What defines legitimate power in an organization?

Legitimate power in an organization is defined by the authority that comes from one's organizational role or position. This type of power is often formalized through titles, job descriptions, or organizational charts. Individuals in positions such as managers, supervisors, or executives have legitimate power because they hold roles that confer certain rights and responsibilities, allowing them to make decisions, delegate tasks, and influence others within the structure of the organization.

Legitimate power is recognized by employees who understand that the organization has established these roles and the associated authority. This recognition is critical for maintaining order and allowing for effective decision-making processes. A leader with legitimate power can enforce policies, require compliance with organizational rules, and generally has the ability to guide the actions of others based on their positional authority rather than personal traits or relationships.

Other forms of power—like expert power, which arises from an individual's specialized knowledge or skills, or referent power, based on personal relationships and the admiration of others—do not specifically relate to one's formal role in the organization, making them distinct from legitimate power. Thus, legitimate power is unique as it is directly tied to the hierarchical structure and recognized authority within a business setting.