What is Coercive Power? Understanding Its Types and Examples

What is Coercive Power?

Coercive Power is a method of exerting influence by using threats, force, or other forms of coercion to achieve a desired outcome. For instance, a team leader may use Coercive Power by threatening to remove, suspend, or demote an employee.

Coercive power is not derived from personal charisma, but rather from the position of authority held by an individual. Its effectiveness lies in the ability of managers to enforce compliance through the threat of punishment for non-compliance. Essentially, coercive power is the use of fear and threats to motivate individuals towards achieving desired outcomes. It is a leadership style that relies on the imposition of penalties to influence others, and is one of many tactics employed to exert influence over those within an individual's sphere of influence.

Instead of relying on persuasion, coercive power employs punishment as a means to achieve desired results. Examples of such punishments include demotions, write-ups, layoffs, pay cuts, and even terminations in cases where employees fail to follow orders. This kind of power is often used by leaders in positions of authority to compel compliance from team members or employees through the use of threats, force, or personal power. For instance, a manager may use coercive power to threaten an employee with punishment if they fail to follow an order.

The use of coercive power as a formal source of power involves influencing agents into compliance through the threat of force. This force can take on various forms such as positional, emotional, social, political, physical, economic and may not necessarily be acknowledged by the subject being targeted. For instance, a supervisor holding coercive power can threaten an employee by taking away their job or bonus, leading to compliance through fear.

Coercive power can only be effective if the leader utilizing it is closely monitoring the individual or group being influenced. This type of power is used to ensure cooperation and prevent any attempts at free-riding. The use of coercive power can have a significant impact on the target's perception of the situation, affecting their motives, the dynamics of their relationships, and their level of trust. Research has shown that this type of power can lead to increased compliance, but it can also create an antagonistic environment.

5 Examples of Coercive Power

Here are some examples of Coercive power in the workplace or in business

The threat of termination: A manager threatens to terminate an employee if the employee does need expectations

The threat of demotion is often used by managers to motivate employees who are not performing up to expectations or meeting performance standards. Similarly, the possibility of a salary reduction may be used as a way to encourage employees to improve their work performance.

The threat of suspension looms over employees who are not meeting performance expectations, with the possibility of an indefinite unpaid leave. Similarly, inadequate compensation for mandatory overtime can put undue pressure on workers.

How Coercive Power Impacts the Workplace?

In a workplace, power comes in various forms such as reward power, referent power, and coercive power. One formal type of power is coercive power, which is often used to enforce rules and regulations. However, power in a workplace can also exist without any formal organizational hierarchy or outside of it.

The act of using force to achieve desired results from an employee within a workplace is referred to as coercive power. This power stems from an individual in a position of authority's ability to penalize an employee for failure to comply. In instances where an employee carries out a task out of fear of losing their job or bonus, this power may be employed. As a formal power within organizational culture, it is one of several types of formal powers to be examined.

6 Types of Power

1. Reward Power

Reward power is the ability to provide rewards or appreciation to others. This positive reinforcement is a motivating factor for employees and can be used to incentivize compliance with organizational goals. Examples of rewards include bonuses, promotions, and salary increases. This approach fosters creativity and a positive competitive spirit, leading to a work environment that employees enjoy and want to continue working in.

2. Coercive Power

The use of coercive power by an individual to threaten others can result in gaining power over them. However, this type of power can cause fear and anxiety in employees who may worry about losing their job, being demoted, or missing out on bonuses. As a result, employees may work harder to avoid such consequences, but they may also seek employment elsewhere if they feel the coercive power is too destructive. Organizations that rely on coercive power may also experience negative consequences such as high employee turnover.

3. Legitimate Power

Legitimate power in an organization is held by those in positions of authority. When employees acknowledge the authority of an individual, it is a display of legitimate power. Such power is wielded when the individual aims to encourage employees to exhibit creativity, automation, and innovation. In essence, it involves leading by example. Leaders should demonstrate how certain activities are important by explaining the reasons behind their significance.

4. Expert Power

Expert power is a type of influence that is wielded by individuals who possess extensive knowledge, skills, and experience in a particular field. This power can be developed through formal education, specialized training, or hands-on experience. Those who possess expert power often hold significant sway over others in the workplace or social groups. For instance, a skilled software developer may be sought out for advice and guidance by colleagues and peers. Likewise, a doctor's expertise and knowledge can command respect and admiration from patients and other healthcare professionals.

5. Informational Power

Informational power can be wielded by individuals or organizations who possess valuable information which they can selectively share or withhold to influence or manipulate others. Real estate agents are a prime example of those who possess significant informational power, as they often withhold the true value of properties until necessary and may manipulate prices to sway buyers and sellers. This concept is explored in detail in the book Freakonomics.

6. Referent Power

Referent power is rooted in an individual's innate charisma and their ability to inspire others. Unlike other forms of power, referent power is more personal in nature as it relies heavily on the individual's unique qualities. A prime example of this would be a religious leader who uses their spiritual or religious beliefs to guide their followers. Similarly, celebrities also possess referent power, which contributes to the growth of their brand value.

Characteristics

Some of the notable characteristics of coercive powers are

1. Top-Down communication

In a hierarchical organization with a coercive approach, communication is always directed from the top-down. The leaders, managers, supervisors, or seniors dictate the projects, goals, and allocation of resources. The leader's strong decision-making skills set the tone for expectations and goals, and this communication flows downwards to the rest of the team.

