Reason is the influence strategy that relies on persuasion and appeals to

rational consideration of the inherent merits of the request in order to gain

compliance. It is explicit and direct, not manipulative.
 
Reciprocity is an influence strategy through which a manager uses bargaining
as a tool for exacting a subordinate’s compliance. This approach operates on
the principle of self-interest and respect for the value of interpersonal
relationships.
 
Retribution is an influence strategy that involves a threat—the denial of
expected rewards or the imposition of punishment. It usually triggers an
aversive response in the subordinate and the breakdown of the interpersonal
relationships.
 
Reprimand is not an influence strategy. It is a behavior-shaping approach that
is used to transform unacceptable behaviors into acceptable ones. The
discipline should be prompt and it should focus on the specific behavior.

Access to information in a communication network is an important source of this

power is true of the centrality determinant of positional power. Centrality is
the attribute of a position in which the occupant is a key member of informal
networks of task-related and interpersonal relationships. The resulting access
to information, resources, and the personal commitment of others in an
important source of power.
 
Flexibility is the freedom to exercise one’s judgment, particularly in tasks that
are high in variety and novelty—an important prerequisite for gaining power
in a position.
 
Visibility is the power-enhancing attribute of a position that can usually be
measured by the number of influential people with whom one interacts in the
organization.
 
Relevance is the characteristic of a position whose tasks relate most closely to
the dominant competitive goals of an organization and therefore enhance the
power of the occupant.

The need for surveillance is reduced when using the reason influence strategy.

Reason is the influence strategy that relies on persuasion and appeals to
rational consideration of the inherent merits of the request in order to gain
compliance. It is explicit and direct, not manipulative.
 
Reciprocity is an influence strategy through which a manager uses bargaining
as a tool for exacting a subordinate’s compliance. This approach operates on
the principle of self-interest and respect for the value of interpersonal
relationships.
 
Retribution is an influence strategy that involves a threat—the denial of
expected rewards or the imposition of punishment. It usually triggers an
aversive response in the subordinate and the breakdown of the interpersonal
relationships.
 
Reprimand is not an influence strategy. It is a behavior-shaping approach that
is used to transform unacceptable behaviors into acceptable ones. The
discipline should be prompt and it should focus on the specific behavior.

A high level of personal effort is one of the most highly prized characteristics

of employees because it means they are dependable, reliable human resources.
Effort is an important source of power suggesting personal commitment.
 
Expertise is a cognitive ability resulting from formal training and education or
from on-the-job experience. It is an important source of power in a
technological society.
 
Attraction is one’s likability stemming from agreeable behavior and attractive
physical appearance.
 
Legitimacy is conformity with an organization’s value system and practices,
which increases one’s acceptance and thus one’s influence in that
organization.

Defending your personal rights is an action that can be used to neutralize

reason strategies. Explaining the adverse effects of compliance on
performance and firmly refusing to comply with the request are other
guidelines of actions that can be used to neutralize reason strategies by others.
 
Examine the intent of any gift- or favor-giving activity, confront individuals
who are using manipulative bargaining tactics, and refuse to bargain with
individuals who use high-pressure tactics is the hierarchy of actions that can
be used to neutralize reciprocity strategies by others.
 
Examine the intent of any gift- or favor-giving activity, confront individuals
who are using manipulative bargaining tactics, and refuse to bargain with
individuals who use high-pressure tactics is the hierarchy of actions that can
be used to neutralize reciprocity strategies by others.
 
The hierarchy of preferred responses to neutralize retribution strategies used
by others is: Use countervailing power to shift dependence to
interdependence, confront the exploiting individual directly, and actively
resist.

Desirable characteristics associated with friendship best describe the personal

attraction characteristic. Attraction is one’s likability stemming from
agreeable behavior and attractive physical appearance. Desirable
characteristics associated with friendship have been shown to contribute to
managerial success.
 
Effort is an important source of power suggesting personal commitment. A
high level of personal effort is one of the most highly prized characteristics of
employees because it means they are dependable, reliable human resources.
 
