Parents typically make the rules in most households. They assign chores, pick vacation spots, and set bedtimes for their kids. They’re not obligated to explain their reasoning beyond saying, “Because I said so.”
We all understand parents are in charge in a family setting. It’s a position of legitimate power—a type of authority created and validated by social structures. Like families, most organizations—from sports teams to religious groups to businesses—have established leadership roles.
These legitimate power positions help unify groups and allow smooth operations—after all, even if younger children don’t always agree with their decisions, parents provide the necessary structure to keep a family organized. Let’s take a look at how legitimate power functions in a business setting, explore other forms of power, and learn how authority figures can responsibly exercise legitimate power.
What is legitimate power?
Legitimate power is a form of recognized authority held by individuals in leadership roles. This power gives them the scope to make decisions and issue commands to lower-level employees or community members. Business owners and elected officials are examples of people who hold legitimate power.
Appropriate use of legitimate power can have a positive impact on your organization. Great leaders use their authority to create efficient workflows and a clear organizational structure. An explicit power structure helps employees understand how decisions are made and their role within those decisions. Successful managers use their power to support their teams and eliminate roadblocks.
Assigning authority does carry some risk. Misused power can create a toxic environment and disrupt workflows. Misuse may not always be intentional or nefarious; unskilled managers or those promoted before they are ready to handle the demands of a larger role might not be able to wield legitimate power effectively, which can leave a team without strong direction. An even bigger risk is that a bad actor wields the power of their leadership position for personal gain or abuses their authority.
Legitimate power vs. positional power
Legitimate power is closely related to positional power, but positional power is a slightly narrower concept. The latter term describes leadership power granted to someone by their job title or formal position within an organization—it does not always apply outside of the organization’s hierarchy. Legitimate power, on the other hand, is also recognized and upheld by society at large.
Other types of power
Individuals gain power based on their position, skills, or behavior. Social psychologists Bertram Raven and John French proposed five different forms of power in their 1959 study, “The Bases of Social Power,” and added a sixth in 1965. Combining types of power helps reinforce authority. In addition to legitimate power, their theory includes:
Expert power
Expert power is authority derived from specialized knowledge or skills. People turn to subject matter experts for decisions or advice related to their field. A scientist specializing in ocean currents, for example, could be called on to help authorities make decisions about cleanup after an oil spill.
Referent power
Referent power is a type of personal power that is earned, not awarded. It’s established through social influence in communities and relationships. Individuals with referent power garner respect based on their behavior or charm. Examples of referent power include persuasive grassroots activists and high school prom queens.
Coercive power
Coercive power is power that relies on manipulation, force, or punishment to drive another’s actions. Individuals are motivated to obey those with coercive power because they fear negative consequences. When leaders overuse coercive tactics or deploy them without reason, it can have negative effects on employee well-being and mental health. However, there are situations where coercive power is necessary. For example, a manager may need to inform an underperforming employee that they need to make improvements to avoid repercussions in a performance review.
Informational power
Informational power occurs when an individual uses knowledge that others need or want to assert control. This type of authority involves withholding or controlling the flow of information so that the individual holding the information can compel those who need it to take certain actions.
Reward power
Individuals exercise reward power by offering incentives in exchange for behaviors or voluntary cooperation. A teacher, for example, may exert reward power by offering a pizza party to students who complete their reading assignments.
Examples of legitimate power
Positions of power exist within most organizations. As long as members agree to respect and uphold an established structure, any group or community can assign power. Here are some legitimate power examples:
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Coach. Sports coaches have the power to make decisions about game tactics and training programs. They also have a responsibility to provide guidance and promote teamwork.
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Senator. An electorate grants senators the power to develop and pass legislation.
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CEO. In a business setting, CEOs hold significant legitimate power—they’re typically responsible for managing every aspect of a corporation. Most of the time, CEOs have the ultimate power to chart a business’s direction, hire and fire employees, or even sell a company.
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Teacher. In the classroom, teachers hold legitimate power. They assign homework, give detention, and grade tests or papers.
How to manage your legitimate power
Gaining legitimate power is an impressive accomplishment, but it’s not an end goal. Effective management requires a combination of power and leadership skills. Here’s how to use your authority and influence to practice authentic leadership and have a positive impact:
Get to know your organization
A strong understanding of your organization’s employees and industry positioning will help you lead effectively. Make an effort to get to know the people you manage and the circumstances that affect them. Team managers can set up recurring one-on-one meetings with their direct reports, while higher-level managers can conduct business-wide surveys to learn more about employee needs.
Knowing your organization inside and out also means keeping tabs on your industry. For business leaders, regularly reviewing industry reports and keeping an eye on competitors can help ensure you have the background knowledge needed to make good decisions for your organization.
Show respect
Demonstrating respect isn’t just the right thing to do—it can generate goodwill and help you maintain legitimate authority. Leaders may have the ultimate decision-making power, but if they disrespect their colleagues or employees, it can cause irreparable harm and affect employee retention.
Dissatisfied workers may leave a business or meet with human resources to report misuse of power and influence. Communicate professionally and empathetically, and acknowledge other opinions and viewpoints. Leaders may have the ultimate decision-making power, but their choices can affect the entire company.
Use reward power
Legitimate authority figures can deploy reward power by offering incentives for good work and voluntary cooperation with various initiatives. A workplace reward system motivates team members through the potential for personal benefit. Promotions and bonuses are common workplace rewards, but don’t be afraid to explore other employee recognition ideas.
Practice confident decision-making
Indecisive leadership can result in delays—employees might not know which path to pursue or could lack the information they need to get the job done. As an authority figure, timely, confident decision-making sets your team up for success by letting them carry out their job responsibilities while knowing that a trustworthy leader is at the helm.
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Legitimate power FAQ
What is legitimate power in a relationship?
Legitimate power is official, broadly recognized authority granted by a legitimate institution, such as an organization or governing body. In a relationship between an employee and their manager, the manager holds power that lets them assign tasks, establish goals, approve time off, and make other relevant decisions.
What does legitimate authority mean?
Legitimate authority is power derived from an official source, such as an elected position or a management role. With legitimate power, people can make decisions on behalf of an organization and assign tasks to lower-ranking members or employees.
What are the different types of power?
In a 1959 research paper titled “The Bases of Social Power,” social psychologists Bertram Raven and John French investigated power dynamics and suggested that power can be classified into five different types: coercive, reward, legitimate, expert, and referent. They amended the types of power to include a sixth, informational power, in 1965.
