In the article, A New Prescription for Power, the authors argue that the following reduce the efficacy of simply exercising control over others, e.g., playing power up: Uncertainty is high, the need for change is in dispute, employees are working across functional silos Change has occurred, clear routines are established, organizational culture is strong Organizational performance is low, conflict is high, the organization is young Organization is in a crisis, high levels of employee turnover, the organization is old