Organizational politics is defined as a core of norms and values, strategic goals and aims which guide organizational behavior and course of actions. Organizational politics is influenced by a number of factors including ethics and technology, economic conditions and workforce composition. also, It deals with competing and conflicting interests which help to create and sustain order within the organization. Recent years, organizational politics becomes one of the main factors which guide managers and planning process, create organizational culture and relations between employees (Ivacevich et al 125).
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Organizational politics has an impact on decision-making which includes evaluation of general forces that do not directly touch on the short-run activities of the organization but that can influence its long-run strategies. Knowledge management helps to connect people in organizations who operate in a distance, and has no opportunity to use printed matters or other sources. First, the participants in the organizational event have a relative role in the action through limited choice and by relatively influencing the content and the direction of the action. Also, they are able to rationally assess the consequences, thus to gain knowledge from the event. Organizational politics is a system of rules followed and valued by all employees. Organizational politics represents a course of behavior about what must or what must not be done. Organizational politics is the point at which plans, policies and objectives are translated into concrete actions. Team members provide and apply knowledge from different disciplines which help them to solve complex problems and tasks.
Trigger can come from internal and external environment. Triggers are lack of agreement and consensus, cultural diversity and mismanagement, ambiguity nad lack of training, etc. Derived from such events and shaped by them, such knowledge is best constructed by understanding the process of events, not by merely exploring variables. For every organization the role of its mangers is crucial in successful development and market performance. Proper attention to the personnel function of a manager helps to improve the efficiency of the labor force and the level of organizational performance in general. Leadership and efficient management, rules and regulations, control and supervision are the main levels of the organizational politics. Managers use different techniques to shape behavior of employees and improve productivity.
Motivation, reward and commitment are the main tools which help to influence behavior of the staff. Motivating other people is about getting them to move in the direction you want them to go in order to achieve a result. Managers use rewards and sanctions exercised by nature of the manager’s position and authority. In this case, it is important to balance different techniques and tools in order to achieve the best results. Commitment to objectives is a function of the rewards associated with employees achievement. Performance appraisal is therefore a crucial activity of the personnel function and the management of human resources. Also, managers can shape behavior of employees through culture and rituals introduced into organizational context. A decision-making can help to reduce conflict areas and improve human relations and communication. An integral part of any business process that involves a choice whereby a person forms a conclusion about a situation. With emphasis on direction and control, an appraisal system can provide the basis for key managerial decisions such as those relating to, for example, allocation of duties and responsibilities, pay, delegation, levels of supervision, promotions, training and development needs, and terminations.
Ivacevich, J. M., Konopaske, R., Matteson, M. T. Organizational Behavior and Management. McGraw-Hill/Irwin; 2004.