Er'r'lily Hewett 4days ago Discussion Board Four Overall Rating: J.4: t4 .4 Ht .4 A: Your textbook talks about various abuses of power in Chapter 13. Why should organizations be concerned about this? How can power be used in a healthy way as a leader....or can it? What are some things that organizations might do to help managers use, not abuse, power? I think organization's need to be very concerned about how they deal with these power issues. Depending on how they handle certain situations, it could make or break their business and either positively or negatively affect employee turnover. The three main power aspects as mentioned in the tenobook are legitimate, reward. and coercive. Of these three aspects, I think the healthiest to use in an organization would be reward power, if used correctly. If employees are rewarded for their good work instead of punished, it can create more incentive to continue working well. I can speak on this from my own personal work life. My current manager uses a type of coercive power so she yells and punishes us with no toward it we do well. Being yelled at has the opposite effect that she wants with most of her employees because instead of being motivated to do better. we shut down and lose motivation. I believe the most practical for most organizations is the legitimate power. Wid'l this aspectI there is a clear hierarchical set up and it makes it easy to know your place in the business. I think this can be beneficial because nobody has to question where they stand or what their role is. One downside that l have noticed with this strategy is that certain people in positions of power tend to take advantage of their place in the hierarchy. l have also experienced this in real life with certain managers who are power hungry and use it to belittie and tear down the employees who are below them in ranking. When this happens, either they do not last long with the oompany if the owners do not let them get away with it or the company has an extremely high employee turnover rate. The turnover rates tend to spike because they do not want to deal with these power hungry managers. As stated previously, I am not afan of the coercive aspect of power in business sense. I think the power hungry managers tend to go hand in hand with the coercive aspect. I understand that some people may think punishment is neoessary in the workplace but I think that is only for extreme circumstancesI not everyday aspects. I think organizations should hold weekly or monme meetings where employees are free to talk about any concerns that they may have with the company and management. This allows the higher ups of the company to monitor what is going on and make improvements. Another thing that organizations should do is set very clear ground niles for every aspect of the workplace and disciplinary actions that go along with breaking them. All of these actions need to be taken care of fairly and consist of no favoritism for any employee. Reference: Neck. Christopher. P. et at. Organizational Behavior Interactive Edition. Available from: \ 'italSource Bookshelf, {2nd Edition). SAGE Publications. Inc. [US]. 2019