11-09-2013, 02:36 PM
ORGANIZATIONAL POLITICS
ORGANIZATIONAL POLITICS.docx (Size: 24.19 KB / Downloads: 24)
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
Organizational Power
Power is the ability to insist or resist a situation. If a manager can hire, fire, reward, or in any other way control someone's financial well-being or freedom, the manger can use power against the employee. Although this is an unethical behavior, it is part of the game. However, if the employee chooses to cooperate, the manager is acting as a leader by exercising persuasion rather than control or power
Politics and power are intertwined. These entities tend to play against each other when it comes to any organization. The more power an individual may have may determine how much that individual may have to play the organization's political game. At the same time, the amount of politics being played may determine how much power an individual may obtain within that organization. Individuals that are a part of these organizations must learn the rules of these games in order to function effectively. These individuals are the administrative staff, the production workers, the salespeople, and the maintenance and/or custodial workers.
The Impact of Power and Politics in Organizational Productivity
Power and politics play a huge role in business, from governing how decisions are made to how employees interact with one another. In businesses big and small, the impact of power depends on whether employees use positive or negative power to influence others in the workplace. Politics may directly influence who has the power and determine whether the overall culture of the workplace encourages productivity.
Positive Types of Power
Positive power in an organization involves encouraging productivity. This includes giving employees the power to make decisions, rewarding employees for strong performance and appointing employees who perform strongly to supervise other employees. Positive power builds employee confidence and motivates employees to work harder. It also results in those in higher-level positions gaining power through employee respect and communication, rather than coercive efforts. Employee retention rates are higher when employees are given the power to express concerns and work together in an organization.
Negative Types of Power
When leaders in an organization do not have the respect of the employees under them, they have a negative power. This type of leader motivates employees to perform by threatening them with job loss and other punishments or shows favoritism to certain employees rather than recognizing the hard work of multiple employees. Not only does the quality of work produced decrease under this type of power, but it leads to higher turnover rates in an organization.
Positive Workplace Politics
Employees who learn to navigate the politics of an organization are more productive than those who are left out of the loop. To encourage productivity, organizations must develop a political culture easy for employees to understand. Establishing clear policies and chains of command makes it easier for employees to find the answers they need and spend more time on producing quality work. A climate focused on collaboration and equal treatment prevents conflict that can reduce productivity.
Negative Workplace Politics
Organizations that develop climates of negativity and conflict suffer as a result. If employees are encouraged to engage in dishonest or unethical behavior to get ahead and favoritism trumps the quality of work, an organization faces decreases in productivity and higher turnover rates. An organization without clear policies and chains of command leads to employees spending more time searching for answers and attempting to fix problems than actually completing quality work.
ORGANIZATIONAL POLITICS.docx (Size: 24.19 KB / Downloads: 24)
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
Organizational Power
Power is the ability to insist or resist a situation. If a manager can hire, fire, reward, or in any other way control someone's financial well-being or freedom, the manger can use power against the employee. Although this is an unethical behavior, it is part of the game. However, if the employee chooses to cooperate, the manager is acting as a leader by exercising persuasion rather than control or power
Politics and power are intertwined. These entities tend to play against each other when it comes to any organization. The more power an individual may have may determine how much that individual may have to play the organization's political game. At the same time, the amount of politics being played may determine how much power an individual may obtain within that organization. Individuals that are a part of these organizations must learn the rules of these games in order to function effectively. These individuals are the administrative staff, the production workers, the salespeople, and the maintenance and/or custodial workers.
The Impact of Power and Politics in Organizational Productivity
Power and politics play a huge role in business, from governing how decisions are made to how employees interact with one another. In businesses big and small, the impact of power depends on whether employees use positive or negative power to influence others in the workplace. Politics may directly influence who has the power and determine whether the overall culture of the workplace encourages productivity.
Positive Types of Power
Positive power in an organization involves encouraging productivity. This includes giving employees the power to make decisions, rewarding employees for strong performance and appointing employees who perform strongly to supervise other employees. Positive power builds employee confidence and motivates employees to work harder. It also results in those in higher-level positions gaining power through employee respect and communication, rather than coercive efforts. Employee retention rates are higher when employees are given the power to express concerns and work together in an organization.
Negative Types of Power
When leaders in an organization do not have the respect of the employees under them, they have a negative power. This type of leader motivates employees to perform by threatening them with job loss and other punishments or shows favoritism to certain employees rather than recognizing the hard work of multiple employees. Not only does the quality of work produced decrease under this type of power, but it leads to higher turnover rates in an organization.
Positive Workplace Politics
Employees who learn to navigate the politics of an organization are more productive than those who are left out of the loop. To encourage productivity, organizations must develop a political culture easy for employees to understand. Establishing clear policies and chains of command makes it easier for employees to find the answers they need and spend more time on producing quality work. A climate focused on collaboration and equal treatment prevents conflict that can reduce productivity.
Negative Workplace Politics
Organizations that develop climates of negativity and conflict suffer as a result. If employees are encouraged to engage in dishonest or unethical behavior to get ahead and favoritism trumps the quality of work, an organization faces decreases in productivity and higher turnover rates. An organization without clear policies and chains of command leads to employees spending more time searching for answers and attempting to fix problems than actually completing quality work.