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Reward Power in the

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Power in the workplace can take many different forms. It can even
exist outside of the formal hierarchy of an organization. One
particular type of power is called Reward Power.

Reward Power is one of The 5 Types of Power identified by

psychologists John R. P. French and Bertram Raven in 1959.

Reward power is defined as the use of rewards to get an employee

to follow an instruction or order, with power coming from one’s
ability to withhold the reward for noncompliance. This power is in
use, for example, when an employee is promised a day off in lieu of
working a weekend to meet a tight deadline.

Categories

» Career Skills

» Change Management

» Communication Skills

» Decision Making

» Finance

As you can see from the above definition, reward power is a formal » Human Resources
type of power, and not a personal power. Where does reward power
come from? Unlike personal power, reward power comes from one’s » Interpersonal Skills
formal authority to issue rewards. Examples of rewards include:
» Leadership

» Bonus » Marketing

» Pay rise » Personal Development

» Extra time off » Program Management

» Company car » Strategy

» Gifts » Team Management

» Increased responsibility

» Recognition

» Praise

» A discount on the company’s products or services

Tangible and Intangible Rewards

There are two types of rewards – tangible and intangible. Tangible
rewards include such things as bonuses and pay rises, whereas Follow Us
intangible rewards include such things as praise and increased
responsibility.
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There are a couple of disadvantages to tangible rewards. First, even
though a manager is in a position of authority over their
subordinates, they may not have the authority to issue tangible
rewards such as a gift, for example. Second, even if you do have the
authority to issue tangible rewards, it is possible to run out of
rewards, for example, there is only so many times you can use a
promotion as a reward for one person.

Because of this, it is advantageous to use intangible rewards

frequently, saving tangible rewards for really big successes or only
issuing them annually.

Intangible Reward Example

Giving someone praise in front of their peers for doing something
right, can be a strong motivator for them to continue to perform. It
can also encourage the rest of the team to perform, as they also
want to receive the same praise. Obviously, intangible rewards have
the added benefit that they don’t cost anything to the organization.

Each of the 5 types of power have their own advantages and

disadvantages and can be useful under different circumstances.

Reward Power Advantages

The advantages of reward power are:

» The anticipation of a reward can encourage employees to work

hard to achieve the reward.

» The use of rewards can promote loyalty to the organization, for

example, a worker who receives regular praise for doing things
right will have an increased sense of loyalty compared to a worker
who receives no praise.

» If the reward available can only be given to a subset of

employees then this can create healthy competition amongst
employees to achieve the reward.

» Some rewards can help improve retention, for example, a stock

options can make it financially rewarding to stay at an
organization. This can apply even if an employee could earn
slightly more at another organization.

» If a reward has been promised to an entire team if they hit an

objective, then this can create a strong bond within the team as
everyone strives to achieve a common goal.

Reward Power Disadvantages

Some of the pitfalls of reward power include:

» Giving out the same reward over and over again can cause some
rewards to lose their power, for example, if you were to give out the
same gift every time for a job well done it would eventually
become demotivating.

» Tangible rewards cost an organization money.

» It is possible to run out of tangible rewards, and as we saw

previously, an employee’s manager may not have the authority to
issue the employee with a tangible reward.

» If a reward is given based on performance, other employees who

didn’t receive the reward may feel less motivated.

» Giving a reward to an employee, particularly if done regularly, can

cause them to expect similar rewards in the future. This reduces
the power of the reward as employees begin to see it as simply
part of their regular compensation.

Summary
Reward power is defined by the use of a reward to get a subordinate
to follow an instruction, with power coming from the manager’s
ability to withhold the reward for noncompliance. This makes
reward power a formal type of power.

The reward offered can be either tangible, such as a prize, or

intangible, such as public praise. Whilst there are many advantages
to using rewards, such as increased employee loyalty, it is important
to ensure that you don’t inadvertently demotivate staff or run out of
rewards to give.

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