Organizational politics is the ugly truth that every organization faces. Power and politics both play an important role in any organization and that’s why people at all levels engage in intentional acts to protect their own as well as the rights of their department. …
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Defined as a “controversial concept” by Vigoda- Gadot (2003), organizational politics is a common occurrence the degree of which differs from organization to organization. Self-interest is the main cause of organizational politics and it has been aptly described as “the pursuit of self interest at work in face of every sort of opposition real or imagined” (Kreitner2008). A more detailed explanation of organizational politics is given by Jennifer (2009) who has described it as activities the managers indulge in to strengthen their position in the firm. Elaborating further Jennifer (2009) said that it is a means through which managers gain power and thereby use it to their advantage such as pursuing goals suited to the individual or the department. Organizational politics originates from a number of sources and operates at individual, collective and organizational level (Yammarino 2002). However it has been observed that an individual could certainly benefit from organizational politics (Porter, Angle &Allen 2003). Generally the organizational politics is seen in a negative light and is described as the process which does not conform to the normal role behavior of the organization and is the means through which people acquire and use power to meet their personal goals (McKenna 2000). This statement was confirmed by a majority of employees who stated that organizational politics was harmful for the organization. ...
Those managers who obtain a greater share of resources are considered powerful and influential and that’s why managers use dishonest methods such as inflating the budget to gain a favorable share. It has been seen that conflicts occur during annual budget allocation and these conflicts cause political activity in organizations (Daft 2009). Jennifer (2009) believes that as growth in an organization becomes limited especially for managers who already occupy senior positions organizational politics become common to gain power and influence by several methods including impressing the kingpins (Jennifer2009). Organizational politics also occurs because of the presence of uncertainty and lack of clarity in an organization. Organizational politics comes into play when company adopts ambiguous goals. These ambiguous goals provide a perfect opportunity to managers especially those at the top to pursue personal goals in disguise of organization goals. Moreover, political activity becomes more prominent when non-programmed decisions need to be taken for instance two managers competing for the same post can be manipulative. Badham& Buchanan (2008) have labeled personal ambition and competition between the various departments as other sources of organizational politics. Another important origin identified by Badham& Buchanan (2008) is “change”. According to them when change occurs in an organization, it tends to disturb the comfort zone of the employees so to preserve their interests, they engage in organizational politics. Vroom’s Expectancy Theory gives another view to the organizational politics. According to this theory the expectations of an employee significantly influence his perceptions,
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According to the report organizations are undergoing numerous changes over the last couple of decades because of globalization, liberalization, privatizations, advancements in science and technology and the increasing awareness about the necessities of protecting our environment with sustainable business practices.
ating pace of change, only those organizations can survive and achieve long term sustainable growth that continuously evolve and adapt to the changes in the environment and take initiative. This is only possible if the organization is a learning organization.
I will then explore how both power and politics play an important role in Organizational development and how an OD practitioner can better gain understanding and knowledge in these arenas. Lastly, I will provide suggestions on how a practitioner can better operate in these conditions.
Organizations (like the college under analysis) are primarily complex goal-seeking units which in order to survive must accomplish secondary tasks, e.g. they must maintain their internal system to co-ordinate the human side of enterprise and must adapt to and shape the external environment.
The former is best defined as the use of power and influence to gain personal ends. In some cases this is done with a complete disregard for the employer or the organization. It is the subject of much research and debate now as to what underlies such behavior.
Many leaders assume power through such things as knowledge, information or seniority. Through research located online and knowledge obtained from personal experiences a comparison was conducted on power and politics in organizations.
Many academicians and professionals, alike, have mostly identified organizations as a political arena.
The conclusion from this study states that critical theory and studies of management are slowly chipping away at traditional organizational practices that emphasize hierarchical structures with rigid procedures and institutionalized wisdom that tend to maintain a status quo among the elite and create disparities among the various social classes working in the organization.
Due to the privileges and salary allocated to this position it attracted many prospective suitors. As an organizational policy, the persons to fill the vacant position are first chosen from within the organization. In cases where
Technological advancements bring advantages for some groups and serve some communities with disadvantages; some may do not enjoy these advancements, but some have power and control.
Technologies can expose the risk,
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