section_path: Theories/Five bases of power/Reward power
section_name: Reward power
paragraph_text: Reward power
  
  Reward power depends on the ability of the power wielder to confer valued material rewards; it refers to the degree to which the individual can give others a reward of some kind, such as benefits, time off, desired gifts, promotions, or increases in pay or responsibility. This power is obvious, but it is also ineffective if abused. People who abuse reward power can become pushy or be reprimanded for being too forthcoming or 'moving things too quickly'. If others expect to be rewarded for doing what someone wants, there is a high probability that they will do it. The problem with this basis of power is that the rewarder may not have as much control over rewards as may be required. Supervisors rarely have complete control over salary increases, and managers often cannot control all actions in isolation; even a company CEO needs permission from the board of directors for some actions. When an individual uses up available rewards or the rewards do not have enough perceived value for others, their power weakens. One of the frustrations of using rewards is that they often need to be bigger each time if they are to have the same motivational impact. Even then, if rewards are given frequently, people can become so satiated by the reward it loses its effectiveness.
  
  In terms of cancel culture, the mass ostracization used to reconcile unchecked injustice and abuse of power is an "upward power." Policies for policing the internet against these processes as a pathway for creating due process for handling conflicts, abuses, and harm that is done through established processes are known as "downward power."