Research Paper on:
Power And Influence

Unformatted Sample Text from the Research Paper:
citation methods listed below. Citation styles constantly change, and these examples may not contain the most recent updates.?? POWER AND INFLUENCE   , September 2010 properly! Dictionaries define power in a number of ways, such as having  the ability to do something. In terms of organizations, power is defined as having control over others. Influence is also defined in a number of ways, such as having an  effect on others or events. That is what it means in organizations, it is the ability to have an effect such as changing someone elses thinking or actions (Liao, 2008).  Unfortunately, power has often been viewed as a negative because people think about others with power coercing people. Power is neither a negative nor a positive, it just is.  The most-often cited authors on the topic of power in organizations are French and Raven. In 1960, they identified five forms of power: coercive, legitimate, expert, reward and referent (Changingminds.org,  2010; Liao, 2008). Coercive power is like threats, it is forcing others to do something they may not want to do. Legitimate power has to do with ones role such  as the CEO, managers, police officers, legislators and so forth. Referent power is given to you by someone who admires, likes or respects you. They have charisma. Celebrities are an  example (Changingminds.org, 2010; Liao, 2008). Expert power is based on ones knowledge and skills. People with rare talent and skills have a great deal of power to get what they  want. An expert programmer, for instance, might threaten to quit if he does not get a good raise. Reward power is based on the rewards one can give another. This