Key Power and Influence Techniques in Organizational Behavior

Power

Power capacity to influence the behavior of other(s)

Dependence

A function of dependence; the greater the dependence, the greater the power.

Coercive power

Application (or the threat of application) of distress (bodily or psychological) through the infliction of pain, the restriction of movement, or the withholding of basic physiological or safety needs.

Reward power

Ability to distribute rewards that others view as valuable.

Legitimate power

Position in the formal hierarchy of an organization.

Expert power

Special skills or knowledge.

Charismatic power / referent power

Identification with a person who has desirable resources or personal traits.

Ingratiation

Praise, flattery, friendly behavior to get the target in a good mood before asking for something.

Exchange

Offering an exchange of favors, promises to reciprocate at a later time, etc.

Rational Persuasion

Using logical arguments and factual evidence to persuade the target (that something is viable or likely to result in accomplishment).

Assertiveness

Use of demands, threats, persistent reminders to influence the target to do what you want.

Authority

Seeking to establish the legitimacy of a request by claiming the authority or right to make it, or by verifying that it is consistent with organizational policies, roles, practices, or traditions.

Coalition

Seeking the help of others to convince the target to agree.

Inspirational

Makes an enthusiastic request that appeals to the person's values, ideals, aspirations, self-confidence.

Consultation

Asks someone for help in planning a strategy, activity, or change.

Personal

Appeals to any feelings of loyalty or friendship that target may have toward you.

Impression management (IM)

The process by which individuals attempt to control the impression others form of them.

Self-promotion

A technique of impression management.

Excuses

A technique of impression management.

Flattery

A technique of impression management.

Self-monitoring

Correlated (positive) with impression management.

Effectiveness of IM

Studies show the effectiveness of IM depends on the situation, such as job interviews and performance evaluations.

Overconforming

Strictly interpreting your responsibility by saying things like 'The rules clearly state...' or 'This is the way we've always done it.'

Buck passing

Transferring responsibility for the execution of a task or decision to someone else.

Playing dumb

Avoiding an unwanted task by falsely pleading ignorance or inability.

Stretching

Prolonging a task so that one person appears to be occupied—for example, turning a two-week task into a 4-month job.

Stalling

Appearing to be more or less supportive publicly while doing little or nothing privately.

Bluffing

Rigorously documenting activity to project an image of competence and thoroughness, known as 'covering your rear.'

Playing safe

Evading situations that may reflect unfavorably, including taking on only projects with a high probability of success.

Justifying

Developing explanations that lessen one's responsibility for a negative outcome and/or apologizing to demonstrate remorse.

Scapegoating

Placing the blame for a negative outcome on external factors that are not entirely blameworthy.

Misrepresenting

Manipulation of information by distortion, embellishment, deception, selective presentation, or obfuscation.

Prevention

Trying to prevent a threatening change from occurring.

Self-protection

Acting in ways to protect one's self-interest during change by guarding information or other resources.

Sexual Harassment

Any unwanted activity of a sexual nature that affects an individual's employment and creates a hostile work environment.

Quid pro quo

Making the submission to unwelcome sexual advances or submission to other verbal or physical conduct of a sexual nature a term or condition of an individual's employment.

Hostile Environment

Making unwelcome sexual advances or other verbal or physical conduct of a sexual nature that creates an intimidating, hostile or offensive working environment.