Expertise is a cognitive ability resulting from formal training and education or
from on-the-job experience. It is an important source of power in a
technological society.
 
Legitimacy is conformity with an organization’s value system and practices,
which increases one’s acceptance and thus one’s influence in that
organization.

Reciprocity operates on the principle of self-interest and respect for the value

of interpersonal relationships. It is an influence strategy through which a
manager uses bargaining as a tool for exacting a subordinate’s compliance.
 
Retribution is an influence strategy that involves a threat—the denial of
expected rewards or the imposition of punishment. It usually triggers an
aversive response in the subordinate and the breakdown of the interpersonal
relationships.
 
Reason is the influence strategy that relies on persuasion and appeals to
rational consideration of the inherent merits of the request in order to gain
compliance. It is explicit and direct, not manipulative.
 
Reprimand is not an influence strategy. It is a behavior-shaping approach that
is used to transform unacceptable behaviors into acceptable ones. The
discipline should be prompt and it should focus on the specific behavior.

The visibility source of positional power is the degree to which task

performance is seen by influential people in the organization. Visibility is the
power-enhancing attribute of a position that can usually be measured by the
number of influential people with whom one interacts in the organization.
 
Relevance is the characteristic of a position whose tasks relate most closely to
the dominant competitive goals of an organization and therefore enhance the
power of the occupant.
 
Flexibility is the freedom to exercise one’s judgment, particularly in tasks that
are high in variety and novelty—an important prerequisite for gaining power
in a position.
 
Centrality is the attribute of a position in which the occupant is a key member
of informal networks of task-related and interpersonal relationships. The
resulting access to information, resources, and the personal commitment of
others in an important source of power.
It is an important source of power in a technological society is true of expertise. Expertise
is a cognitive ability resulting from formal training and education or from on-the-job
experience.
 
Attraction is one’s likability stemming from agreeable behavior and attractive physical
appearance. A combination of behaviors normally associated with friendships that has
been shown to contribute to managerial success.
 
Effort is an important source of power suggesting personal commitment. A high level of
personal effort is one of the most highly prized characteristics of employees because it
means they are dependable, reliable human resources.
 
Legitimacy is the conformity with an organization’s value system and practices, which
increases one’s acceptance and thus one’s influence in that organization.
Quick and direct action is an advantage of using the retribution influence
strategy. The retribution strategy produces immediate action and work that
conforms to the manager’s specifications.
 
The retribution approach produces resentment and alienation when used
repeatedly. A low incidence of resentment is an advantage of using the
reciprocity, not the retribution influence strategy.
 
That justification for requests is not required is an advantage of using the
reciprocity, not the retribution, influence strategy.
 
The need for surveillance is reduced when using the reason influence strategy.

Examine the intent of any gift or favor giving activity, confront individuals
who are using manipulative bargaining tactics, and refuse to bargain with
individuals who use high-pressure tactics is the hierarchy of actions that can
be used to neutralize reciprocity strategies by others.
 
Explain the adverse effects of compliance on performance, defend your
personal rights, and firmly refuse to comply with the request are guidelines of
actions that can be used to neutralize reason strategies by others.
 
The hierarchy of preferred responses to neutralize retribution strategies used
by others is: Use countervailing power to shift dependence to
interdependence, confront the exploiting individual directly, and actively
resist.
 
Reprimand is not an influence strategy, it is a behavior-shaping approach used
to transform unacceptable behaviors into acceptable ones. Using
countervailing power to shift dependence to interdependence, confronting the
exploiting individual directly, and actively resisting are not responses to be
used to neutralize reprimand.

Issue selling is the process of drawing leaders’ attention to those issues or

problems that concern you most. It is an influence strategy characterized by
being the champion or representative of an issue.
 
Morphological synthesis is a four-step process intended to expand the number
of creative alternatives available for solving a problem. It involves combining
the different attributes of a problem together in unique ways.
 
Redirection is a behavior-shaping process that follows a reprimand and gives
the offender the opportunity to receive a future reward by modifying behavior.
 
Quality circles is a problem-solving process originating in Japan in which
teams meet to discuss issues and make recommendations to upper
management.