In strategy 1, Don will be adopting position power, which favors his personal, formal position. The use of his position to make the necessary changes while ignoring the board requires that he possesses or controls the relevant power sources, which includes the board. Don will be using his position power that stems and involves using either negative or positive sanctions. This form of leadership applies to the existing hierarchy of the organization, which enables the top management to be able to control and restructure the setup of the organization. Don’s strategy will involve the use of direct and observable power in order to solve the discrepancies amongst the leadership. Any form of action that might signify a challenge to the domination of Don or his strategy of ignoring the board and enacting his own, decisions would be viewed as resistance. In Don’s case, the resistance to his ideas will be regarded as an attack to the interests of the organization, or as illegitimate behavior.
In the second strategy, Don can decide to follow the advice of the board of directors in implementing changes to the organization, but still getting the chance of employing his beliefs and visions. Don will need to outline a clear vision that involves the change effort that the organization needs to accomplish. This strategy has the advantage of involving other stakeholders, members and employees of the organization in pooling their opinions and output in the creation of an effective leadership strategy, which will enable the achievement of the company’s goals. This strategy allows the board of directors and employees to believe in Don’s beliefs and vision as realistic and relevant. In most cases, the employees, leaders and the board do not expect to wake up to a bombshell of a change in the organizational structure without their input being put into consideration. They always want to feel as part of the organization and also awarded equal measure of respect.
Political power in any organization is inevitable, with most people overlooking this phase in the management of change. Power is a key element in an organization especially when its goal involves striving for increased productivity. Power is also essential when the organization is striving to maintain the effective employees, employ necessary changes in leadership or maintain job security, and originates from credibility, whether from integrity or strong expertise. Additionally, political power thrives in all forms of interactions, just like conflict, and does not necessarily involve negative repercussions. The most effective adjustment would be to utilize and manage power and conflicts. Issues of adjustment of political power are of high priority especially when it comes to managing and recognizing the change in activities and leadership, in an organization. This form of change means shifts in power across functions, groups and management levels. In order to be successful, Don as the CEO needs to employ his efforts of change in leadership and vision of the company by involving the support of all key power players. For instance, Don can incorporate the advice from the board of directors, subject matter experts, the senior management and other employees with the capability of integrity and strong expertise.
The adjustment of political power can also include the strong mechanism to enable power alignment in line with efforts and strategies of change, in order to create a strong network of power players. These members can count and interact with one another in order to guide and support the efforts of change, beliefs and vision. Don can also adopt ways of managing power by ensuring that all the power players, such as existing leaders, board of directors and managers, are involved in evaluating the need for change, creating the methods and strategies of achieving Don’ beliefs and visions, and improving the communication about the status of change in the whole organization. Any behaviors of resistance, concerns or recommendations, can be expressed by the involved parties, which can then be worked on or resolved.