Introduction
This paper is presented in partial completion of unit:12 Organisational Behaviour and will be used to analyse how an organization's culture, politics, and power influence individual and team behavior and performance. There is an old saying: "It's not what you know; it's who you know." Business politics one would say is getting ahead by being noticed and liked by the right circle of people (Rawes, n.d.). Culture, power, and politics play a critical function in business, it influences how decisions are made and how staff interacts with each other. In any type and size of organization the impact of culture, power, and politics reflects whether employees influence others in the organization negatively or positively. Politics can
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Positive power in an organization results in executive level position growing in power through the respect and communication of employees. While negative power is when executive level position lacks the respect of employee needed to uphold their status. This was evident in the merger of Costco and BJ's case, where the vice president of BJ's resigned as his weaker power base could not propel his ambition and responsibility (Zeiger, n.d.).
Politics played a key factor in the Costco and BJ'S merger case. According to Omisore and Nweke (2014, p.8) "Organizational politics relates to behaviours that are outside those in which the organization has taken a specific position for or against, the behaviors are intended to obtain selfish and individual ends that are opposed to the ends of others in the organization. " This kind of political behaviour was observed when the organization was divided, staff vied for the vice president they wish to see come out on top (Omisore and Nweke, 2014).
i) Individual behavior and
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It also establishes a standard in regards to what employees should say and do." An organization culture is a form power, it is seen as a control mechanism used to influence the external and internal conception. However, power may also present itself in an organization as one party influence over another. In such context, power an individual or group has in an organization can alter the existing culture of the organization. For example, in the case of Costco and BJ's the rivalry between the two vice president as a result of the merger change the dynamic of the organization culture. There was no clear structure, and the organization's culture was in a chaotic state as there was a division among staff (123helpme.com, n.d.).
The competition in the organization fostered political behavior among employees. Politics lead to employees in the organization to put personal interest and favoritism ahead of rational protocols. In this context, employee may find it difficult to focus on their assigned work and productivity level may decrease. The culture of the organization may be ignored by a number of employees until a competitor is eliminated and procedures return to a set structure (Managementstudyguide.com,
The definition of organizational (corporate) culture is a pattern of basic assumptions that are considered valid and that are taught to new members as the way to perceive, think, and feel in the organization. In both American and Northwest airlines, their cultures provide a sense of identity to the members and increase their commitment to the organization. American and Northwest airlines have both been in operation since the early 1900’s. Both company’s employees seem to internalize the values of the company. They find their work rewarding and they identify with their fellow workers.
In terms of the political frame, the employer’s job is to influence and negotiate with people inside and outside of the company. If done correctly, these strategies give the employer access to key players in the industry by building strong alliances. If these strategies are used incorrectly, the employer is viewed as a con artist or thug and is distrusted by employees and outside companies who believe the employer is a fraud or is manipulating them.1
Tost, L., Gino, F., & Larrick, R. P. (2013). When power makes others speechless: the negative impact of leader power on team performance. Academy Of Management Journal, 56(5), 1465-1486. doi:10.5465/amj.2011.0180
Organizational culture is the system of shared beliefs and values that develops within an organization and guides the behavior of its members, while organizational structure is an expression of social and economic principles of hierarchy and specialization (Kinicki, 2015). Both the culture and the structure of an organization are important things for management to understand in order to successfully set and achieve an organization’s goals. Companies who excel in highly competitive fields can attribute their successful economic performance to a cohesive corporate culture that increases competitiveness and profitability. This culture is best utilized in an organization that has the necessary structure to allow its employees to coordinate their actions to achieve its goals.
In different industries, there are companies that operate for a purpose, but the bottom line is the management style between supervisors and subordinate can break or make an organization. Organizations and businesses have to run their management a certain way in order to motivate their employees. The main type of organization management is the Classical Theory which contains Theory X. There are five key employee conflict management styles. Building relationships between employees and managers is crucial for an organization to function and execute their purpose whether it is to provide a service or product. Both theories and conflict strategies were present in the film “Office Space” to demonstrate the negatives of corrupt management and ongoing conflicts which were not resolved that led to destruction.
This report will research a variety of organisational behavior theories.The following report will start with comparing and contrasting different the organisational structure and culture within Siemens to another organisation. Other parts of the report will focus on individual behavior,organisational theory,motivational theories and the impact of team work on organisational performance.
Power is the ability to obtain, retain, and motivate people and to organize informational and material resources to accomplish a task( Leadership, n.d). Power is central to the leadership process in the development of a manager’s self-confidence and willingness to support staff members ( Schmidt & Wilkinson, 1990). The desire for power is universal. From this vantage point, power should be accepted as a natural part of any individual organization. Power is not evenly distributed among individuals or groups, but every individual has some degree of power.
