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Contrast Leadership and Power Paper

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Contrast leadership and power.
A certain degree of power and authority determines function and position. Leadership and
power are two very different things. It is unrealistic to expect people to grow, facilitate, and
persuade others while being a group leader. The ability to control the actions of others is referred
to as power. But on the other side, according to Robbins and Judge (2016), leadership can motivate
people to follow instructions spontaneously and govern the accomplishment of projects without
reverting to pressure (Bouncken et al., 2020). Initially, organizational culture is seen as being the
source of power. However, authority usually contributes to a leader in many cases. Since
leadership and power are linked, which can be perplexing to those unfamiliar with the differences.
Power is necessary for leadership. A good leader is seen as one who wields some authority.
The capability to impose some influence over another person is widely regarded as a sign
of power. However, the link between persuasion or leadership and power is not the same. For
example, pressure is known as the causal efficacy of a change in the world or strict surveillance
that encourages others to choose an alternative. According to Bouncken et al. (2020), the reward
is an example of power derived from the ability to reward followers with various advantages. On
the other hand, a leader is an effective individual who creates a vision, motivates others to realize
the goals, educates and establishes the team that will begin the vision's realization, and manages
the head's final delivery. (Robbins & Judge, 2016).
What can managers do to manage conflicts effectively in their organizations?
In a work atmosphere where, conflicting characters are likely to clash, impressions of
circumstances differ, pressure is pervasive, and opinions diverge, conflict is unavoidable.
Recognizing how to deal with difficult circumstances effectively is critical to improving morale
and productivity (Galli, 2018). To be regarded in dispute resolution, leaders must behave

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responsibly. As a result, learning how to detect conflict and find an opportunity inside the dispute
before healthy tension becomes extremely damaging turmoil is an essential aspect of conflict
resolution.
Detaching from prejudices is the first approach a manager may use to handle disputes in the
workplace. A strong sense of self-awareness is a vital trait that all managers should possess.
Managers must be aware of their own biases, prejudices, and trigger points (McKee et al., 2017).
Listening skills are the second conflict-resolution approach that managers must employ. Managers
should resist the impulse to cram their comments and instead listen when a discrepancy occurs. It
is critical to avoid distractions at the office, such as fumbling with papers and continually being
on the phone, to improve listening abilities.

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Contrast leadership and power. A certain degree of power and authority determines function and position. Leadership and power are two very different things. It is unrealistic to expect people to grow, facilitate, and persuade others while being a group leader. The ability to control the actions of others is referred to as power. But on the other side, according to Robbins and Judge (2016), leadership can motivate people to follow instructions spontaneously and govern the accomplishment of projects without reverting to pressure (Bouncken et al., 2020). Initially, organizational culture is seen as being the source of power. However, authority usually contributes to a leader in many cases. Since leadership and power are linked, which can be perplexing to those unfamiliar with the differences. Power is necessary for leadership. A good leader is seen as one who wields some authority. The capa ...
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