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Organizational Behavior: Stephen P. Robbins
Organizational Behavior: Stephen P. Robbins
Organizational Behavior: Stephen P. Robbins
organizational behavior
stephen p. robbins
Chapter 13
ORGANIZATIONAL BEHAVIOR
S T E P H E N P. R O B B I N S
E L E V E N T H E D I T I O N
2005 Prentice Hall Inc. WWW.PRENHALL.COM/ROBBINS PowerPoint Presentation
All rights reserved. by Charlie Cook
After studying this chapter,
OBJECTIVES
an individuals self-interest.
10. List the three questions that can help
determine if a political action is ethical.
Power
A capacity that A has to influence
the behavior of B so that B acts in
accordance with As wishes. A B
Dependency
Bs relationship to A when
A possesses something
that B requires.
Formal Power
Is established by an individuals position in an
organization; conveys the ability to coerce or
reward, from formal authority, or from control of
information.
Coercive Power
A power base dependent on fear.
Reward Power
Compliance achieved based on
the ability to distribute rewards
that others view as valuable
2005 Prentice Hall Inc. All rights reserved. 136
Bases of Power: Formal Power (contd)
Legitimate Power
The power a person receives as a result
of his or her position in the formal
hierarchy of an organization.
Information Power
Power that comes from
access to and control
over information.
Expert Power
Influence based on special
skills or knowledge.
Referent Power
Influence based on possession
by an individual of desirable
resources or personal traits.
Charismatic Power
An extension of referent power stemming from an
individuals personality and interpersonal style.
2005 Prentice Hall Inc. All rights reserved. 138
Source: Drawing by Leo Cullum in The New Yorker, copyright 1986 E X H I B I T 131
The New Yorker Magazine. Reprinted by permission.
2005 Prentice Hall Inc. All rights reserved. 139
Dependency: The Key To Power
Power Tactics
Influence Tactics:
Ways in which Legitimacy
individuals translate
Rational persuasion
power bases into
specific actions. Inspirational appeals
Consultation
Exchange
Personal appeals
Ingratiation
Pressure
Coalitions
E X H I B I T 132
Coalitions
Seek to maximize their
Clusters of individuals size to attain influence.
who temporarily come Seek a broad and diverse
together to a achieve a constituency for support
specific purpose. of their objectives.
Occur more frequently in
organizations with high
task and resource
interdependencies.
Occur more frequently if
tasks are standardized
and routine.
Sexual Harassment
Unwelcome advances, requests for sexual favors, and
other verbal or physical conduct of a sexual nature.
The U.S. Supreme Court test for determining if
sexual harassment has occurred:
whether comments or behavior
in a work environment
would reasonably be
perceived, and is
perceived, as hostile
or abusive.
E X H I B I T 134
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Impression Management
The process by which
individuals attempt to IM Techniques:
control the impression Conformity
others form of them.
Excuses
Apologies
Self-Promotion
Flattery
Source: Based on B. R. Schlenker, Impression Management (Monterey, CA:
Brooks/Cole, 1980); W. L. Gardner and M. J. Martinko, Impression
Favors
Management in Organizations, Journal of Management, June 1988, p. 332;
and R. B. Cialdini, Indirect Tactics of Image Management Beyond Basking,
in R. A. Giacalone and P. Rosenfeld (eds.), Impression Management in the Association
Organization (Hillsdale, NJ: Lawrence Erlbaum Associates, 1989), pp. 4571.
E X H I B I T 136