Organisational culture is one of the most valuable assets of an organization. Many studies states that the culture is one of the key elements that benefits the performance and affects the success of the company (Kerr & Slocum 2005). This can be measured by income of the company, and market share. Also, an appropriate culture within the society can bring advantages to the company which helps to perform with the de...
Corporate culture is the shared values and meanings that members hold in common and that are practiced by an organization’s leaders. Corporate culture is a powerful force that affects individuals in very real ways. In this paper I will explain the concept of corporate culture, apply the concept towards my employer, and analyze the validity of this concept. Research As Sackmann's Iceberg model demonstrates, culture is a series of visible and invisible characteristics that influence the behavior of members of organizations. Organizational and corporate cultures are formal and informal. They can be studied by observation, by listening and interacting with people in the culture, by reading what the company says about its own culture, by understanding career path progressions, and by observing stories about the company. As R. Solomon stated, “Corporate culture is related to ethics through the values and leadership styles that the leaders practice; the company model, the rituals and symbols that organizations value, and the way organizational executives and members communicate among themselves and with stakeholders. As a culture, the corporation defines not only jobs and roles; it also sets goals and establishes what counts as success” (Solomon, 1997, p.138). Corporate values are used to define corporate culture and drive operations found in “strong” corporate cultures. Boeing, Johnson & Johnson, and Bonar Group, the engineering firm I work for, all exemplify “strong” cultures. They all have a shared philosophy, they value the importance of people, they all have heroes that symbolize the success of the company, and they celebrate rituals, which provide opportunities for caring and sharing, for developing a spiri...
Organizational culture is the key to organizational excellence and leadership is a function to create and manage culture (Chen 1992). Organizational researchers have become more aware of the importance of understanding and enhancing the cultural life of the institution. "This study is one of a group of companies with high-performance in North America, interest in organizational culture is an important element in organizational success. Tesluk et al (1997). Looking at the" soft "of the organization, the researchers claim that" the organizational culture may be suitable for a means to explore and understanding of life at work, and make them more humane and more pronounced (Tesluk et al, 1997), and the graves (1986) also stressed the importance of corporate culture, and the need for research strategies and methods of investigating the various elements and processes of the organizational culture. He argued the culture that meets the basic needs of belonging and security in an attempt to describe this gathering that culture is "the only thing that distinguishes one company from another gives them coherence and self-confidence and rationalises the lives of those who work for it. Standard that may seem random, is to enhance the life to be different, and safe to be similar, and culture is a concept that provides the means to achieve this compromise (p. 157).
This study aims to increase understanding of factors that influence employees’ reactions in the workplace. The relationship between conflict among employees, the perception of organizational politics, conflict or ambiguity of workplace roles and several other work outcomes was explored by studying 11 research articles to investigate individual and organizational effects of workplace attitudes and behaviors. Employees need to work together toward common goals in order for an organization to function well but there are many roadblocks hindering the process. Results demonstrated a clear relationship between stressors and behaviors.
Zeiger, S n.d., The Impact of Power and Politics in Organizational Productivity, Choron, viewed 5 April 2014, .
There are some benefits from office politics that can help organizational to grow and this positive outcome of office politics should be fully utilized. When organization developed positive office politics as part of their culture, it will reduce chances for employee voluntary turnover and it will also affect employee job satisfaction. In contrary, to overcome negative outcome of office politics, every individual in an organization should work together as a team and respect each other. Office politics can happen to anybody so every individual needs to prepare themselves to face this challenging situation. In doing so, individual should strongly hold their values and face office politics with positive attitude. Ways individual deal with office politics will impact their own self positively or
As far back as history can be told mankind has struggled between balancing culture, power and politics. Many wars have been fought and many people have placed their lives on the line in order to stand up for what they believe in. The combinations of culture, power and politics have spilled over into the workplace. In today’s business environment individuals have much more to worry about than just completing their assigned tasks. Organizational culture, power and office politics influence day to day operations as well as govern the atmosphere within the organization. The amount of impact that power and politics have in the workplace, directly reflect the organization’s culture formally as well as informally.
1. Organizations have to change themselves, their structures and policies in order to survive. An organization usually depends upon four types of resources: Human, financial, material and legal. But the most important of them is human resource. If the organization does not pay attention to it fails. Wherever will be humans involve there will be politics involved. The previous studies have shown the importance of politics within an organization. In one of studies conducted by Daud and his co-authors they examined the relationship between need for power and personal attributes with the perception on office politics.