Power is a sense of inner Strength Identification which enables someone to get others to do what he wants them to do. Most of the people strive for power not necessarily in order to harm others or to control others but to survive in the competitive world,be a leader,be ahead and maximize their own and larger interests of organization they work for or are associated with. And this is simply done by controlling the Things,people & the world around them. Let us surf through the various Facets & intentions of POWER , try to read between the POWER lines & POWER Plays and Interpret -n –use POWER for the benefit of the industry.
It is proved that power remained the greatest motivator for human beings since the ages & he is attracted to it irrespective of his so called profile…is what P.RamMohan, a young Chartered Accountant turned entrepreneur who runs PT Education in Nagpur has to say. He further adds that In a very simple way, power is the ability to influence others’ attitudes, behavior, thoughts and action to do the things better on their own.
Quite Truly Successful managers have a greater need for power motivation than need to achieve and affiliation. However it is necessary that need for power must be disciplined and properly controlled in the managers so that it is directed towards the benefit of the organization as a whole and not towards personal gains & Scores of the managers, failing which it has tremendous potential danger of ruining the whole organization. Powerful managers have strong tendency to exercise control on their own actions. They believe that their power is being exercised on behalf of someone else for overall benefit of organization. Managers who use power for personal purpose tend to be autocratic, rude, impulsive, immature and exert on others for personal gains. They may have short term visible & Loud effectiveness but in the long term, they Spoil & ruin organizations.
Managers who exert power with the ‘ ME..& ME ONLY’ approach are at ease in the organizations where people are self-seeking individuals who pursue their own goals at the cost of greater focus on control…is what Abhay Bangde,Region Head of TATAAIG general insurance added.he is of the strong opinion that Subordinates may resort to passive compliance with lack of interest in innovation and learning.
POWER & SUCCESS
It is found that managers with a high need for power have a faster career growth and tend to hold high offices in the organizations and use power strategies such as gaining visibility, formal alliances, acting competitively and valuing prestige.
It is also found that high achievement oriented managers are attracted to occupations that offer an opportunity to use power and influence. Power motive has been found to be significant indicator of managerial success than the achievement motive.
Managers who use power for self growth tend to display self centered interest contrary to Organisation managers who have a larger vision and try to develop everlasting, broader, wider, professionally managed & Directed organizations…says ADMARK events group Head Pramod Batra who has in his 15 years of stint of running a Multilocation & high profile event management Company,seen lot of companys,cultures,attitudes & people at all possible levels.
Organization minded Managers tend to join organizations and feel responsible for building up these organizations. Furthermore they believe strongly in the importance of decentralized authority with a firm Belief that WORK IS WORKSHIP – .
POWER & MARTYR SYNDROME-
You will generally find Martyr syndrome in managers who are quite willing to sacrifice some of their own self interests for the welfare of the organization they serve…says Parag Shroff , a young new age enterprenuer who runs a Midsize Transport company.He has a Observation that such DEVOTEES are everywhere who runs the company & are its pillers & They will always genuinely believe in Equality, indiscrimination & THE JUSTIVE MUST PREVAIL as they have a keen sense of justice.
Such MARTYR Institutional Managers will always Practise the Thought that hard work and sacrifices for the organizations will be always & suitably rewarded. Institutional managers are generally very matured – which is described as less egoistic. Somehow their positive image is not at stake in what they are doing. They are less defensive, more willing to seek advice from experts and with long term approach. They accumulate fewer personal possessions and seem older and wiser.
POWER FOR INSTITUTION BUILDING
In today’s complex environment, managers have to go beyond positional power and exert influence so as to achieve organizational goals in context & Pace with socio economic development of the nation…is what Samir Gadekar & Aashutosh aher feels who run a successful enterprise ESSAY Systems ,a respected name in Office furniture Category.The duo says further that they have seen Many individuals who have tremendously influenced the organizations they served and used positional power for developing everlasting competitive vibrant organizations which have withstood all tests,it’s the passion, obsession, vision & caliber of A individual which has created organization which are now inherited & run by the generation thereafter.
There are many Examples that Even if A power centre is one but down the line the power is Properly distributed., it makes the organizations run even after the Power center changes or ceases existing.It is the culture which the Power Center propogates & establishes.
POWER FOR VALUES
Some of the organizations have empowered the employees by successfully selling them organizational values which are deepest and most powerful motivators of employee’s actions and organizational achievements. In real sense by developing total commitment towards core values they have created an organizations of ‘true believers’ – come what they stand uphold and strive for achieving organizational excellence through such cherished core values. Impressed with belongingness of the people in some of his client companies, the Young Chartered Accountant Paresh Tank was mesmerized with employees belief in core values & the integration which he adds that is extremely clear and deep rooted.
POWER DILEMMAS –
It has been found that the Indian managers show more autocratic orientation towards management practice while making sharp distinction between direction and persuasion and tend to focus on the former than later. He is comparatively high on need for prestige, low on need fulfillment and high on need dissatisfaction . Pramod Korde , a Dynamic Advertising professional who runs Multicrore Spectrum Advertising has found within his clients that Indian entrepreneurs are caught in many dilemmas. They prefer group based participative decision making but have little faith in the capacity of the employees for taking initiative and responsibility. They also accept cynicism. They believe that managers have to compromise ethics and moral in order to accomplish a task. They prefer third party intervention.
It appears from no of examples around that Indian managers have a high degree of dependency, less participative, status oriented, autocratic, indecisive and has comparatively lesser commitment to organizational goal achievement.
Thus, the future managers job has become tough one and the tasks will be more complex with greater tension. He will be expected to deliver more results at quicker speed and lesser cost with more constraints like slowdowns, Recessions, inflations, decreasing foreign trade etc.
The present scenario requires new kind of Powerful Democratic managerial leadership, Powerful Open Minded, Participative, Competitive strategic thinking, coping with social forces and government agencies. A multi+ multi-tasking, multifaceted, multitalented, multi approacher Manager. A True Organization development MARTYR Manager.
About Author Mohan Pande:
Author has rich experience in Media, Communications & PR, Corporate affairs, Management etc. firstname.lastname@example.org
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