2. Single Input Source

In a coercive organizational structure, the decision-making and order-giving responsibility lies solely with the top authorities. The hierarchical structure limits the flow of ideas to only those originating from the top brass, disregarding the contribution of others in the leadership process.

3. Use of Threats

Coercive power often involves the use of threats, which can take on both direct and indirect forms. Employees who fail to comply with orders or instructions may face negative consequences as a result of this authoritative approach.

4. Dictatorial Control

Leaders who rely on coercive power tend to dictate all the terms, creating a toxic working environment for employees. This type of authoritative leadership often results in lower job satisfaction due to forced compliance under formal authority.

5. Cast Iron Structure

When employees are unable to meet the targets set by their superiors, they may be subjected to disciplinary action. A rigid and inflexible workplace can result in decreased productivity and efficiency.

6. Rules and Policies

A coercive manager will ensure that his/her employees comply with his set practices and standard procedures. The authority could also be shown by creating its own rules.

Type of Coercive Behavior

1. Obscure

This type of conduct can be perceived by the employee, regardless of its authenticity. It involves covert methods of coercion such as emotional abuse and gaslighting, which are difficult to comprehend and manipulative in nature.

2. Open

An open coercive behavior is conspicuous and direct. A person suffering from this type of behavior of a manager or supervisor can take legal action against someone.

Forms of Coercive Power

Some of the coercive powers are mentioned below.

1. Use of Threats

This is one of the most common types of coercive power. In this, the influencing agents use the threat of using force against an individual to gain compliance from the targets.

2. Demotion

Managers often resort to using coercive power to meet their targets by instilling fear in their subordinates of being demoted. By threatening their team members with demotion if they fail to achieve the desired results, managers gain control over their subordinates. The fear of being demoted, in turn, acts as a driving force for the individual to meet the set goals.

3. Loss of bonuses or commissions

Using coercive power involves threatening an employee with the possibility of losing potential rewards or commissions. This fear of losing out on benefits or annual bonus compensation can serve as motivation for them to achieve the goals set by their managers.

4. Restraints

With contractual obligations, an employee's work freedom may be restricted. In certain regions, employers can impose trade restrictions on former employees regarding specific timeframes and locations.

5. Loss of Privileges

6. Suspension or Termination

Organizations provide non-cash compensations as benefits to their employees, which can aid in employee retention. However, certain benefits such as parking perks and insurance schemes may be subject to immediate termination.

This is a very drastic type of coercive power in which an employee is threatened to be terminated or suspended if he/she cannot achieve the desired results.

Advantages of Coercive Power

and policies

Punishing employees for violating rules and regulations

Disciplining employees for poor performance or behavior

Preventing harassment in the workplace

Addressing safety concerns and enforcing safety protocols

Correcting unruly behaviors

Controlling workplace harassment

Motivating the staff

Hence, coercive power holds several advantages, some of which are most crucial are-

1. Resolving insubordination

Coercive power can be a useful tool for employers dealing with insubordination issues in the workplace. When an employee is consistently tardy or not meeting expectations, coercion can be used as a means to motivate them to improve their performance or face the consequences. While not ideal, this type of power can be effective in certain situations.

2. Preventing harassment and discrimination

To make the employees follow the company’s rules and regulations, threats like termination or suspension could be used to get the desired results.

Disadvantages of Coercive Power

Everything has a bad side attached to it, and so does coercion.

1. Lowers job satisfaction

People feel like being under the thumb of their superiors in coercive power.

2. Backlash threat

There is always the fear of retaliation from the employees.

3. Close supervision is needed

Managers who can keep a close eye on everything can only benefit from coercive power.

4. Only works if used sparingly

This is not beneficial for the long term.

5. Doesn’t work if you cannot carry out the threat

Coercive power is invalid if the individual fails to carry out the steps he committed to.

6. Reduces innovation

There is a saying that coercion smothers innovation; this saying stands true here too.

7. Legal Limits of Coercive Power

While coercive power may offer benefits to a manager and their organization, it is crucial to remember that there are legal regulations in place to protect employees from mistreatment. The Civil Rights Act prohibits any form of harassment or offensive behavior based on factors such as race, religion, gender, and age, and violation of these laws can result in serious consequences for employers.

Non Coercive Power

Influence doesn't always have to come from a position of power. Non-coercive power, also known as soft or persuasive power, is the ability to guide and motivate others towards specific goals without using threats or force. This approach involves setting positive examples and providing guidance to individuals. By using charisma, expertise, rewards or incentives, leaders can build relationships with employees and create a conflict-free work environment.

Summary

Although coercive power can be effective in punishing employees when things don't go as planned, it should only be used as a last resort. This is because there are several disadvantages associated with its use that should be taken into consideration.

Employees may feel compelled to comply with the demands of their superiors out of fear of losing their jobs or facing other negative consequences. This type of power can create a tense and uncomfortable work environment, leading to low morale and decreased productivity. It is important for managers to use coercive power sparingly and only when absolutely necessary, as it can have long-lasting negative effects on the overall success of the business.

The most important thing that needs to be kept in mind is that anyone using this must be able and willing to follow through with the threats that are made to the employees.