Introduction
The term politics can be used to describe a variety of practices, including, but not limited to those that are used by the government. In the case of organizations and companies, however, politics as a concept are mostly understood in a negative light. The practice is used to maintain work relationships and achieve set goals and results. It usually involves unofficial efforts to fulfill specific objectives, increase power or promote a certain idea. The use of political behavior and excessive use of it is said to be detrimental to the staff productivity and morale, meaning that the use of organizational politics needs to be carefully controlled. The occurrence of organizational politics in the workplace is inevitable as people interact with each other and find alliances with people they share similar perspectives with. Organizational politics can be used for a person’s self-benefit, as a way to bypass the existing structures of interaction put in place. This can include obtaining favors through improper means, influencing management in one’s favor, or bypassing the chain of command in approving a project. Such actions can be severely detrimental to the functionality of an organization as they undermine a fundamental principle it runs – fairness. An inability to create an environment where all contributors are equally able to find success and opportunity fosters conflict, destroying the sense of unity and comradery that is necessary for a good business. Research has also found that a political drive of a company fosters decreased commitment from the employees, as well as hinders performance. These negative treats are more likely to emerge in times of change, or when an important decision needs to be made.
Power-Play
Power dynamics are an especially important and vital part of business strategy as they define interactions between employees in the workplace. When a person is employed at a particular business, they are granted a particular position with its own responsibilities and opportunities for development. The specific position also comes with an arbitrary level of power, which is exercised over other people in the workplace placed lower than the individual. Power dynamics that are created as a result of the separation of power are necessary for creating proper order and regulating the processes, accomplishing goals and setting standards. The relative authority of a particular position is reliant on a person’s skill, expertise and experience in the field and can differ from organization to organization. Power-play can become both a positive and a negative influence on the workplace as it can be used to better too vague human resources and to abuse one the position of power. Personality and character are also important, but they present a lesser influence than other factors. The use of power is to keep proper order, to establish a chain of command that is able to effectively self-regulate and manage its parts. Power influences people’s character as well, changing the way they perceive themselves and others. A person with a large amount of power bestowed upon them can come to consider it a sign of their exceptional character, which, in turn, can negatively affect how they treat others and perform their work duties. When utilized thoughtfully, however, power can be a great source of success and cooperation between the members of a company, as well as a mediator of conflicting situations.
Sources of Power
There are a few different sources of power that can be used by leaders and managers to better guide and direct the work environment and the efforts of individuals. One of the more obvious and primary sources of power is the reward. As with training animals or children, rewards are used to promote and facilitate particular types of behavior in people and provide them with compensation for working in a particular way (Johnson, 2017). Offering goods, material compensation, or some types of favors can be used to reward people, and exert power on their actions, reactions or behaviors. Rewards are effective in leading situations to a needed outcome and keeping people satisfied, and establishing a positive relationship dynamic between an enforcer and their subordinate. Another type of power, that is less liked by employees, is coercive power. Using coercion, or threats, to force a person to submit to the power one poses can be effective (Johnson, 2017). People will work in accordance with the established regulations to avoid the consequences of breaking them. The third major source of power would be legitimate power. As a person in a specific position of power, a manager can influence people by exercising their power in that position (Johnson, 2017). By gaining professional respect of the people one works with, they can better use their position over them. This source of power can be most direct and straightforward, but it requires one to be well-regarded in their position. Expert power is somewhat connected with legitimate power, as it also stems from one’s expertise and position as a particular part of an organization. By being recognized as a source of expert opinion on a particular subject, a person can gain the power of persuasion over those that listen to them. The last source of power would be referent power, as the type of influence established from admiration and respect (Johnson, 2017). If an employee views the manager as an amiable individual and a source of personal inspiration, they are likely to obey orders given to them in hopes of becoming closer to the manager.
Leadership Behavior and Culture
The main issue a leader faces in their work is balancing between meeting their goals as an entrepreneur and ensuring the continued cooperation and satisfaction of their workers. The interests of a leader can be diametrically opposed to the needs of the workers, as they need to secure profit and secure the continued growth of their company. A successful leader needs to recognize the importance of treating their workers with respect and positivity in the process of getting good, consistent results. Eliminating factors that contribute to disorder and worse personnel morale can be an especially good move for a leader, as it leaves their subordinates with better conditions. Negative effects of politics include the erosion of fairness in the workforce, abuse of improper channels as a way of accomplishing tasks and the deterioration of personal relationships between people. Power, similarly, can have a detriment to how the organization operates, as it is quite difficult to control and manage in a way that does not bring harm to individuals. Power can be a source of conflict between individuals. An ability to understand power relations and politics within the workplace is extremely beneficial to a leader. Politics can be effectively managed in the workplace to facilitate better cooperation and cohesion between members of the workforce. By effectively learning and getting rid of improper channels of workplace relations, a leader can address inequalities between their employees, establishing a more friendly and fair atmosphere. Positive, proactive engagement of a leader can also improve the work culture for workers, and build better cooperation. Providing people with enough opportunities for self-actualization and fulfillment can be used to minimize the harm done through organizational politics. In regards to power, good leadership can maintain a system of control that is beneficial to both the workers and their management. By prioritizing positive means of persuasion, a leader can build goodwill of their workers, and increase their likely good of obeying orders. Both approaches can have a positive effect on the work culture and the behavior of employees. By doing their part in regulating and overseeing the way in which both concepts are implemented in the workplace, a leader can guarantee that both organizational politics and power-play within the office are kept to their reasonable limits, allowing the company to prosper and develop.
Conclusion
In conclusion, politics and power relations in the workforce are an important part of establishing a successful and productive business environment. Workplace politics describes the process of interaction between the members of the organization, as well as attempts of exercising power and attaining particular goals. Each workplace has a particular level of politics, and mediating the potential harm it can do is extremely important. Individuals can abuse the systems in place to get an unfair advantage or bypass the chains of operation to directly gain the desired outcome. Both possibilities are not desired and contribute to the unfairness of a workplace. Power relations are a necessary and large part of organizational practices, as thy primarily define how people interact with each other and treat their colleagues. Power relations create a controlled environment and a sense of order in a particular organization. Leaders need to effectively recognize the needs of their subordinates and the way both tendencies affect worker morale and performance to address them with the concern and regulation they deserve. By overseeing the processes that come to pass in the workplace, a leader can ensure that the people they operate with are more satisfied and are able to fulfill their roles.
References
Johnson, S. (2017). Sources of Power in Management. Small Business – Chron.com.