gender differential paper IJCRB

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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
JUNE 2011
VOL 3, NO 2
First of all we need to find out about what is social influence which gives authority or power to
managers working in an organization. Social influence is when one does something which affects
others working in that organization in any way, like asking your subordinate to do something or
your supervisor for a favor. The net result is that in one way or the other one has exercised
control by influencing them. There are tactics for this influence which can be persuasive,
inspirational, collaborative, pressure, exchange, consultation and coalition. All these tactics can
be used but it depends upon the status of the people involved (Greenberg, Baron, 2009), (Steve L
McShane, Mary Ann Von Glinow, Radha R Sharma, 2006). Employees are normally aware of
the organizational politics / influences and use these tactics where they deem it necessary;
although they do not invoke sanctions against those who influence others but they use the tactics
that are common and acceptable in daily routine affairs of an organization. (Mintzberg, 1983) but
soft tactics like persuasion are more effective than hard tactics like assertiveness. (Steve L
McShane, Mary Ann Von Glinow, Radha R Sharma, 2006).
This influence leads to authority and power which can be legitimate, reward related, coercive,
economic, personal and expert (Fred Luthans 2008 page 281-286), (Steve L McShane, Mary
Ann Von Glinow, Radha R Sharma, 2006 p 372-376) and that can be used by managers or
individuals of an organization to get the things done. Individual also make use of power in a
selfish manner which is the biggest problem in work environment and that is what organizational
politics is. This refers to those individuals who give importance to their own interest instead of
an organization. (Greenberg, Baron 2009 page. 47). Power involves a relationship between the
person who is influencing and the one who is being influenced (Fred Luthans 2008 page. 287)
and there are certain characteristics which can be dependency, uncertainty, personality,
intelligence, and age. So whatever type of power and individual possesses has an effect on the
organization and its politics.
Another important factor in organizational politics is human resource management activities
such as annual appraisal, selection and rewards etc (Greenberg, Baron 2009 page 499-500)
where managers use their influence and authority to get the things done.
Power can also be one of the reasons of conflict, power struggle which can be due to authority,
relationship or resource; it depends upon the person who has more power whether it be formal or
informal and who determines another’s fate and not vice versa. (Morgan, 1997). People in power
sometimes use this authority or official capacities for seeking personal interests which ends up in
conflicts.
Longman Dictionary of Contemporary explains the meanings of conflict of interest as “a
situation in which you cannot do your job fairly because you will be affected by the decision you
make” (www.idoceonline.com/dictionary/conflict_1). There are various types of conflicts e.g.
interpersonal (personal differences, information deficiency, role conflict, environmental stress)
(Fred Luthans 2008 page 260) personal, professional, official, and can also be due to
incompatibility (Mellinkoff’s Dictionary of American Legal Usage, West Publishing, 1992,
p.104-105) which can develop into conflict of interests. So there can be various reasons of
conflict (Michael McDonald) http://www.ethics.ubc.ca/people/mcdonald/conflict.htm
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