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The “Power and Privilege” chapter was most useful to me as a helper because it discussed the concept of control. It reinforced for me that I cannot control what happens to another person, but I can control how I respond to them. This knowledge has given me a sense of power and peace in my work. I no longer feel helpless when faced with difficult situations because I know that I have the ability to choose my response, which gives me some measure of control over the outcome. Similarly, as helpers, we often feel powerless in the face of people’s problems. However, if we understand how power and privilege operate, we can begin to create change in our communities. Understanding power and privilege helps us to see how the status quo is maintained, and it gives us the tools we need to challenge inequality. When we understand the ways that power and privilege are used to marginalize people, we can begin to dismantle those systems.
I think the idea in the same chapter would be helpful to apply to my extended family. When it comes to extended family, a power approach can be very effective for gaining and maintaining control over resources. By establishing oneself as the authority figure and using a strict, authoritarian style, one can ensure that everyone in the family falls in line and complies with expectations. This type of management style can be very beneficial when there is competition for limited resources, such as money or property. Furthermore, I am convinced that a lack of control over resources in an extended family can be disadvantageous because it leads to tension and conflict. For example, imagine a situation where one family member is perceived as hoarding resources such as food or money while others in the family go without. This can lead to resentment and anger and may even cause family members to turn on each other.
The book, ‘Power, Politics, and Organizational Change endorses the power concerning resources in ensuring intuitional success. The book examines how power, politics, and organizational change interact to produce or inhibit change within organizations. It brings together a range of social science theories to provide a comprehensive analysis of the phenomenon of change. The book looks at the concept of power and its role in change and considers the politics of change, analyzing the different forces that can block or promote it. It equally focuses on the process of change, exploring the factors that influence how it unfolds and considers outcomes, and evaluates different models of successful organizational change.
The book discusses how power is used to organize companies in order to bring about positive change. It gives examples of businesses that have successfully undergone changes by leveraging power dynamics within the company (Buchanan & Badham, 2020). It is important for individuals in positions of power to use their influence for the company’s benefit. When those in charge are able to work together and use their resources wisely, it can create a powerful force for change. By understanding how power works within an organization, it is possible to make positive changes that can lead to increased productivity and profitability.
The readings in each section provide a variety of perspectives on how power dynamics can either facilitate or impede successful organizational change. The emerging themes are the importance of buy-in from key stakeholders, the need for a clear and compelling vision for change, and the potential for resistance from those who may feel threatened by proposed changes. It is critical to be aware of these factors when attempting to initiate or implement changes within an organization. One question I am left asking is that, in a case where the person in charge of the family’s or organization’s wealth becomes corrupt and wants everything for him or herself, as others are suffering. What are the best ways to balance such excessive power misuse at the extended family or organization level?
References
Buchanan, D., & Badham, R. (2020). Power, politics, and organizational change. Sage. Web.
Monk, G., Winslade, J., Sinclair, S., & Polanco, M. (n.d.). Intercultural Counseling: Bridging the Us and Them Divide. Cognella.
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