What is coercive power? Types, examples, and pros and cons
Clinically reviewed by Dr. Chris Mosunic, PhD, RD, CDCES, MBA
Learn what coercive power is, including its various types and examples of what it can look like in daily life. Plus, the pros and cons of using coercive power.
Have you ever been in a situation where someone has used threats or a punishment to try to control you or get you to follow specific rules? Oftentimes, this can be a way for parents to get their child to obey, but it can even be a practice that shows up in the workplace between a boss and their employee. If you’ve ever found yourself responding to someone’s demands in a certain way (and maybe even felt weird about it), coercive power could be to blame.
The idea of coercive power, which is based on the theory that people will follow demands or rules because they fear negative consequences, is complicated. While there can be downsides, there are also many places where it’s accepted by society, and may even be beneficial, especially at school and at work. For example, we’re likely to show up for a shift on time if we know there’s a penalty for clocking in late, and a big reason why some students listen in class is because they’re worried about landing in detention.
Think about your life for a minute: Do you exert coercive power over people without realizing it? Do others do this to you? Here’s how to know, and what to do about it.
What is coercive power?
Coercive power is one of six types of power identified by psychologists John French and Bertram Raven in their work on social power dynamics.
Coercive power: Using threats or punishment to influence others
Expert power: Rooted in a person’s knowledge or expertise
Informational power: Involves the control and use of information
Legitimate power: Derived from a formal position or role
Referent power: Comes from being liked or admired
Reward power: Using incentives or rewards to influence others
Leaders might use coercive power to maintain order. For example, a manager might threaten to fire an employee if they don't meet performance standards. Of course, coercive power doesn’t have to come across as aggressive, but most managers and supervisors implement it to maintain a structured work environment.
Parents might use coercive power by punishing their children for poor behavior or setting rules like doing chores before watching tv at night, or finishing their homework before going to a friend’s birthday party.
In schools or other educational institutions, they might resort to suspending students for breaking rules or giving them detention if their schoolwork is late or their behavior wasn’t acceptable.
But, while coercive power can be effective in getting people to act a certain way or complete tasks, it can also have negative effects. People who are frequently subjected to threats or punishment may feel stressed, resentful, or anxious and feel as though they’re walking on eggshells. Over time, the use of coercive power can create a challenging environment and even damage relationships.
For anyone in a position of authority, it’s important to balance the use of coercive power with other types of influence, like proper communication and even rewards systems, to maintain a healthy dynamic.
3 types of coercive power (with examples)
Coercive power can take a few different forms depending on the context.
1. Positional coercive power
This describes a situation in which a higher-ranking person within an organization can create rules or punishments.
Example: A supervisor might threaten poor performance reviews if targets are not met. And while this might get short-term results, it can also lead to resentment, burnout, and high turnover rates.
2. Personal coercive power
This refers to psychological pressure or manipulation from someone who is able to establish consequences regardless of their formal position or title.
Example: Parents using punishment—such as grounding or taking away privileges—to control their children's behavior can teach discipline, but can also strain the parent-child relationship.
3. Organizational coercive power
This occurs when an organization’s policies and procedures such as disciplinary actions, fines, or other institutional punishments are used to control people.
Example: A school implementing detention or suspension for students who break rules can help maintain order, but can also negatively impact student morale and engagement. Another example is law enforcement agencies using fines, arrests, or other penalties to enforce laws, which may be necessary for maintaining order, but can also lead to public distrust and civil unrest.
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Pros of coercive power
This can all sound very daunting, but the truth is that when it’s used appropriately, coercive power can have some benefits — especially at school or in the workplace.
Maintains discipline: It can help ensure everyone follows guidelines and procedures, promoting a safe and organized environment. For example, in a hospital, maintaining safety protocols through the threat of penalties can help prevent accidents, like cross-contamination or mistreating a patient. Workers are more likely to follow rules when they know that violations will result in fines, other disciplinary actions, or harm to someone else.
