Authority, Power, and Conflict in Organization: Analysis of the Impact of Their Functional Relationship In Organization Performance

Abstract

Working together effectively in organization is not an easy task. This is because it is human beings in the organization that work together and human beings naturally are complex and unique. In order to effectively work together, the human beings in organization are divided into two groups – the leaders and the led i.e. managers and workers. Even at that, the division is simply a means to an end and not an end itself. This is true because managers cannot effectively manage the workers to work effectively without administrative “force” and that “force” consists of authority and power.

Authority is the formal right to make decisions and to influence workers behaviour to implement those decisions based on organizational relationship. Power on the other hand is the ability of a manager to influence the behaviour of workers based on informal relationship.

Whether formal or informal, the essence of authority and power in organization is to mould, modify, direct, and influence the behaviour and actions of workers toward the achievement of organizational objectives. In the process of directing and influencing the workers, conflicts are bound to occur. Conflict as a natural phenomenon and part of organization life can occur within and between individual workers, within and between groups of workers, and even between the workers and management.

In practice, the outcome of the influence of authority and power on the behaviour of the workers can be positive or negative depending on their multiplying effect on productivity and growth of the organization. If the multiplying effect increases productivity and growth of the organization, the influence will be said to be positive while it is negative if the multiplying effect result to a drop in productivity and growth of the organization.

KEYWORDS: authority, power, conflict, impact, relationship, organization, performance.