Podcast
Questions and Answers
Organisational politics only involves cooperative behaviour between parties.
Organisational politics only involves cooperative behaviour between parties.
False
Withholding key information is considered a form of political behaviour within organisations.
Withholding key information is considered a form of political behaviour within organisations.
True
Impression management is a strategy that enhances one's standing within an organisation by emphasizing positive traits.
Impression management is a strategy that enhances one's standing within an organisation by emphasizing positive traits.
True
Joining a coalition is an example of anti-political behaviour.
Joining a coalition is an example of anti-political behaviour.
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Kacmar and Ferris categorize political behavior as general political behavior that focuses on community interests.
Kacmar and Ferris categorize political behavior as general political behavior that focuses on community interests.
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Organisational politics is commonly seen as behaviour that strictly adheres to the requirements of the job.
Organisational politics is commonly seen as behaviour that strictly adheres to the requirements of the job.
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According to Mintzberg, organisational politics is behaviour that is sanctioned by formal authority.
According to Mintzberg, organisational politics is behaviour that is sanctioned by formal authority.
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The motivation behind political behaviour in organisations is primarily aimed at serving the organisation's collective interests.
The motivation behind political behaviour in organisations is primarily aimed at serving the organisation's collective interests.
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Kotter argues that a lack of political awareness can hinder organisational innovation and morale.
Kotter argues that a lack of political awareness can hinder organisational innovation and morale.
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Political behaviour in organisations is always considered harmful and should be eliminated.
Political behaviour in organisations is always considered harmful and should be eliminated.
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Organisational politics can have both negative and positive effects on individuals and groups.
Organisational politics can have both negative and positive effects on individuals and groups.
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A high level of trust within an organization is a structural factor that can decrease organizational politics.
A high level of trust within an organization is a structural factor that can decrease organizational politics.
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Individuals with Machiavellian tendencies are generally less focused on their personal gains within an organization.
Individuals with Machiavellian tendencies are generally less focused on their personal gains within an organization.
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Pay raise and promotion decisions are heavily influenced by formal rules in many organizations.
Pay raise and promotion decisions are heavily influenced by formal rules in many organizations.
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Perceptions of political behavior in the workplace can influence an individual's feelings towards their organization.
Perceptions of political behavior in the workplace can influence an individual's feelings towards their organization.
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Organisational politics always undermines a sense of fairness within the workplace.
Organisational politics always undermines a sense of fairness within the workplace.
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Democratic decision-making processes typically reduce the occurrence of organisational politics.
Democratic decision-making processes typically reduce the occurrence of organisational politics.
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A competitive reward system often promotes collaboration among team members.
A competitive reward system often promotes collaboration among team members.
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Study Notes
Power, Politics and Conflict in Organisational Politics
- Organisational politics is commonly viewed as unsanctioned behaviour, going beyond job requirements to pursue self-interest.
- This behaviour aims to increase power and resources, irrespective of organisational norms or goals.
- Motivations are often self-interested, using social influences to achieve these goals.
Overview of the Lecture
- The lecture covers the nature of organisational politics, its consequences, whether it's always detrimental, and how to minimise it.
Organisational Politics
- Aristotle linked politics to the diversity of interests within a group, while Mintzberg (1983) defined organisational politics as informal, often divisive, and not necessarily sanctioned behaviour.
- Political action within an organisation can also be constructive or useful, with benefits for individuals, groups, and organisations.
- Not all actions are negative. An issue may be a political opportunity if not addressed by organisational norms, yet positive outcomes may arise from this.
Factors Driving Organisational Politics
- Structural factors: Low trust, competitive reward systems, inadequate formal rules, increased scarcity, periods of substantial change, and disagreements over priorities.
- Individual characteristics: Strong need for power, internal locus of control, self-monitoring abilities, and Machiavellian tendencies (willingness to pursue personal gain without considering others' consequences).
Consequences of Organisational Politics
- Often detrimental to individuals and organisational outcomes (e.g., decreased job satisfaction, increased anxiety, stress, and turnover, and diminished performance).
