Evaluating the application of power and coercion typologies in solving organizational complex problems

Subject Areas : Brown Fields

Fatemeh Haghighat ¹ , Mohammad Reza Mehragan ² , Mohammad Abooyee Ardakan ³ , Hossien Safari ⁴

1 - PhD Student, Department of Industrial Management, University of Tehran, Tehran, Iran (Correspondence Officer)
2 - Professor, Department of Industrial Management, University of Tehran, Tehran, Iran
3 - Associate Professor, Department of Public Management, University of Tehran, Tehran, Iran
4 - Professor, Department of Industrial Management, University of Tehran, Tehran, Iran

Received: 2019-01-31 Accepted : 2019-06-02 Published : 2020-02-20

Keywords: Content Analysis, Power, Discourse System, coercion, solving the organizational complex problems,

Abstract :

The main purpose of this paper is identifying the typologies of power and coercion in organizations and evaluating their effects on solving complex problems. In this article, the typologies of coercion in the leadership style of managers and the dominant discursive system in organizations are presented using tools such as the researcher's experience and intuition and also the literature review. In order to confirm these typologies, the views of relevant specialists have been used, which resulted in the confirmation of these typologies by them. In addition, in the next section, we have addressed the kind of leadership style commonly used to solve complex problems and the individuals helping to solve complex problems. In this regard, semi-structured interviews have been conducted with 14 managers in Iranian public organizations. Then, using the content analysis method, the questions of interviews have been analyzed. The results of this section also showed that the common leadership style of most managers in solving the organizational complex problems is interactive style. However, they may use different styles to solve different issues or problems. It was also found that managers often use the help of various people inside and outside the organization to solve organizational problems which these people are also introduced.