Assignment 3 of 4

Running head: ASSIGNMENT 3 1

Assignment 3

Position Paper: Power, Politics, and Culture

Professional Development Program Proposal

February 26, 2020

The textbook have not been cited nor on reference page.(This is a requirement)

ASSIGNMENT 3 2

Having a stronger organizational culture would be the best thing that the Johnson and

Johnson Company should focus on having. Organizational culture has a lot of influence on

corporate practices and operations. It is only by having a quality culture that employees can

perform in the right way, leaders learn and grow progressively, and also power and politics be

utilized in the right way and for the right purpose. Some recommendations suit Johnson and

Johnson Company when it comes to creating and implementing a stronger organizational culture.

First, the company should include employees in culture-related decisions to have

employees' views and opinions known and involved in the decision-making process. This would

help in reducing the need to misuse power and politics to have ideas and opinions heard and

respected.

Secondly, Johnson and Johnson Company management team should have an effective

communication strategy with employees that would make employees understand the culture.

Unclear communication reduces levels of cooperation and collaboration, hindering employees

from accepting organizational cultural demands leading to rebellion. With effective

communication, the employees would understand why they need to abide by come behaviors and

practices, how the culture benefits them, and the consequences of failing to comply with the

culture in place. Effective communication on culture-related issues comes as a significant

motivating factor and these results in improved organizational performance.

Lastly, the complexity of leadership behavior should also be embraced, as this is the only

way leaders can learn. The company should not compel leaders to be of good practice without

taking them through a power and politics training that would empower them to learn on areas

and strategies that they should apply. Leadership weaknesses correction should be done with

love and sensitivity to ensure that leaders are molded to become better, as this is the only way

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that the company can have reliable leaders to take up different leadership positions.

Influence of Politics and Power

Johnson and Johnson's Company has an influential culture that is based on dynamic

values, norms, and company beliefs. The company culture has been formed in a manner that

shapes the behavior and performance of all employees. It determines how employees should

react to issues and protocols to be observed in all Johnson and Johnson outlets and branches

across the globe. However, the current organizational culture that the company enjoys is highly

influenced by politics and power-play. There are a lot of influential individuals that hold

different positions, and they are highly involved in the creation, implementation, and

maintenance of the company's culture.

For example, at Johnson and Johnson Company, there is a hierarchical structure that

determines how power flows. The individuals in the high ranking positions are the only ones

involved in making company decisions, and this is to mean that they are the ones involved in

forming and implementing company culture. According to Alapo, (2018), the norms, beliefs, and

values that top-ranking individuals at Johnson and Johnson, especially the shareholders, are the

same that has been upheld in the company culture, which means that power has a strong

influence on the organization's culture. As a matter of real individuals with no powerful positions

do not have an opportunity to share their views and opinions about the company culture (Alapo,

2018). Company workers have no other chance but to abide by the culture that the influential

individuals at the company have created and implemented, and failure to comply attracts

disciplinary action.

Politics have also influenced the organizational culture at Johnson and Johnson's

Company. At the company, employees with limited power make use of politics to pass across

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their views and opinions about company culture to the powerful management team (Danish et al.,

2014). Politics have also been used to bring about new ideas about the company culture, and

heated politics have been used to compel powerful company individuals to view company

culture. The massive changes in the company culture that Johnson and Johnson Company have

undergone over the years have been as a result of company politics.

Sources of Power

At Johnson and Johnson Company, some diverse managers and leaders have obtained

their powers from different sources. The source of power and the ability of a person to apply it;

is determined by the position being held. The source of power also determines how every leader

or manager would handle issues and respond to employees' demands and suggestions. According

to Nweke (2014), there are five different sources of power, and at Johnson and Johnson, the

source of power is determined by the leadership position being held. It is the power that they

possess that helps them to influence the employees and also attain leadership and management

growth.

Legitimate power: There are individuals at the company who have legitimate power which is the

power given to a person from the position that he/she is holding within an organization. This is

the power that comes automatically with a particular leadership or managerial position. For

instance, at the department, the various managers have a legitimate type of power, and this is the

power they use to make different decisions concerning the department (Nweke, 2014). The

company policies demand that all employees working under a specific leader or manager must

adhere to the instructions given a policy that makes legitimate power relevant within the

company. The company management can make use of legitimate power to benefit the department

and also improve organizational performance. This is through making their powers known to all

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employees and ensuring that employees comply with directions from those in power. This is a

way that departments can have order when department managers and team leaders are respected.

The more reason is that there would no conflict of interest that could hinder performance.  

Reward power: According to Danish et al. (2014), reward power is the power that a person

attains after obtaining compensation and incentives. At Johnson and Johnson Company, quality

performance, ethical behavior, or innovative ideas are highly regarded as a way of encouraging

employees to keep up the high spirit. Whenever employees are rewarded, they are empowered to

motivate others and maintain a perfect example that is emurable, and the power maintains such

employees' high working spirits for a long time. In this regard, the reward power source can be

used in departments to keep a highly motivated workforce. High motivation is a recipe for

quality and admirable behavior and outstanding performance.

