Power Politics and Conflict PDF

MELIKE KOYLU POWER POLITICS AND CONFLICT ORGANISATIONAL POLITICS WHAT IS ORGANISATIONAL POLITICS POLITICAL BEHAVIOUR IN ORGANISATIONS CONSEQUENCS OF POLITICCAL BEHAVIOUR IS POLITICAL BEHAVIOUR ALWAYS BAD MINIMISING POLITICAL BEHAVIOUR POLITICS ARIS...

MELIKE KOYLU POWER POLITICS AND CONFLICT ORGANISATIONAL POLITICS WHAT IS ORGANISATIONAL POLITICS POLITICAL BEHAVIOUR IN ORGANISATIONS CONSEQUENCS OF POLITICCAL BEHAVIOUR IS POLITICAL BEHAVIOUR ALWAYS BAD MINIMISING POLITICAL BEHAVIOUR POLITICS ARISES FROM A FIVERSITY OF INTERESTS – ARISTOTLE ORGANISATIONAL POLITICS IS INDIVIDUAL OR GROUP BEHAVIOUR THAT IS INFORMAL,OSTENSIBLY PAROCHIAL, TYPICALLY DIVISIVE AND ABOVE ALL IN A TECHNICAL SENSE , ILLEGITEMATE – SANCTIONED NEITHER BY FORMAL AUTHORITY , ACCEPTED IDEOLOGY , NOR CERTIFIED PRACTICE. -MINTZBERG 1983 ORGANISATIONAL POLITICS IS CONCEPTUALISED AS INTERPERRSONAL BEHAVIOUR IN TERMS OF ACADEMIC LITERATURE. POLITICAL ACTIVITES ARE MEANS OF EXERCISING SOCIAL INFLUENCE ARE DESIGNED TO PROMOTE OR PROTECT ONES SELF INTERESTS AT LEAST TWO PARTIES SHOULD BE INVOLVED AND HAVE THE POTENTIAL TO POSESS DIVERGENT OINTERESTS. IS CONCEPTUALISED AS UNSANCTIONED BEHAVIOUR IN ORDER TO PURSUE SELF INTEREST GOALS INTENT OR MOTIVATION IN SELF INTEREST-SOCIAL INFLUENCES STRATEGIES DEVELOPED WITH THIS AIM OUTSIDE OF THE ORGANISATIONAL RULES. EXAMPLE FOR POLITICAL BEHAVIOUR : WHISTLE-BLOWING WITHHOLDING KEY INFORMATION. SPREADING RUMORS LEAKING INFORMATION LOBBYING INGRATIATION BUILDING COALITIONS Kacmar and Ferri’s 1991 categories of organisational politics General political behaviour Go along to get ahead Pay and promotion policies FACTORS THAT DRIVE ORGANISATIONAL POLITICS : 1. STRUCTURAL FACTORS LOW TRUST , CPMPETITIVE REWARD SYSTEM , LACK OF FORMAL RULES , INCREASED SCARCITY , PERIODS OF CHANGE , DEMOCRATIC DECISION MAKING , DISAGREEMENTS OVER GOALS / PRIORITIES. 2. INDIVIDUAL CHARACTERSTICS STRONG NEED FOR PIOWER , STRONG INTERNAL LOCUS OF CONTROL , SELF MONITORS , MACHIAVELLIAN TENDENCIES  CONSEQUENCES OF ORGANISATIONAL POLITICS : NEGATIVE EFFECTS ON INDIVIDUAL AND ORGANISATIONAL OUTCOMES Those unwilling to play political games, likely to react negatively when the players get a head Perceptions play a key role in how political behaviour is interpreted The perceptions people hold influences how they feel about organisation and individuals Perceptions of behaviour as political can have reinforcing feedback Perception of acceptancy is dependent on the political outcomes. Is POLITICAL BEHAVIOUR ALWAYS BAD ? Common assumption is that organisational politics is dysfunctional- everything should be above board , and nothing the back room manoeuvring Positive aspects of organisational politics can be very acceptable in organization with a great influence.. Positive and negative political behaviour may be similar in forms , unsanctioned and self-serving HOW TO MINIMSE THE POLITICAL BEHAVIOUR : Clear rules and regulations in terms of resources All channel communication Good change management practices Highlight bigger picture Reduce uncertainty Encourage openness , trust , and mutual respect to discourage the norms that enable or support self- serving behaviour Leaders are role models ETHICS OF POLITICAL BEHAVIOUR : QUESTIONS TO CONSIDER : WHAT IS THE UTILITY OF ENGAGING IN POLITICKING HOW DOES THE UTILITY OF ENGAGING IN POLITICAL BEHAVIOUR EFFECTS