**Question:** Which one of the following is not a source of manager's power:

A. Coercive power
B. Referent power
C. Legitimate power
D. Reward power

**Core Concept:** Power is a key concept in understanding managerial roles and decision-making processes. In organizational behavior, there are several sources of power that managers can utilize to influence others and achieve their goals. These sources can be categorized into two main groups:

**Why the Correct Answer is Right:** Option A (Coercive power) refers to the ability of a manager to use punishment or sanctions to control or influence subordinates' behavior. This power comes from the manager's position and authority within the organization, allowing them to enforce rules and regulations. Coercive power can be moderately effective but may lead to resentment and decreased motivation among employees.

**Why Each Wrong Option is Incorrect:**

A. Referent power (Option B) is related to the manager's ability to influence others by setting a positive example or role model. This type of power comes from the manager's skills, competence, and achievements, leading to a desire among followers to emulate them. Referent power is not explicitly mentioned in the provided options but is included here for completeness.

B. Reward power (Option D) refers to the manager's ability to give rewards or benefits to subordinates in exchange for their cooperation and commitment. Reward power can be an essential tool for managers to motivate and retain employees.

C. Legitimate power (Option C) is the power that comes from the formal authority granted to a manager by the organizational structure or the formal chain of command. This power is based on the manager's position within the organization and does not necessarily involve influencing others directly.

**Clinical Pearl:** Understanding the various sources of power allows managers to effectively utilize their authority and influence to achieve organizational goals. By recognizing and leveraging coercive, referent, and legitimate power, managers can maximize their impact on team members' motivation and commitment. Reward power, on the other hand, is a crucial tool for managers to motivate employees by offering incentives or benefits.