Relational Model of Authority in Groups

One of the primary challenges faced by leaders of all types of groupswork groups, organizations, student groups, athletic teams, and religious sects, for exampleis how to get group members to follow the rules they establish and the directives they issue. More generally, authority figures face the challenge of getting group members to act in ways that advance group goals, such as getting them to work hard, organize their efforts with other group members, and do things that may be in the group's interest even if they do not benefit the individual. Groups that cannot successfully master this challenge are not likely to be viable for very long. For this reason, it is essential that leaders focus on overcoming this challenge. [Page 692]Indeed, it is this challenge that, in many ways, makes leadership necessary in the first place.

Many theories attempt to specify how group authorities can best master the challenge of shaping group members' behavior. The traditional perspective adopted by many of these theories is that leaders can best accomplish this by issuing directives and making strict rules that establish how group members should behave. Of course, leaders must also take steps to ensure that those directives and rules are followed, which requires close monitoring of group members' behavior, as well as the provision of rewards to group members who comply and punishment to those who do not. The principle that underlies these approaches is that group members cannot be relied on to follow the rules established by authorities, and thus, systems that entice them to do so must be put in place.

The relational model of authority (the relational model), however, takes a somewhat different approach. This model argues that when group members consider group authorities as legitimate that is, as deserving of the power they wield and as using that power appropriatelymembers will take it on themselves to follow group rules and to act in ways that benefit the group. Furthermore, the model argues, group members will do this without close supervision and without the provision of rewards and punishments. This enables groups to devote their energy and resources to other functions and thus enables them to function more effectively. In this entry, both traditional and relational approaches are explored in more detail.