Published Online:1 May 1990//doi.org/10.1287/orsc.1.2.177
Organizations require legitimacy to attract constituents' support Legitimacy, however, is always problematic. Thus, organizations frequently pursue legitimacy through a variety of substantive and symbolic practices. But legitimacy is a social judgment that is ultimately accorded the organization by its constituents. Organizations that pursue this judgement run the risk of “protesting too much”–of being perceived as precisely the opposite, manipulative and illegitimate. Such organizations include (1) the clumsy actor, perceived as unethical, heavy-handed, or insensitive, (2) the nervous actor, perceived as dogmatic, intolerant, or evasive, and (3) the overacting actor, perceived to overstate claims to legitimacy or overreact to faults. The analysis suggests that attempts to increase legitimacy may trigger a series of vicious circles which ultimately decrease legitimacy.
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Volume 49, October 2022, 100629
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The relationship between a manager and an employee cannot be one of real friendship.
The open-door policy is the practice of sharing workspace and equipment.
Horizontal politics are your relations with your managers and with other senior members of the organization.
One's management ability is inversely proportional to the amount of time one's door is open, both literally and figuratively.
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A person using connection power relies on personality and the relationship to gain compliance.
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Being the first one to bring up salary and benefits is job interview etiquette.
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Referent power is based on the user's ability to influence others with something of value to them.
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Power is a person's ability to influence others to do something they would not otherwise do.
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Staying away from routine tasks in favor of more complex, hard-to-evaluate tasks is a way of increasing expert power.
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One does not have to take power away from others to increase one's power base.
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When one first meets people, one should address them by their first names.
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Expert power is essential to people who have to work with people from other departments and organizations.
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An open-door policy is working from off the business premises, usually at home and on the road.
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Introducing people using proper etiquette includes presenting the lower-ranking person to the higher-ranking person, stating the higher-ranking person's name first.
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Reciprocity involves creating obligations and debts, developing alliances, and using them to accomplish objectives.
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An open-door policy does not mean that a supervisor must stop everything whenever an employee wants to see him.
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With the personal appeal tactic, you are friendly and give praise to get the person in a good mood before making your request.
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Hoteling is the sharing of workspace and equipment.
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The ingratiation tactic attempts to arouse people's enthusiasm through internalization to meet the objective.
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Reciprocity is primarily used to achieve a specific objective, whereas coalitions are developed for achieving ongoing objectives.
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