Reference no: EM131073174

Respond to each peer initial post with a response about 3 to 4 sentences long.

Peer #1

I am currently working on finding a copy of this electronically that I can post though I am able to provide a summary of the organizational structure. Working for Drum Corps International (DCI) we have an organizational chart that starts with our Voting Members. Our Voting Members vote for our Board of Directors who hire the Executive Director/CEO. From there, there are several departments that answer to our CEO including Technology, Marketing, Events, and Operations. Employees answer to those senior staff members who answer to the CEO and so on.

There are five sources of power in an organization which are identified as Legitimate, Expert, Referent, Reward, and Coercive Power Base. Power is reliant on the position/rank within the organization. Reward and coercive power tend to be managers and supervisors. When someone is respected because they have a strong capability to take action or establish that they have strong leadership skills, they are considered referent. Expert power is when an individual has a specific set of skills and expertise that tends to be important within the organization. Legitimate power is by virtue of a person's position within an organization.

There are three levels of power - lower, middle, and senior. The lower level is general where there are the most employees and there is the least amount of power. Performing daily tasks to support the permission and goals is what they tend to do most. The middle level is where power and authority exist but it is dependent on the relationship between management and employees. Senior level is where you find strong authority level and power. I am the office services manager at DCI so I would consider myself to be middle level. I am not senior staff but I am not a lower level employee. There are basically three types of job titles - Coordinators (lower), managers (middle), and directors (senior).
Our CEO has been around the longest and they have a wealth of knowledge and experience for the organization. I would consider him many sources but at the highest level, he has legitimate power. I would also consider him to have referent power. He is less interested in the part of the job that involves reprimanding. I would also describe him as referent as he is trusted and respected in all aspects of the organization.
One of our senior staff members - director of events - has also been around for a very long time. I consider her to have expert power with her experience and skills. I would not consider her as strong of a leader as I do not believe she deals with conflict in an appropriate manner however no one questions her knowledge of her field. She has been here for 19 years however her department has the highest turnover of all of the departments. Perhaps that is an example of poorly administered power.

Our CFO may be more in a position of reward. As the keeper of all the numbers, he has the ability to say if we are in a position to give raises or bonuses. I know that I try reward at least when tasks are completed with compliments or reinforcement.

Upon review, I do not think there is any coercive power found in the office at DCI. There is a very relaxed atmosphere and people I have never seen anyone reprimanded or be demoted. I honestly don't think this is necessarily a good thing. We have an employee that manages our warehouse and many mistakes are made yet there is never anything done to fix this issues. They did start a tracker of the mistakes and I assume that may eventually lead to some sort of system. Right now I think that lack of accountability hurts us in some ways. Growth in this area would create some push back but I think there is a huge opportunity for improvement here.

Peer 2

Many organizations are governed differently, even the ones with the similar goals. For many organizations it is finding out what actually works for them. I work at a public charter school. At our organization the board chair and members vote on everything, no matter how small or large a decision.

Our organizational chart is as followed:
Board Chair- Financial Committee, Instructional Committee
Secretary- Technology Committee, Financial Committee
Board Member- Bi-laws, Instructional Committee, Facilities Committee
Board Member - Facilities Committee, Instructional Committee
Board Member- Facilities Committee, Instructional Committee
Principal
Office Manager
Teachers
Teacher Assistants

The board chair and the principal actually has all five types of power. Legitimate power because they are both well respected in the community. The board chair was voted in the position because others felt that she had the values and beliefs to move the school in the right position. The principal was hired because of the beliefs and values that she has to uphold the standard and expectation for the school. Reward power because with better performance of the employee in the organization, the reward could possibly be a raise in salary. Coercive power because just as they are able to give a raise, they are able to terminate. Referent power because of the experience and the involvement in the community there are individuals that are inspired and believe in the values that is presented by the board chair and the principal. Also, as a principal the relationship with staff is important because she is the direct supervisor to the staff and it keeps the moral positive in the workplace. Expert power because the board chair has worked within the school system for many years working as a guidance counselor and a principal. The principal also has an extensive background in education with the education of being a teacher and in school administration.

The board members and the secretary have legitimate, referent, and expert power. Legitimate power each member on the board as similar goals for the school that includes supporting the students, parents, and staff and having the best interest for the school. Referent power because staff wants to have a relationship with each member since the members have an influence on to the board chair and principal and within the community. Also, because their wealth of knowledge to help the students, parents, and teachers grown professionally and personally. Expert power because each member on the board has an extensive background within the school system and in different organizations within the community to make sure that the school is a success and doing everything possible to help the students become young leaders.

The office manager, teachers, and teacher assistants all have legitimate, referent, and expert power. Legitimate power because of the values and beliefs they have to work with the specific population of children that is at the school. Each person has their own mission statement that ties into the school's mission statement where the parents, staff, and community are all important factors in helping the children become better leaders as they grow and learn. Referent power because the relationship between the staff is important. As a staff member it is important that there is a positive moral in the office. Expert power because each staff member has the educational background and experience needed to help the children succeed.