Something about use of power

Power, The Last Corporate Taboo

In an ideal business structure, a well pronounced leadership line up of responsibilities and accountability in the hierarchy of the organization must be fully described. HR executives ensure that these well-defined posts filled by members of the staff are applied accurately and appropriate to the abilities and capabilities of the assigned personnel. Because leadership is set in the concept of power, it is fundamental for organizations that such power in each leadership position is exercised with a sound and healthy theory and application. Power as we know have different interpretations to different individuals. A well defined lay-out of definitions of each role and function in the business operation aligns each leader to the vision and goals of the company.

HR executives play a definite function of leadership which taps varied purposes in the over-all business process. These functions and responsibilities come with power. Therefore, it is vital for HR executives to effectively carry through that power in the influence of bridging successfully the tasks to all divisions of the company. The CEO has the institutionalized power with a decisive end result of the company’s goals in mind, in which the outcome is the total culture of the firm. It is evident that HR executives carry essential tasks in supporting his/her leadership, and at the same time ensuring that power is implemented for the best interest of the company. This is because, power are vested on each executives in order to effectively and successfully carry out the plans and purpose of the company. And, that a well-defined, exercised, and controlled power is pivotal to the smooth, valuable, effective, and successful operation of the firm.     

When power and delegation of power is clearly exercised among the leadership of the organization, it is undeniable that this same organization runs in harmony to the company’s vision and goals. The firm’s performance points to a clear direction on the desired ideal outcome and production. As power when applied and exercised well boosts the morale of all the staff, in knowing that; what the company promises to them and to their customers are always kept. It makes them proud to be a part of their organization.

When power in leadership is not applied, incorrectly or inappropriately used, it causes confusion in the total organization resulting loss of confidence not only among the workers but also the company’s reputation as a whole. A well articulated job description for each employee must be in place for power to be projected into the organization fully. With the collaboration of the HR executives, both HR executives and CEOs must understand fully how his/her power influences a subtle but strong cultural dynamics of the company operation. HR executives and CEOs, hand in hand creating structures and systems together, will ensure proper delegation of such power which when shared appropriately and effectively results in the portrayal of a clearly defined matrix of the organization. Power is a right and a responsibility. One cannot have one without the other. It is important for HR executives to be working closely with CEOs in making sure that anyone with power in the organization understands the responsibility that comes along with it.

The consistency and certainty of the firms’ decisions and reputation are the most desired outputs of a company’s goal, the employee’s expectation, and the key components of a company’s good standing. When power is used faithfully in conjunction with the high-quality decisions all the way through in the firm’s entire production procedure; reliability and predictability are always attained. HR executives then must successfully orchestrate for CEOs to be informed, warned, and encouraged in the implementation of power effectively into the organizational structures.

Seeman, P. (2005). Power, The Last Corporate Taboo. In Losey, M., Meisinger, S., & Ulrich, D. (Eds.), The Future of Human Resource Management (pp. 323-330). New Jersey: Wiley