- Those unwilling to play political games may react negatively and experience challenges.
- Undermining of fairness (organizational justice).
Perceptions of Political Behaviour
- Individuals' perceptions of their work environment significantly influence their feelings and those of their colleagues.
- Such perceptions affect how political behaviour is interpreted and can reinforce a culture emphasising organisational politics.
- Legitimacy or acceptability of political behaviour is contingent on outcomes.
Is Political Behaviour Always Bad?
- The common view is that organisational politics is dysfunctional.
- However, positive aspects exist, contributing positively to individual, group, or organisational functioning.
- Not all behaviours deemed 'political' necessarily harm organisations.
- Fedor et al. (2008) suggest that the intention of the individual and outcomes associated with the behaviour are important criteria in evaluating political behaviour's negativity or positivity.
- Fedor and Maslyn (2002) propose that political behaviour can be positive when it's the only effective approach for addressing issues overlooked by those with more power.
Minimising Political Behaviour
- Establishing clear rules and regulations regarding resource allocation.
- Employing excellent communication and participation strategies during organizational changes to lessen uncertainty.
- Encouraging a broad perspective and mutual benefits amongst employees.
- Promoting openness, trust, and respect as countermeasures to self-serving norms.
- Leaders setting ethical role models.
Ethics of Political Behaviour
- Questions to consider:
- The usefulness of political manoeuvring in a given circumstance.
- The potential harm to others.
- Whether the behaviour aligns with fairness and justice principles.
- Ethicality of different forms of political behaviour (offensive versus defensive).
Types of Political Animals
- Different types of political behaviour can be examined, considering aspects such as clever strategy, awareness, action and integrity, or the lack of such attributes.
- This model aids in assessing individuals' approaches to navigating organisational power dynamics.
Ethics and Corporate Culture
- The nature of CSR and business ethics, including mainstream approaches and the link to profits.
- Critical problems that the field must address:
- Relevance
- Conscience
- Translation
- The debate over whether 'ethics' and 'business' are inherently contradictory is examined.
- Different concepts, perspectives, and philosophies are explored (Friedman, Freeman, Carroll, Bauman).
Who Should Decide on Ethical Conduct in Organizations?
- Organizations often lack mechanisms to promote ethical behavior.
- Management assumes responsibility for defining and enforcing the organization's values, and implementing ethical standards.
Reconciling Ethics and Business
- The differing conceptual approaches to ethics and business practices are discussed.
- Difficulty in bringing together philosophical ideals with concrete, practical business objectives is a key concept.
Ethics Officers and Committees
- In many situations, ethics officers primarily aim to avoid legal issues or concerns, not necessarily to promote positive values.
- Senior management support is crucial for effective ethics programs, whereas well-structured ethics committees are important for encouraging responsible behaviour.
Corporate Conduct Codes
- Many ethical conduct codes within corporations are voluntary, enacted after crises in the supply chain, rather than consistent long-term strategies.
- Such codes are not always properly monitored or enforced, causing concern that they are simply PR exercises.
Whistleblowing
- Whistleblowing is a vital mechanism with good intent. Internal vs External, Formal vs Informal, and Anonymous vs Identified types are explored.
Ethical Change Management
- The process of implementing ethical standards and values organization-wide.
- It encompasses diverse elements (e.g., statement of values, conduct codes, ethical champions, communication, training, development, reporting/whistleblowing systems, and remedial strategies).
Critical Approaches to Business Ethics
- Analyses from varied perspectives that challenges the common understanding of business ethics and organizational behaviour.
Other Points and Notes
- Throughout the study notes, key theoretical concepts and frameworks, including strategic contingency theory, influence mechanisms, power types, and the work of key figures (Cialdini, Handy, Northouse, Porter, and Salancik & Pfeffer), are referenced to aid comprehension and analysis of various elements of organizational power and ethical practices.
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Description
This lecture delves into the complexities of organisational politics, examining its nature, motivations, and outcomes. It discusses whether such political actions are inherently harmful and explores strategies for minimization. Additionally, it highlights the potential constructive aspects of political behaviours within organizations.
