Inappropriate use of coercive power:
Paul Kost exercised coercive power which is the ability to punish if employees failed to conform or prevent someone from obtaining desirable rewards. This source of power could make things difficult for employees due to the implied force or disciplinary action that relates to threats and punishments and so employees working under such a coercive director are unlikely to be committed that leads to low productivity. Furthermore, punishment strategy could result in undesirable side effects such as anxiety, resentment, reducing employees’ loyalty and work performance in the workplace. To add on, the distinct outcome that might result from the use of ...view middle of the document...
* Communication breakdown as processes might be misperceived without an effective communication. When Fairisle Polytechnic has a poor structure, there would not have a right chain of command that act as an effective tool to pass on accurate and updated information through the institution that are essential to maintain the flow of management in all faculties. This indicates that low productivity can be resulted because ineffective communication could cause employees to have an improper working environment for them to work efficiently. Thus, improper organizational structure leads to imprecise or missing information that could affect every department and even cause confusion as departments might not be clear on what their responsibilities exactly are.
* Employees would follow the organizational structure of the school to guide their daily tasks and so if the structure were not clear would eventually cause employees to lose motivation. When the channels to deliver changes or new ideas are disorganized, workers would lose interest in working efficiently.
Staff had tried to resist the squeezing of resources which suggests that there was a problematic matter of resource scarcity that would more likely to generate conflict as each employee or department that needs the same resource necessarily undermines others who also require that resource in order to achieve their objectives. When employees feel the need to safeguard the interests of their individual department over the needs of the school as a whole, then the institute would suffer. Consequently, conflict would occur since employees would be fighting over scarce resources due to insufficient financial and other resources for every worker to accomplish their goals.
* Coercive power
The effectiveness use of power would not solely rely on one source of power as it might limit its effectiveness. It would be more appropriate to avoid using coercion except when absolutely necessary such as during economic crisis or when there are threats to the survival of the association because it is difficult to use and is likely to result in undesirable side effects such as anxiety and resentment. In addition, it would be sensible to understand that a behaviour might be suppressed due to punishment, it might not be abolished permanently and the person who directs punishment might be viewed negatively by others. Instead of exercising coercive power like giving punishment to weaken the undesirable behaviour, reward power could be implemented to influence and motivate employees so as to improve their performance in the institute. Reward power is based on the individual's ability to reward desirable behaviour. Many employees are motivated by rewards and incentives to comply with instructions given by a superior. In this case, Paul Kost could provide extrinsic rewards such as wage increases and job promotions due to jobs well done and might also use intrinsic rewards...