Understanding power dynamics in the workplace is crucial for career advancement. More often than not, both early career professionals and, sometimes, even experienced ones, perceive companies as pure meritocracies. However, this perception is far from the truth. To truly get ahead in your career, it’s essential to comprehend the underlying power dynamics and strategically plan your moves accordingly.
The advent of remote work has significantly impacted how we observe and interact with these power dynamics. Especially with remote work becoming more prevalent, it has become almost impossible to witness these power dynamics unfold in person. This change underscores the importance of understanding the different types of power at play within an organization.
I am a very big fan of Dr. Jeffrey Pfeffer and have followed his research in the field of power closely. In his bestseller, “Power: Why Some People Have It—and Others Don’t”, Dr. Pfeffer delves into the various kinds of power that exist in a work environment. By becoming aware of these different types of power, you can develop appropriate strategies to navigate different situations effectively.
Understanding the different types of power, as explained by Dr. Pfeffer, is critical. He categorizes the various forms of power in a manner that enables individuals to recognize and leverage them in their career advancement strategies. By acknowledging and applying these concepts, professionals can better position themselves for success in the workplace.
| Type of Power | Source | Description |
|---|---|---|
| Legitimate Power | Position or Role | Derived from the position an individual holds within the organization. It’s the authority that comes with a particular job or office. |
| Reward Power | Ability to Reward | Based on the capacity to distribute rewards that others view as valuable. This can include promotions, salary increases, or other forms of recognition. |
| Coercive Power | Ability to Punish | Comes from the ability to punish or sanction others. This can involve demotion, firing, reprimands, or other forms of punishment for non-compliance. |
| Expert Power | Specialized Knowledge or Skills | Stemming from possessing expertise or knowledge that is highly valued within the organization. Individuals with expert power can influence behavior and opinions through their expertise. |
| Referent Power | Personal Traits or Relationships | Based on the personal characteristics or relationships of an individual that others admire or wish to emulate. It’s often linked to charisma, likability, or the ability to inspire. |
| Informational Power | Control of Information | Comes from controlling access to important or critical information. It involves the capability to access, share, or withhold information needed by others to make decisions. |
BYC 
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