Much has been written about Power, Authority, and Influence, and a lot of it has landed on the Web. Google reports 976 million hits. Impressive, but to keep things in perspective, how to find a woman get 4.19 billion hits, and how to find a man gets 8.1 billion. Evidently, we care about Power, Authority, and Influence, but not as much as some other things.
I haven't looked at all 976 million pages yet, but I'm a little troubled by what I've found so far. Given our interest, one might expect that we'd have a clearer understanding of Power, Authority, and Influence, and their interrelationship, than we do.
True, what I found is a good beginning, but it's only a beginning. It ignores an important reality of human systems: human systems are systems. Any definitions of Power, Authority, and Influence in human systems must take into account the web of interrelationships of the human members of that system. Our understanding of Power, Authority, and Influence must encompass the idea that everyone affects everyone.
Let's look at these three concepts one by one. For each one, I'll give the conventional definition — the one I found over and over again in my unscientific survey — and then take a look at a systems view of the same concept.
- Influence
- Conventionally, to influence people is to change the opinions or behavior of others.
- From a systems Any definitions of Power, Authority,
and Influence in human systems
must take into account the web
of interrelationships of the human
members of that systemview, influencers do not change opinions or behavior. Influencers provide a nudge, a catalyst, or a force that people use to change themselves. When influencers engage in this way with the influenced, they are in turn influenced themselves. - Power
- Conventionally, Power is the ability of an influencer — a person or group or institution — to change people, by some means or other.
- To believe that influencers do the changing is to ascribe more power to them than they actually have. Influencers say or do, but the people they influence are the ones who actually do the changing. Two powers are needed: the power to influence and the power to change. The power that actually matters is thus an attribute of the system, rather than an attribute of influencers.
- Authority
- Conventionally, Authority is legitimate Power — some say "legitimized" Power.
- Authority need not be "legitimate." Rather, authority is something conferred, voluntarily or under duress, on an influencer or would-be influencer by the person or people the influencer wants to influence. Because it's conferred on the influencer by the influenced, both parties are involved. Authority, too, is an attribute of the system.
When we assess the effectiveness of attempts to influence, the legitimacy of authority matters less than the precise kind of authority that the influenced have conferred on the influencer. A catalog of the kinds of authority will be our topic in two weeks. Next issue in this series Top Next Issue
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Related articles
More articles on Organizational Change:
- Now We're in Chaos
- Among models of Change, the Satir Change Model has been especially useful for me. It describes how people
and systems respond to change, and handles well situations like the one that affected us all on September
Eleventh.
- Outsourcing Each Other's Kids
- Outsourcing is now so widespread that it has achieved status as a full-fledged management fad. But many
outsourcing decisions lack the justification that a full financial model provides. Here are some of
the factors that such a model should include.
- Kinds of Organizational Authority: the Informal
- Understanding Power, Authority, and Influence depends on familiarity with the kinds of authority found
in organizations. Here's Part II of a little catalog of authority, emphasizing informal authority.
- Obstacles to Finding the Reasons Why
- When we investigate what went wrong, we sometimes encounter obstacles. Interviewing witnesses and participants
doesn't always uncover the reasons why. What are these obstacles?
- Do My Job
- A popular guideline in modern workplaces is "do your job." The idea is that if we all do our
jobs, success is most likely. But some supervisors demand that subordinates do their own jobs, plus
the jobs of their supervisors. It rarely works out well.
See also Organizational Change and Organizational Change for more related articles.
Forthcoming issues of Point Lookout
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- The Storming stage of Tuckman's model of small group development is widely misunderstood. Fighting the storms, denying they exist, or bypassing them doesn't work. Letting them blow themselves out in a somewhat-controlled manner is the path to Norming and Performing. Available here and by RSS on January 22.
- And on January 29: A Framework for Safe Storming
- The Storming stage of Tuckman's development sequence for small groups is when the group explores its frustrations and degrees of disagreement about both structure and task. Only by understanding these misalignments is reaching alignment possible. Here is a framework for this exploration. Available here and by RSS on January 29.
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