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Power and politics in an organization
Politics in an organization
Power and politics in an organization
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Organizational Power and Politics
Some employees believe that politics and power in the workplace is a game that corporate and management plays. However, games usually have rules to follow, a referee or judge, and an ending with a winner. Although politics has a winner, this game never ends, the rules are always subject to change, and there is no referee or spokesperson. Corporate traditions establish much of the biased game of politics that is played on the organizational level. Unfortunately, politics and power is a game that most employees in an organization must learn how to play.
Organizational Politics
One part of organizational politics includes the manipulations of an individual to get other employees to perform or act as the manipulator desires. The other part of the organizational politic game is the negotiation and cooperation with or resistance to the manipulator (Clarke, 1990). Politics can assist or harm an employee, depending on his or her decision to play the game. Employees must understand that politics is a power scheme game that is combined with other power scheme. Some things are accomplished by following organizational procedures, while other things are accomplished politically. Once employees recognize and accept that politics are everywhere and they do not place judgment on them, employees can begin to work with them to advance their career (Grimm, 2004).
Political behaviors are activities that are not required as part of an employees' formal role in the organization. These behaviors influence, or attempt to influence the distribution of advantages or disadvantages within the organization. Politics are a fact of life in all organizations. Politics will always be a part of an organization, as long as people are involved. Organizational politics decrease job satisfaction, increase turnover and reduce productivity in the workforce. Politics in the workforce can be anything from gender politics, discriminating against women having children, interaction between race and gender, to how a company treats their gay employees, to name a few. Disrespect for one's coworkers is a very common effect of power and politics in an organization (Power and Politics, 2006).
Organizational politics is something most people recognize when they see it in action, but find difficult to define. Organizational politics can be a very competitive game. The stakes are high, if employees succeed, they may be able to keep their job or get that desired promotion. However, if the employee loses, he or she may be pounding the payment and looking for a new job.
As industrialization caused cites to grow in leaps and bounds, political bosses started to take power. As the 19th Century came to a close, almost every sizable city had a political boss, or at least had one rising to power. Tons of immigrants from every part of the world began to pour into the major cities. Cities have had diversity in the past, but the huge diversity of the American cities was unique.
Politics or politicking is a game that is more ostensible and reserved for the political arena; however, metaphorically, much of the political discourse can also be found within organizations. Politics in organizations, then, is design for groups to reconcile differences between interests, conflicts, and power (Morgan, 2006). The case study to be analyze (Cutting Back at City Hall) is one that illustrates all three aspects of interests, conflicts, and power as the City of Smithville, the Fraternal Order of Police (FOP), the International Association of Firefighters (IAF), and the American Federation of State, County, and Municipal Employees (AFSCME) deliberate the city’s proposed budget.
In addition, the Political risk confronted by organizations can be demarcated as “the jeopardy of a financial, strategic or employees’ loss for the organization for the reason of such nonmarket aspects including the social and macroeconomic policies, or occasions connected to political variability (riots, terrorism, coups, insurrection and civil war). Furthermore, administrations may face difficulties in their aptitude to implement military, diplomatic or other ingenuities as a consequence of political jeopardy (Goddard, 1990)
The Tough Guy Case Study examines the employees of investment bank Hudson Smith Gordon (“Hudson”) and their reactions to the behavior of one of its vice presidents, Chip Mazey (Yemen & Clawson, 2007). This analysis will discuss the issues of unresolved conflict among Hudson employees and possible remedies to consider. Recommendations will be provided which should be implemented by Hudson management to minimize conflict and its effects in the workplace.
Politics, although a very abhorred profession, is a necessity for society, and requires good leaders who make good political decisions for their constituents. Unfortunately, there is always a negative connotation associated with politicians, as they are usually seen as corrupt, lying, and scheming people. There are many dif...
O’Rourke, J. & Collins, S. (2008). Managing Conflict and Workplace Relationships. New York: Cengage Learning.
(Tost, Gino & Larrick 2013) argues that “when a formal leader experiences a heightened subjective sense of power, he or she tends to dominate group discussions and interactions, which leads other team members to perceive that their views and perspectives are not valued”. This perceived imbalance definitely hampers any attempt at managing workplace conflict. When employees feel that they have no authority or empowerment they tend to be disengaged, and disengaged employees effect productivity. Low productivity can be considered a form of dissatisfaction and thus labelled a conflict that must be addressed by both employee and manager.
Legitimate -power resulting from a formal position within an organization based on the organizational structure
...view I attempted to answer the question whether work place cynicism in its different forms can be positively influenced or even be prevented by organizations, or whether it is an inevitable result of declining American businesses. Occupational cynicism can possibly be limited by reducing work hours, increasing pay and providing more support for the occupations that seem to be particularly affected. Leaders and managers can take steps to prevent organizational cynicism and organizational change cynicism from taking hold in an organization resulting in negative consequences for the organization and the individual. Organizations could adopt more participatory decision-making processes, observe principles of distributive justice, and commit to open and honest communication as a first steps to counteract some of the negative consequences of cynicism at the workplace.
Wilson, Patricia A. . "The effects of politics and power on the organizational commitment of federal executives | Journal of Management | Find Articles at BNET." Find Articles at BNET | News Articles, Magazine Back Issues & Reference Articles on All Topics. N.p., n.d. Web. 10 June 2010. .
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.
“Whoever wants to engage in politics at all, and especially in politics as a vocation, has to realize these ethical paradoxes. He must know that he is responsible for what may become of himself under the impact of these paradoxes…he lets himself in or the diabolic forces lurking in all violence.” (GPT,
Max Weber mentions that bureaucracy is characterized by impersonality (Weber, 1997), and this is another reason why it is an irrelevant phenomenon in the study of organizations. The relationships between the executive officials and their juniors in an organization that adopts a bureaucratic system of leadership in usually impersonal. Although impersonality of bureaucracy is praised as important in promoting equality by some scholars, it is a bureaucratic characteristic that cause infuriation in organizations as individual treatment of people is overridden by generalization, something that Gajduschek (2003) attests to. An important point to bear in mind is that offended employees are ultimately unproductive employees. Bureaucracies are often
In reality, most employees pretend to be non-assertive, let others make decisions but remain resentful to a resolution reached. Despite allowing the top management makes a vital decision on the conflict most team members remain aggressive. They use their powers to pass a clear stand that the autocratic interventions are non-satisfactory.
“Conflict”! What does it mean? Stephen Robbins, author of Organizational Behavior, defines conflict as, "A process that begins when one party perceives that another party has negatively affected or is about to negatively affect something the first party cares about." In the workplace it may manifest in a number of ways. Examples can include things that happen; when, your ideas or thoughts are not broadly accepted. Your opinion is opposed or downplayed. When you are due for a promotion and someone else gets it. When someone you have a crush on; is romancing someone else etc. Conflicts need not be always bad. They can also be used as a tool for healthy competition, which can encourage an individual to put his best foot forward and cover the extra ground. It all depends on how the management uses this tool.