affected one’s leadership and success. This idea is used most commonly with organizational communication and also throughout most of the workforce itself. The five bases of power that were derived from this idea are coercive power, reward power, expert power, legitimate power, and referent power. Each of these bases of power show different forms that an individual can use or does already use to communicate and ultimately receive what is desired. Out of the five bases of power, three of these bases are classified as formal powers. Formal powers are generally derived by accepted standards and do not have a casual side to them. These three powers are coercive, reward, and legitimate. Coercive power is based upon the idea of coercion; it involves forcing someone to do something he or she does not want to do. This power can be challenging to use because it typically has a negative impact, which can lead to lower...
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...Influencing Group Communication your name XBCOM/230 University of Phoenix In any organization today, one will be able to see the five basis of power at work. Some of these powers will be evident in some individuals and it may take longer to see them in other within the organization. The five basis of power that we will discuss are, coercive, reward, legitimate, expert, and referent. These five basis of power are broken down into two separate groups, one being formal and the other being informal. The formal group will consist of three of the five basis of power and they are: coercive, reward and legitimate. Obvious this leaves expert and referent as the two that will be referred to as the informal basis of power. After taking the time to look into and study each individual basis of power, I feel that the informal basis of power would be the most efficient way of leading. The three formal basis of power being coercive, reward and legitimate are the powers that I will begin to discuss. Although most people tend to have some sort of fear towards their supervisor, it takes a turn for the worst when you have a supervisor that uses coercive power on any worker. Coercive power or authority is the utilization of fear to get an employee to do what the supervisor is asking. In this day and time, with jobs being harder and harder to come by, supervisor will use the fear of an employee losing their job to the supervisors advantage. Both...
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...The case study addresses the history of the radio economy and WFNX’s struggle to maintain a competitor in the industry. WFNX-101.7 FM was a small radio station started by a local media conglomerate called The Phoenix Media/ Communications Group in 1983. WFNX was actually founded to serve as a link to the company’s flagship newspaper “The Boston Phoenix” which was known as the largest alternative weekly in New England. Speaking from an external standpoint, the industry’s consumers were well educated, affluent, well-read, single professionals and students at the time that were unsatisfied with mainstream media. These were the targets of the newspaper, and as a result WFNX would speak out to them in their own form of “alternative music.” Critical issues arise already because this company goes against mainstream media and is targeted toward a smaller minority of individuals. Alternative music was newly being introduced and proved to be acceptable on a smaller scale than other forms of music such as Rock and Roll and Pop. The biggest key internal problem faced by the company is the stubbornness and lack of long-term vision in their human resources (PD Program Directors). The company received a huge spurt in growth after their Green Day concert; however their follow-up was rendered useless. Kurt St. Thomas’s prophetic vision created an excellent opportunity for the little 3,000 watt radio station to become a major competitor in the radio industry. While their competitors worked...
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...15 Influencing and Communication. Target Skill: Communication skill: the ability to share information with other individuals. Fundamentals of Influencing Defining Influencing Influencing is the process of guiding the activities of organization members in appropriate directions. Appropriate directions are those that lead to the attainment of management system objectives. The primary purpose of the influencing subsystem is to enhance the attainment of management system objectives by guiding the activities of organization members in appropriate directions. The process of the influencing subsystem involves the performance of six primary management activities: Leading, Motivating, Considering groups, Communicating, Encouraging creativity and innovation, Building corporate culture. Emotional Intelligence Emotional Intelligence is the capacity of people to recognize their own feelings and the feelings of others, to motivate themselves, and to manage their own emotions as well as the emotions in relationships with others. Communication Communication is the process of sharing information with other individuals. Information is any thought or idea that managers want to share with others. Interpersonal Communication To be a successful interpersonal communicator: -How interpersonal communication works -The relationship between feedback and interpersonal communication -The importance of verbal versus nonverbal interpersonal communication How interpersonal Communication Works ...
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...RESEARCH PAPER Name: Hoa (Janice) Trinh Thesis: Influencing others is the most important and hardest to develop skill of a business leader. Abstract Leadership is more than a skill set. It is both an art and science which is including combination of various skills and gracious spirit. There are many researches, books about leadership and how to improve leadership skill. The purpose of this research is to identify whether ability to influence others is an important skill of a leader in business and how to improve that ability. By analyzing leadership in different theory and books from different sources, I clarify that the most important skill of business leader is to influence others and the ability to influence others is also very hard to develop. Data have been collected from books, interviews, newspapers and published reports. INTRODUCTION What is a good leader? Many books, researches and articles have talked about what is leadership and what makes a good leader. On daily life, leadership can mean teaching, guiding, correcting, observing, protecting, explaining, etc. A leader in business must have ability to see fundamental change, think about the future, make decision, and resolve conflict. Many theories have also been developed to determine and break down secret equation to a great leader. In most of these theories, integration ability in general and ability to influence others in detail is the common point. In this research paper, I will clearly state the definition...
