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Power and influence in the workplace case study

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Background: Ongoing care for chronic conditions such as diabetes is best provided by a range of health professionals working together. There are challenges in achieving this where collaboration crosses organisational and sector boundaries. The aim of this article is to explore the influence of power dynamics and trust on collaboration between health professionals involved in the management of diabetes and their impact on patient experiences. Methods: A qualitative case study conducted in a rural city in Australia. Forty five health service providers from nineteen organisations including fee-for-service practices and block funded public sector services and eight patients from two services were purposively recruited.
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Developing the leaders, managers and executives of tomorrow

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Influence is power. No matter who you are, where you work, or what your professional goals are, achieving more influence in the workplace is critical for success. Gaining influence on a team can help you work together more effectively. Gaining influence in a supervisory position can make you more respected and appreciated.
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The power of praise and recognition

Every environment has their own internal system that is dictated by aspects such as power and politics. These things have as much control over the functionality of an organizational as the individual features of organizational behavior. Often, they can shift how those components develop and affect those in the environment as well. Their impact-and that of those who control them-can shape the entire dynamics of an organization more so than any other force. Power and politics within a business or organization are rather similar to the traditional political structures of government: authority is divided throughout the different parts of the system that power is exerted in.
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Having power and using power are two different things. For example, imagine a manager who has the power to reward or punish employees. When the manager makes a request, he or she will probably be obeyed even though the manager does not actually reward the employee. The fact that the manager has the ability to give rewards and punishments will be enough for employees to follow the request.
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