Question

A supervisor pushes employee performance by constantly checking their work and reminding them of their deadlines. This supervisor is mainly using which form of influence?

a) Reward power
b) Coercive power
c) Referent power
d) Legitimate power

Answer 1

The supervisor is mainly using coercive power, as they are pushing employee performance through the threat of sanctions or negative consequences, rather than through rewards, personal loyalty, or formal authority.

Step-by-step explanation:

The supervisor who constantly checks the work of employees and reminds them of their deadlines is primarily using coercive power. This type of power is based on the ability of the manager to impose sanctions or punishments on employees to compel them to comply with orders or meet organizational goals. Coercive power contrasts with reward power, referent power, legitimate power, and others. It feeds on the fear of negative results rather than the promise of positive rewards or mutual respect. Within organizational behavior studies, understanding these forms of influence is essential for managing and leading effectively.

In context, reward power involves the ability to administer valued rewards, referent power stems from the leader's personal characteristics that command employees' loyalty and admiration, and legitimate power is conferred by the position held in the organization's hierarchy. The scenario described does not suggest the use of positive reinforcement (reward), personal attraction (referent), or formal authority (legitimate); hence, coercive power is the best match for the described behavior.