Power and Influence In Groups

Toseland and Rivas use these terms interchangeably, but I think it most appropriate to use the term influence when talking of the dynamics of the kinds of groups used by social workers. I use their terminology in the title here to help clarify the section of the text to which this material applies. These bases are not in the same order as presented in the text on page 94, and some of my terminology is different, but the list is essentially the same.

It is important to remember that it is not only social workers who hold and exercise influence in groups. There are many ways that members perceive, rightly or wrongly, power differentials among each other. The toughest guy in a group of adolescent boys has influence. Parents who participate in conjoint family groups have a significant amount of power over their children (and sometimes children have a lot of power over their parents as well). As discussed below, there are many situations where group members have referent and expert power.

Power (Influence) Bases in Groups

Reward Power. The rewards that are the focus of this power base as presented in the text are tangible ones: promotions, days off, and such. Thinking of these in terms of helping groups, there are rewards such as a change in status as a client, continuation in the program, completion of program requirements, and extra privileges. These are especially available in inpatient programs or in agencies that have some sort of authority over an aspect of a client’s life, such as when DCS has custody of a client’s child. The social worker in these settings will be seen as having the capacity to make decisions or recommendations that will have significant impact on a group member’s life, so the worker has reward power from the perspective of the member and that can have a great influence over how that member participates in the group. Another type of reward power not discussed in the text is the power of interpersonal rewards. It is important for workers to remember that many clients are strongly influenced by praise, recognition, and other indications of approval. Many clients are very vulnerable to the opinion of the social worker as an individual and as a representative of the agency and society. It is important to respond to this vulnerability in constructive ways that help the member benefit from the group as much as possible.

Coercive Power. Coercion is the flip side of rewards: the worker who has the power to give a client extra privileges also has the ability to take them away. As Zastrow says, coercive power is much more likely to be viewed negatively that reward power, so it is generally used as a last resort to preserve the group process or deal with a member who is a threat to himself or others.

Legitimate Power. Social workers often have considerable legitimate power, and this base of influence grows as the worker demonstrates competence and the group develops. The worker represents the agency, the profession and the idea that people have about professional authority, and society. In groups of children, workers have the legitimacy of adulthood working for them. In groups of people with emotional or developmental disabilities the worker is shrouded with the mantle of “normalcy.” As already stated, legitimate influence increases considerably if members see the worker as able to help the group function. “She knows how to help us work as a group” becomes a source of very real power within the group. Using that influence constructively, and not abusing it, will assure that the worker will have a constructive impact on group process.

Referent Power. This often grows out of the wise use of other power bases. Referent power exists when group members want to be like the worker or another member. People identify with members who are effective in their use of influence and who are attractive in other ways. It is important to be a good listener as well as a knowledgeable speaker. It is important to demonstrate compassion, empathy, and respect. Doing these things not only means that you are a role model, it also means that you have increased ability to receive the cooperation of the group and for the group to achieve its goals. This is another of those ways in which self-awareness is so important for social workers. It helps us be aware of the influence we have on our clients, whether group members or not. Another aspect of referent influence is that members will have it as well as the worker. There are people who have charisma and this will influence how they are perceived and how their ideas will be received. Obviously, social workers need to be aware of this and to help this source of influence contribute constructively to group process.

Expert Power. This is similar to legitimate power, but is usually conceptualized as more specific. One of the ways I think about the difference is that legitimate power arises from group process and expert power is evident in content. For example, a group will recognize my legitimate power as I help the group function better, and it will recognize my expert power when I tell them about a specific resource or service that is available to them. Group function is a concern with process; a specific resource is part of the content of a group session. Often, expertise is demonstrated by who you know as well as what you know. This can be especially important in gemeinschaft contexts. It is often true that in small communities informal social networks are important and the expert needs to know who controls access to resources.

Expert power can be exercised by members other than the worker, and good attention to process will result in the worker recognizing the locations of that type of influence and helping the group to use that expertise well. The authors discuss information power as a separate type, but I see this essentially the same as expert power.

1. Connection Power. This is important for social workers. We are a source of information about and connections to many resources for our clients and sometimes our coworkers. These connections may be within or outside the agancy that we represent. It is important to remember that there are many other group members who have connection power. This can be especially true in mutual aid and self-help groups. It is certainly true in task groups involving other professionals.

As Zastrow writes in Social Work with Groups, “The effectiveness of a group is improved when power is based upon expertise and competence, and is relatively equal among members.” (p.72) This means that it is important for a social worker to be willing to share power. Social group work is only occasionally an opportunity for the worker to be in the spotlight and make decisions. Good group process results in the growth of members as individuals and the improvement of the group’s ability to function and to meet the needs of its members. Workers who need to be in control or who use the group to enhance their own egos do a disservice to the group. We are there to help clients, not to help ourselves feel important or powerful.