{"id":710,"date":"2020-12-14T16:59:22","date_gmt":"2020-12-14T10:59:22","guid":{"rendered":"https:\/\/agribusinessedu.com\/?p=710"},"modified":"2024-08-03T21:28:18","modified_gmt":"2024-08-03T15:28:18","slug":"power-and-authority-for-agribusiness-organization","status":"publish","type":"post","link":"https:\/\/agribusinessedu.com\/power-and-authority-for-agribusiness-organization\/","title":{"rendered":"Power and Authority for Agribusiness Organization"},"content":{"rendered":"

Power<\/span><\/h4>\n

Power and Authority for Agribusiness Organization have remarkable significance. Power is the capacity of individuals or groups to cause or influence other individuals or groups’ beliefs or behavior. Power is the capacity to exert control beyond authority in the organization, which is derived from a place. The personal power of the boss may include job expertise, personal control, interpersonal skills, and the ability to obtain outcomes, empathy, persuasive ability, and physical strength. J.P. B and French.\u00a0 D. Cartwright, Institute for Social Science, 1959, pp. 150-167, Raven (“The Bases of Social Power”) describes six power sources:<\/span><\/p>\n

    \n
  1. Legitimate,<\/span><\/li>\n
  2. Coercive,<\/span><\/li>\n
  3. Reward<\/span><\/li>\n
  4. Expert,<\/span><\/li>\n
  5. Referent, and<\/span><\/li>\n
  6. Information<\/span><\/li>\n<\/ol>\n

    Legitimate power<\/strong><\/span><\/h4>\n

    The word ‘authority’ refers to legal power. It occurs when a subordinate recognizes that the boss has the right to exercise authority lawfully. It is a product of the position in the hierarchy of the company that an individual holds. This influence of role is wider than the ability to reward and punish since members need to recognize the position’s authority.<\/span><\/p>\n

    Coercive power<\/strong><\/span><\/h4>\n

    Coercive power is the manager’s power to discipline the subordinate for not obeying orders. This is the threat of fines. It relies on and involves fear, but is not limited to the right to ignore, delegate undesirable jobs, or restrict movement.<\/span><\/p>\n

    Reward power<\/span><\/h4>\n

    Reward power is the manager’s willingness to reward the subordinate for obeying commands. Reward power results in individuals doing what is demanded because they want beneficial advantages or incentives. Rewards may be something that an individual values (praise, raises, and promotions).<\/span><\/p>\n

    Expert power<\/strong><\/span><\/h4>\n

    The illusion or assumption that the boss has any unique expertise that the subordinate doesn’t have is expert control. Expert power comes from experience, strength, or skill.<\/span><\/p>\n

    Referent power<\/strong><\/span><\/h4>\n

    Referent power refers to an entity with favorable resources or personal characteristics. It contributes to awe and the urge to imitate. Thus, Professor Nazim Uddin Bhutan deeply influenced the actions of many students at Dhaka University through his personality and ideas of non-violence.<\/span><\/p>\n

    Information power<\/strong><\/span><\/h4>\n

    The influence of information is based on the persuasiveness or content of the communication and is independent of the person controlling it.<\/span><\/p>\n

    Authority<\/a>:<\/strong><\/span><\/h4>\n

    The force that has been legitimized by the association is authority. Therefore, we may say that authority is a supervisor’s legal power to order subordinates to take action within the framework of the role of the supervisor.<\/span><\/p>\n

    Forms of Authority<\/span><\/h4>\n

    Line authority, staff authority, and team authority are three types of authority.<\/span><\/p>\n

    Line authority<\/span><\/h4>\n

    Direct supervisory authority from superior to subordinate is the line authority. Authority flows from the top of the company to the bottom through a clear chain of command.<\/span><\/p>\n

    Chain of command<\/span><\/h4>\n

    The chain of command is an unbroken line of reporting relationships that stretches across the company that determines the hierarchical framework of decision-making. It helps staff understand to whom they are responsible, and who to go to with a problem.<\/span><\/p>\n

    Line departments<\/span><\/h4>\n

    The production and sales of individual goods are directly related to the divisions of the line. Supervisors issue direct orders, assess results and reward or discipline those workers working for them in line departments such as marketing and development. <\/span><\/p>\n

    Unity of command<\/span><\/h4>\n

    The unity of command<\/a> within the chain states that only one person can take orders from and report to each person in an organization. This helps prevent more than one supervisor from putting competing demands on staff. The movement towards employee empowerment, driven by technical innovations and design improvements from downsizing and reengineering. However, has tempered the significance of being accountable to only one superior.<\/span><\/p>\n

    Span of control<\/a>\u00a0<\/span><\/h4>\n

    refers to the number of workers that should be put under one manager’s guidance. Spans differ greatly within productive organizations. The actual number depends on the degree of complexity and the specialization level. In general, with better-trained, more skilled, and devoted staff, a large span of control is possible.<\/span><\/p>\n

    Staff authority <\/span><\/h4>\n

    The authority to advise is more limited. It is an authority based on experience that typically includes advising line managers. Staff members are advisors and counselors who help with decision-making by line departments but do not have the ability to make final decisions. Staff managers support departments in deciding what to do and how to do it. They manage and provide all consultants, such as accounting, human resources, information technology, research, advertisement, public relations, and legal services, with technical assistance or advice.<\/span><\/p>\n

    Team authority<\/span><\/h4>\n

    Team authority is given to committees or working teams participating in the daily operations of an entity. Work teams are groups of working workers empowered to schedule and coordinate their own work with a minimum of oversight and to conduct the work.<\/span><\/p>\n

    #agro_research_international<\/span><\/p>\n

    Contact:\u00a0<\/strong><\/span><\/p>\n

    If you have any questions, thoughts, or suggestions, please contact us or join our social media networks.\u00a0<\/span><\/p>\n

    Email us:\u00a0<\/strong> agribusinessedu@gmail.com, info@agribusinessedu.com<\/span><\/p>\n

    Feel free to comment:<\/strong><\/span><\/p>\n

    Your email address will not be shared with anyone.<\/strong><\/span><\/p>\n