Organizational power stands out as a fundamental concept in understanding how organizations operate, make decisions, and achieve their objectives. Power is a key factor that shapes the dynamics of interaction and relationships among individuals or groups within an organization. In general terms, power is defined as the capacity of an individual or group to influence the behaviour of others in accordance with their own intentions. In the organizational context, power is not limited to formal authority; it also emerges from various sources such as knowledge, expertise, and social relationships. In the literature, organizational sources of power have been classified in various ways. The most commonly identified types include legitimate power, reward power, coercive power, expert power, and referent power. Legitimate power stems from formal positions and official authority, whereas reward power is based on the ability to grant rewards to individuals or groups. Coercive power derives from the potential to impose penalties or negative consequences. Expert power refers to the influence derived from possessing specialized knowledge and skills, while referent power originates from admiration or identification with certain individuals who serve as role models. These types of power interact in different ways across organizational contexts, shaping decision-making processes and influencing behaviour. The use of power plays a critical role in achieving organizational goals and managing conflicts. When exercised effectively, power can enhance employee motivation; when misused, it can lead to resistance and dissatisfaction. Therefore, understanding power dynamics facilitates strategic decision-making by managers and leaders. Organizational power is also expressed and reinforced through symbols. Symbols serve as visible representations of organizational culture and power relations. For instance, hierarchical positions, corporate attire, language use, and rituals can all be considered symbols of organizational power. These symbols influence how power relations are perceived and internalized. Through them, organizational members form their identities and sense of belonging, while also accepting the existing hierarchy. Consequently, symbols play a crucial role in maintaining the continuity of power structures. In conclusion, the concept of organizational power is multidimensional and complex. Both power sources and symbols are vital for understanding the internal dynamics of organizations. Effective management of these elements is indispensable for enhancing organizational effectiveness and ensuring sustainable success. Accordingly, academic studies on organizational power hold significant theoretical and practical value.