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Positional Power for Change

Positional Power for Change

Changing the Culture/Core Values of My Organization by Utilizing Positional Power

I intend to transform my organizational culture to become very strong using my positional power. A sturdy organizational culture is significant in providing guidance and consistency, directing the actions and choices in a firm, and not forgetting to fuel the employees and assist them in achieving their potential. Currently, I work for CVS Health as a utilization review nurse, and as such, using referent power to change the organization’s culture would be beneficial to the firm and the employees. I can change the culture by having the organization treat the employees appropriately and concentrate on their empowerment in the process of maximizing the organizational returns. This includes having frequent training for employees to make them better at their jobs.

Accordingly, employee empowerment will nurture creativity, innovation, and motivation and inspire shared values, thus promoting a learning and achievement atmosphere (Carter, 2009). Additionally, the culture will focus on increased respect for all individuals irrespective of their working positions. This includes respect between the leaders and the workers and amongst the subordinates. Integrity will be part of the culture. As a result, people in the organization will be obliged to act with integrity at all times in making choices. Moreover, accountability will be highly regarded in the organization, thus making all the people accountable for their jobs and their actions as well. The followers ought to be accountable for their actions, as Johnson (2019) states, and this will be part of the organizational culture.

Using Different Types of Positional Power to Change Organizational Values/Culture

Different organizational power can be used to transform the organizational culture. One of the positional powers is reward power. According to (Faiz, 2013), reward power is a person’s aptitude for giving people the things they desire and eliminating the things they do not want. In other words, it is the power resulting from the capacity to reward other people. Therefore, I would use this power in the organization by instilling a reward system in the culture that would result in job satisfaction among all employees. This would look like having a gift shop nearby where, after a great accomplishment, a gift would be taken and given out. My personal values revolve around empowerment and inspiring others; thus, rewarding the workers would be fitting. Additionally, the expert power would be used in applying my knowledge and skills to make the organization successful. Moreover, legitimate power results from the apparent intrinsic right to influence and as per my personal values, influencing others is my strong point. Accordingly, I would act as a role model to impact others.

The Type of Power Dynamic to Navigate While Instilling Organizational Change

The type of power that I would have to navigate while imparting organizational change is reward power. As earlier stated, it is the power resultant from the ability to reward other people. As much as a reward is great for the organization, I would like to understand how to use this power to benefit the employees as well as the organization. I would go about navigating the power dynamics by understanding when to reward, how to reward, and when to stop rewarding. A high number of organizations utilize rewards external to the job to influence the employees for some reasons (Ajila & Abiola, 2004). Also, as much as I appreciate the essence of external rewards, I recognize the significance of intrinsic motivation, and therefore, I would like to dive more into it. For the expert power, I would like to keep improving my skills and expertise for the job by advancing my studies and training.


Ajila, C., & Abiola, A. (2004). Influence of rewards on workers’ performance in an organization. Journal of Social Sciences8(1), 7-12.

Carter, J. T. (2009). Managers are empowering employees. American Journal of Economics and Business Administration1(2), 41-46.

Faiz, N. (2013). Impact of manager’s reward power and coercive power on employee’s job satisfaction: A comparative study of the public and private sector. International Journal of Management and Business Research3(4), 383-392.

Johnson, C. E. (2019). Meeting the ethical challenges of leadership: Casting light or shadow. Sage Publications.


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Now that you have determined your own personal values do the following in 500-750 words.
1. Describe how you are able to change the culture or core values of your organization utilizing positional power.
2. Discuss how you would use different types of positional power to go about changing organizational values/culture. What would it look like? Use characteristics of your own personal values when answering the question.

Positional Power for Change

Positional Power for Change

3. Predict the type of power dynamic you may have to navigate while instilling organizational change. How would you go about navigating the power dynamics present?
Use two to four scholarly resources to support your explanations.
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

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