Coercive power: coercive power is attained when employees are allowed to discipline employees

with undesirable behaviors. The type of power can be used to promote discipline within the

organization, and discipline is critical when it comes to building and maintaining conflict-free

organization and high performing as well (Randall, 2012). At Johnson and Johnson, the same

type of power can be used to discipline employees within the department that distract others

while working or misuse working hours. For instance, such leaders can threaten indiscipline

employees with demotions or even firing to keep them focused on making a positive contribution

to the company.

Referent power: This is a natural power that people have who are destined to be leaders. People

with referent power can be used to influence others, especially those who are underperforming or

are continually getting into trouble with managers (Randall, 2012). Such individuals can be made

team leaders since leadership brings people together and help them realize their potentials and

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abilities.

Expert power: According to Nweke (2014), being an expert in a specific area easily attracts

admiration and respect, and in overall, such a person becomes a natural influencer. It is evident

that at Johnson and Johnson Company, there are a lot of people with expert power. People with

expert power can be used to act as coaches in different departments, and this would help in

boosting levels of knowledge and skills that are needed for improved performance.

Leadership Behavior and Culture

Power and politics, if appropriately applied, can help an organization to improve the

quality of leadership behaviors and organizational culture that an organization should have

(Guinote, 2017). The study of power and politics can be used to influence behavior and also

improve an organization's culture. According to Randall, (2012); the study of power and politics

entails covering topics and lessons that sharpen leadership and management skills and behavior.

The study of power and politics is hence critical when it comes to improving leadership and

overall organizational culture (Danish et al., 2014). It makes it possible for leaders to understand

what they need to do as leaders in terms of actions and behaviors. The study empowers leaders to

use different leadership styles effectively in a manner that they will demonstrate the effective use

of power and politics.

According to Danish et al. (2014), the study of politics and power helps leaders to

understand the elements to involve when creating and implementing an organizational culture.

The more reason is that the culture in place determines how employees would respond to issues,

including their respective tasks and responsibilities. Lastly, the study of power and politics helps

leaders to learn how to avoid abusing power and politics and instead use power and politics in a

manner that would benefit the organization.

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Leadership Influence

Leaders being human in nature to have strong and weak areas that make them too, at

times, demonstrate good behaviors and actions and, in other times, demonstrate contradicting

behaviors. The complexity of leadership behavior is an important aspect in any organization

because it helps in understanding every leader in all aspects of both the good and the bad

(Psychogios, & Garev, 2012). It is important to note that learning and understanding leaders in

all aspects help in assisting leaders to overcome their weaknesses and gradually become better

and quality leaders. This means that without the complexity of leadership behavior, there is no

progressive development of leaders on a personal level (Baltaci, & Balcı, 2017). It also means

that the organization would, in one way, benefit from the good deeds of a leader and, at the same

time, suffer immensely from the adverse actions of the same leader. Nevertheless, there is no

perfect leader, and it takes time to mold a high-quality leader. Hence, it concludes that the

complexity of leadership behavior marks the beginning of progressive leadership development.

The complexity of leadership behavior influences organizational structure and

performance because an organizational structure is formed based on the strengths of leaders. The

complexity of leadership behavior is used to identify leader's strong areas and hence identify the

best position that the leader can hold that would also pose a challenge to the leader compelling

the leader to improve on weak areas (Psychogios, & Garev, 2012). Performance is also

influenced because when a leader learns his/her weak areas, the organization can put in place

measures to help the leader improve, and this helps in improving performance.

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References

Alapo, R. (2018). Organizational Power Politics and Leadership Experiences on the View and

Use of Power in Organizations. Management, 6(1), 30-36.

Baltaci, A., & Balcı, A. (2017). Complexity leadership: A theorical perspective. International

Journal of Educational Leadership and Management, 5(1), 30-58.

Danish, R. Q., Munir, Y., Kausar, A., Jabbar, M., & Munawar, N. (2014). Impact of change,

culture and organizational politics on organizational learning. Review of Contemporary

Business Research, 3(1), 115-126.

Guinote, A. (2017). How power affects people: Activating, wanting, and goal seeking. Annual

Review of Psychology, 68, 353-381.

Nweke, A. N. (2014). The Influence of Power and Politics in Organizations (Part 1).

International Journal of Academic Research in Business and Social Sciences, 4(7), 164.

Psychogios, A. G., & Garev, S. (2012). Understanding complexity leadership behavior in SMEs:

Lessons from a turbulent business environment. Emergence: Complexity & Organization,

14(3), 1-22.

Randall, D. M. (2012). Leadership and the use of power: shaping an ethical climate. Journal of

Applied Christian Leadership, 6(1), 28-35.

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