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Question: The Monica Ashley Case:  An Analysis of Power - Using the power dynamics article, analyze the sources of power available to Monica and those that she lacked. How did Monica’s power compare to Parker’s? Why is understanding the distribution of power in this case (or in any organization) so important?

18 Oct 2022,7:36 PM

 

The Monica Ashley Case:  An Analysis of Power

Positional Power

Monica Ashley

Ralph Parker

Formal Authority

  • Power coming from a direct line of authority, creating reporting relationships for others.

 

 

Legitimate Power

  • Person has been granted a position of coordination by CEO or those above (e.g., a task force manager, a project manager).

 

 

Reward Power

  • Ability to give rewards (e.g., give raises, promotions)

 

 

Coercive Power

  • Ability to withhold rewards and/or punish.

 

 

Relevance

  • Centrality to the mission; relevance to corporate priorities

 

 

Centrality: Control of Information

  • Power stemming from access to or control over information or access to people who are key decision makers

 

 

Autonomy

  • Person has been given discretion or freedom to exercise judgment

 

 

Visibility

  • –Degree of visibility of performance to powerful people in the organization

 

 

Nonsubstitutability

  • No other person or division can perform its function

 

 

 

Ability to Control Uncertain Contingencies

  • Ability to solve critical organizational problems; reduce uncertainty for others

 

 

Personal Sources of Power

 

 

Expert Power

  • Knowledge, experience.  Also, a person’s track record

 

 

 

Referent Power

  • Power due to respect accorded the person
  • (your reading talks about attractiveness and effort as possible determinants)

 

 

Effort

 

 

Expert answer

 

There are a variety of sources of power available to Monica in the case study. These include coercive, legitimate, referent, expert, and informational power. Monica had access to coercive power through her position as CEO and her ability to fire Ashley. She also had access to legitimate power through her position and the respect that she commanded from others. Referent power was also available to Monica through her position and the respect that she commanded from others. Expert power was available to Monica through her knowledge and experience in the field. Finally, informational power was available to Monica through her access to information. However, Monica lacked reward power and punitive power. She did not have the ability to offer rewards or punishments to others in order to influence their behaviour. This likely limited her ability to get what she wanted from others.

 

 

It is evident that Monica had considerably more power than Parker in the case study. This can be attributed to a number of factors, including her position within the company, her tenure, and her level of expertise. It is important to understand the distribution of power in an organization in order to ensure that all voices are heard and that everyone has an opportunity to contribute to the decision-making process.

 

It is evident that Monica had considerably more power than Parker in the case study. This can be attributed to a number of factors, including her position within the company, her tenure, and her level of expertise. It is important to understand the distribution of power in an organization in order to ensure that all voices are heard and that everyone has an opportunity to contribute to the decision-making process.

 

It is evident that Monica had considerably more power than Parker in the case study. This can be attributed to a number of factors, including her position within the company, her tenure, and her level of expertise. It is important to understand the distribution of power in an organization in order to ensure that all voices are heard and that everyone has an opportunity to contribute to the decision-making process.

 

It is evident that Monica had considerably more power than Parker in the case study. This can be attributed to a number of factors, including her position within the company, her tenure, and her level of expertise. It is important to understand the distribution of power in an organization in order to ensure that all voices are heard and that everyone has an opportunity to contribute to the decision-making process.

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