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...Lecture # 2 Summary Communication:- It is the process of acting upon information. Information is received through our sensory organs, processed and then responded accordingly. Every person perceives the information differently and hence responds differently. It can also be said as the “process of interacting simultaneously with another and mutually influencing each other, usually for the purpose of managing relationships”. The ratio of mutual influencing can be different depending upon the situation. The ultimate goal of interpersonal communication is the management of relationships. Communication can be between: • 1 basis • 1- group basis • group – group basis Two parties exchange communication in the form of: • Thoughts • Ideas • Information • Emotions/Feelings • Orders/Commands • Advice • Feedback • Request • Attitudes • Prejudice Components of Communication:- ▪ Context - physical and psychological communication environment ▪ Encoder/Source - puts the message into code ▪ Receiver/Decoder - decodes the message ▪ Message - elements of communication to which people assign meaning ▪ Channel - pathway through which messages are sent ▪ Encoder - translates ideas, feelings, and thoughts into a code ▪ Receiver/Decoder - interprets ideas, feelings, and thoughts that have been put into a code ▪ Feedback - response to a message ▪ Noise - information that interferes...
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...Influencing Group Communication Erika Schmidt BCOM/230 January 28, 2013 Dr Ed Influencing Group Communication The five bases of power are coercive power, reward power, legitimate power, expert power, and referent power (Stephen P. Robbins, Timothy A. Judge, 2009). The three types of formal power are coercive, reward, and legitimate. Coercive power, this source of power is also problematic and can be subject to abuse, cause unhealthy behavior, and dissatisfaction in the workplace. Reward power this source of power often give rewards for doing what they want with a highly probability they will do it. Legitimate power this source of power that provides social hierarchies, cultural norms, and organizational structure like the CEO, a minister, a president, people holding official positions. The two types of Personal power are expert power, and referent power. Expert power happened when demonstrate expertise and people tend to trust and respect what is say. Referent power this source of power is referent to a charisma, charm, admiration, or appeal, and one person respect another, and strongly identifying with that person in some way. (French and Raven's Five Forms of Power, copy) These bases of power affect communication at ADT in different ways. My department FSC (field support services) holds 15 teams and each team has between 14 to 16 team members, some of the supervisors use different bases of power to accomplish the work. The most effective power is the reward power...
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...Preface Most suveys into what employers want in their staff would result in a similar list. Employers are looking for people who are good at: • Teamwork • Communication • Self-motivation • Planning and organising • Problem solving • Decision making • Time management and prioritising • Flexibility and adaptability • Willingness to learn • Interpersonal and negotiating skills In our companion e-book: Hidden Communication Skills Revealed, we discussed the career skills that make you stand-out. These essential inter-personal skills for managing an effective career included: • Active listening • Body language • Assertiveness • Questioning skills However, this e-book goes one step further. It’s looks at the more advanced inter-personal skills needed to be an effective leader. 9 About the Author About the Author Apex Leadership Limited was founded by Anthony Sturgess and Phil Higson. They have a long track record of developing innovative and challenging management and leadership development interventions, including programmes which have won national awards. From several MBA programmes to tailored, client specific programmes, Anthony and Phil have worked with new and experienced managers, in a wide range of organisations, across a breadth of management and leadership roles. Anthony Sturgess has almost twenty years experience in the teaching, facilitation and coaching of managers and leaders. This experience ranges from individual leadership and management...
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...Consumer Behavior |Program |: |MBA |Class of |: |2009 | |Credit |: |3 |Sessions |: |33 | |Course Code |: |SL MM 602 | | | | Objective To understand the various factors influencing behavior of consumers – as individuals and as members of a group/society, and also the impact of consumerism in the contemporary environment. To understand the behavior of consumers – decision making, post-purchase behavior, behavior in a shopping environment, etc. To understand the behavior of organizations as consumers. |REFERENCE BOOKS |AUTHOR / PUBLICATION | |Consumer Behavior |ICMR | |Consumer Behavior, 5e |Leon G Schiffman and Leslie Lazar Kanuk, Prentice-Hall, India | |Consumer Behavior |Hawkins, Best & Coney, McGraw Hill | |Consumer Behavior |Blackwell, Miniard & Engel, Thomson ...
