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Originally Posted by bpcyclist
As for work, I think you are coming into some conflict between how you think you should be treated and how your evaluator and that manager with the tepid response are , in fact, treating you. This may sound weird, but the problem is actually not them. They are just perfectly being exactly who and what they are. This is who they are. Your expectation that they should treat you 'fairly' is the problem. Not having that expectation met is causing you distress. The problem, actually , is you.
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This is 100% spot on! When leadership and followers are misaligned, then there is discordance for both the leader and the follower. Finally, a chance to apply what i learned in my Leadership Theory course. Thank you bpcyclist and Peter Northouse!
According to Northouse, there are six bases of Power used by leaders:
Referent power - based on followers' identification and liking for leader.
A teacher who is liked by students has referent power.
Expert power - based on followers' perception of the leaders competence.
A tour guide who is knowledgeable about a foreign country has expert power.
Legitimate power - associated with having status or formal job authority.
A judge who administers sentences in the courtroom exhibits legitimate power.
Reward power - derived from having the capacity to provide rewards to others.
A supervisor who gives rewards to employees who work hard, is using reward power.
Coercive power - derived from having the capacity to penalize or punish others. A coach who sits players on the bench for being late to practice is using coercive power.
Information power - derived from possessing knowledge that others want or need.
A boss who has information regarding new criteria to decide employee promotion eligibility has information power.
Leadership & Coercion:
Power & restraint used to force followers to engage in extreme behavior.
Coercion leadership involves:
*use of force to effect change.
*influence followers to do something by manipulating rewards and penalties in the work environment.
Quote:
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Because leadership is aware of my performance rating, they are also withholding opportunities for me to grow and prove myself. And whatever little there is going to the "top performers". Btw, there is a good chance that I might get laid off if there is workforce reduction in the company. I feel I have been pushed to a corner with no way out... and there's more.
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*use of threats, punishments, and negative rewards.