Ensures compliance: Sometimes it’s critical for everyone to follow orders precisely for success and safety. In many organizations, especially like in the military, the threat of court-martial or other severe punishments can ensure that everyone follows orders.
Achieves short-term goals: In crisis situations, leaders may use coercive power to ensure that people take necessary actions promptly. For instance, in a natural disaster response, a leader might order evacuations with the threat of penalties to help save lives.
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Cons of coercive power
Despite its upsides, coercive power can have significant drawbacks too, especially for the manager-subordinate and teacher-student relationships.
Decreased morale: Frequent use of coercive power can lead to low employee morale, as workers feel undervalued and oppressed. Ultimately, this can result in disengagement, low productivity, increased stress, and even a hostile work environment. Employees may feel their contributions aren’t appreciated and that they’re only valued for their compliance.
Reduced trust: Over-reliance on coercive power can erode trust between leaders and subordinates, as people may fear retribution. This can hinder open communication and collaboration, because who wants to share honest feedback, politely decline additional duties, or report issues if they’re worried about a punishment? If left unchecked, this can lead to a culture of fear and a lack of transparency across the organization.
Potential for abuse: Those in positions of power may misuse their authority to achieve their own personal goals or to exert control for its own sake. For example, a manager might abuse their power to settle personal scores, creating a toxic workplace culture and even toxic work relationships. This type of behavior can lead to a lack of trust in leadership.
Long-term ineffectiveness: While coercive power may achieve short-term results, it’s often unsustainable in the long run. In fact, it can result in decreased loyalty and high turnover, as people subjected to constant coercion are likely to seek more supportive environments elsewhere. This can cause costly and disruptive staff turnover rates.
Negative impact on relationships: People subjected to coercive power may harbor resentment and hostility. For example, a student who feels they were unfairly punished by a teacher may begin to struggle in school because of the resentment they feel.
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Coercive power FAQs
Can coercive power be used ethically?
Coercive power can be used ethically, but it requires care and restraint — so it’s applied only when necessary and remains proportionate to the situation. Leaders must ensure their actions are fair, justified, and transparent.
For instance, using coercive power ethically in the workplace might involve setting clear rules and consequences for serious infractions, such as safety violations, while avoiding arbitrary or excessive punishment.
How does coercive power differ from other types of power, like reward power or legitimate power?
Coercive power relies on the fear of punishment to influence behavior, while other types of power work differently. Unlike coercive power, which can create a negative atmosphere if overused, reward and legitimate power can build positive relationships and a more supportive environment.
Reward power is the ability to give positive incentives, such as bonuses, promotions, or praise. It can motivate people by offering something desirable in return for compliance or good performance. Meanwhile, legitimate power comes from an official position or role within an organization. People comply because they recognize the authority of the position, such as a manager or a teacher, to make certain decisions and enforce rules.
What are the signs that coercive power is being misused in an organization?
Misuse of coercive power can have several warning signs.
High employee turnover: If many employees are leaving the organization, it may indicate a toxic environment where coercive power is overused.
Low morale: Employees who feel constantly threatened or punished are likely to be unmotivated and unhappy at work.
Fear-based decision-making: If employees are afraid to make decisions or take risks due to potential punishments, it can stifle innovation and creativity.
Lack of transparency: When people fear retribution, they’re less likely to speak up about problems, share ideas, or provide honest feedback.
How can leaders transition from coercive power to more positive forms of influence?
Leaders can shift from coercive power to more positive influence by focusing on building trust to create a supportive environment.
Build trust: Be transparent, consistent, and fair in your actions. Show respect for others and keep your promises.
Offer incentives: Use reward power by recognizing achievements and offering positive incentives for good performance.
Encourage participation: Involve employees in decision-making processes to make them feel valued and heard.
Provide support: Offer guidance, training, and resources to help people succeed, rather than relying on threats or punishment.
Communicate openly: Enable an environment where people feel comfortable sharing their thoughts and concerns without fear of retribution.
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