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...Reflective Essay on Negotiation Negotiation occurs on a regular basis in a daily life and individuals negotiate in business occasions or outside of the workplace. Having superior negotiation skills is critical to the success in personal life and career development. This essay will indicate my natural preferences for different influencing tactics, connections between what I learnt and preconceptions, my perceptions about the activity, an understanding of negotiation and a personal action plan. The aim is to have a thorough grasp of the influencing tactics and improve my negotiation skills. Natural preferences for different influencing tactics In terms of the utility of influencing tactics, I preferred rationality and emotional appeal during the activity, as well as exchange. I acted as Chris Johnson, an employee who recently switched to the department and was not eager to wear safety glasses, and had a conversation with the new manager, Dale Williams, who should impose the safety rules. According to the role description, I had planned to focus on my demand for this job and no necessity for wearing safety glasses. When asked about the relationship with the previous manager in the first role play, I cited examples to demonstrate that I was an easy-going and reliable employee. Meanwhile, I listed my reasons point by point to explain that it was unnecessary to wear safety glasses. In the second round, I observed that the person in the manger role was patient and considerate...
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...org/journal/ajibm) 229 Organizational Structure: Influencing Factors and Impact on a Firm Quangyen Tran1,2, Yezhuang Tian1 School of Management, Harbin Institute of Technology, Harbin, China; 2National Economics University, Hanoi, Vietnam. Email: yentq@neu.edu.vn Received November 3rd, 2012; revised December 17th, 2012; accepted January 18th, 2013 Copyright © 2013 Quangyen Tran, Yezhuang Tian. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. 1 ABSTRACT The influence of certain factors on organizational structure has been in researchers’ focus for years, together with their impact on the overall organizational efficiency. Many of these factors are from the environment where traditional view commonly divided into internal and external factors. This paper presents the findings of a study to evaluate the influencing factors and impact on organizational structure of a sample of firms located in Hanoi, Vietnam. Structured questionnaires were administered with respect to these factors. The variables studied were identified from among the factors considered in contingency theory and by incorporating elements of the strategic choice approach. After grouping the variables into two factors (related to external and internal respectively), the results revealed three groups of firms according to how they regarded the impact...
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...2 1. OVERVIEW ........................................................................................................................ 3 2. SUMMARY OF RESEARCH FINDINGS AND THE APPLICATION OF ADVERTISING THEORY TO POLITICS .............................................................................................................................. 5 A. B. C. D. E. 3. 4. Advertising, Promotion, and Other Aspects of Integrated Marketing Communications (Shrimp & Andrews) 2013 .............................................................. 5 Advertising Theory (edited by Shelly Rodgers & Esther Thorson) 2012 .................. 6 Advertising and Society – Controversies and Consequences (edited by Carol J. Pardun) 2009............................................................................................................... 7 Advertising and the Market Orientation of Political Parties Contesting the 1999 and 2002 New Zealand Election Campaigns. ..................................................................... 7 Political Campaign Communication Principles & Practises (Trent and Friedenberg 2008) ............................................................................................................................ 9 IS ADVERTISING THEORY RELEVANT TO POLITICAL ADVERTISING? ............................ 9 CONCLUSION .............................................................................................................. 10 APPENDIX...
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...Journal of Social Issues, Vol. 49, No. 4 , 1993. pp. 227-251 The Bases of Power: Origins and Recent Developments Bertram H. Raven University of California, Los Angeles The history and background of the analysis of the basis of power is examined, beginning with its origins in the works of Kurt Lewin and his followers at the Research Center for Group Dynamics, particularly the early research by John R. P. French. The original French and Raven (1959) bases of power model posited six bases of power: reward, coercion, legitimate, expert, referent, and informational (or persuasion; Raven, 1965). Since then, as the result of considerable research, the model has gone through signiJicant developments. A more comprehensive model is presented here that reviews the following: various motivations of the influencing agent; an assessment of available power bases in terms of potential effectiveness, time perspective, personal preferences, values and norms; consideration of other strategies such as manipulation; utilization of various preparatory and stage-setting devices to strengthen olte’s power resources; implementation of the power strategies; assessment of effectiveness of influence attempt and its positive andl or negative aftereffects; use of various ameliorative devices; and review, reconsideration, and another round of influence strategies. The overall model is examined in terms of its applicability to various settings including hospital infection control, patient compliance...
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