Power Journal
Yoder-Wise (2015) identifies eight sources of power. These sources are expert power,
position power, information power, connection power, referent power, coercive power, reward
power, empowerment (Yoder-Wise, 2015). French and Raven identified five sources of power
in the year 1959 (Manktelow, 2015). These sources include legitimate, reward, expert, referent,
coercive (Manktelow, 2015).
This week’s reading was especially interesting to me because I can relate to several of
these sources of power. Both Yoder-Wise (2015) and French and Raven (Manktelow, 2015)
defines expert power as the ability to demonstrate knowledge and skills that other nurses trust
and respect. I look to the National Pressure Ulcer Advisory panel as an expert power that I base
my practice on. Since I look to a higher authority, with evidence-based research, nurses follow
my lead with pressure ulcer prevention strategies.
Yoder-Wise (2015) define position power as power given by a job title. This form of
power is similar to French and Raven’s (Manktelow, 2015) definition of legitimate power, where
one’s position can demand compliance in an area of practice. My role as a wound care manager
holds clinical staff accountable for pressure ulcer prevention strategies. I identify knowledge
deficits and barriers to preventing pressure ulcers. My practice is based on policies and
procedures that are grounded on evidenced-based research that is accessible for clinical staffs
review.
Yoder-Wise (2015) identifies information power as the ability to instruct nurses and
patients on how to perform a skill based on evidence-based practice. Nurses frequently ask for
my assistance to help a patient understand ostomy care. I ensure that the patient can complete
the care independently prior to discharge.
Yoder-Wise (2015) describes connection power as the unique ability to connect with
people with higher authority. The clinical staff understands that I have a connection with our
corporate wound leaders who develop our policies and procedures based on the National
Pressure Ulcer Advisory Panel’s recommendations. This connection is important to remain in
compliance with pressure ulcer prevention.
Yoder-Wise (2015) and French and Raven (Manktelow, 2015) describe referent power an
association with a well-respected person with expert knowledge. My mentor was a highly
respected wound nurse. Nurses and physicians have confidence in my knowledge and skill
because of my choice in mentors.
Yoder-Wise (2015) and French and Raven (Manktelow, 2015) reflect on coercive power
as the power to threaten penalty. I am not a coercive person at all. I do need to develop the
ability to hold people more accountable for their actions.
Yoder-Wise (2015) and French and Raven (Manktelow, 2015) describe another form of
power known as reward power. Reward power entails the ability to provide favorable reward for
good work. I am not able to compensate individuals for a job well done, but I do praise my
colleagues as frequently as I can.
Empowerment equalizes the power between the clinical staff and the leaders, according
to Yoder-Wise (2015). I empower my colleagues by establishing the understanding that it is
within their scope of practice to provide quality wound care and ensuring they have the
knowledge and tools they need to complete the treatments. I believe empowerment, or
equalization is a healthy trait to establish in a workforce.
This week’s lesson has deepened my respect for my leaders. I can see how my leaders
have empowered my colleagues and me with policies and procedures that help us perform our
jobs to the best of our abilities. I respect legitimate power, but value expert power.
References
Manktelow, J. (2015). French and Raven’s five forms of power: Understanding where power
comes from in the workplace. Mind Tools. Retrieved from:
http://www.mindtools.com/pages/article/newLDR_56.htm
Yoder-Wise, P. (2011). Leading and managing in nursing (6th ed.). St. Louis, MO: Elsevier.