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SITE: Workplace Politics (en.Wikipedia)
🌐 ORGANIZATIONAL POLITICS (orgP) is inevitable
Most employees want to climb the ladder of success, but since ladders are narrow & steep, only a few can move up, & slowly. Having to compete for limited resources (a better position) makes orgP irresistible.
Some people have more power & authority than others, often indulging in orgP – because they can. And some are politically savvy, using it to get their way.
EXP : orgP is a common tool to remove others from the rung below to eliminate competition.
1. Negative / Weak USES of Organizational Politics
√ Blame game
Leaders & employees will complain about the company & criticize others using orgP as power plays, because people generally ignore or deny their own shortcomings, shifting the blame on to others
√ Can’t adjust to change
Change is a part of any org, so employees need to accept the fact & deal with it. But some have emotional trouble adjusting, or like the way things are for themselves. Changes can lead to some workers benefitting while others will lose out is some way. Those on the losing side may lash out with underhanded & indirect actions – to undermine those who willingly & happily accepted the new agenda.
√ Changes in upper levels
Getting ahead by hook or by crook is orgP at its worst. When there’s a new boss or manager, some employees get busy trying to score brownie points. After a while, it can become less about positioning themselves as the ‘best’, & more about demeaning, bad-mouthing & questioning abilities of the one who’s been promoted, to undermine their authority.
√ Don’t want to work hard
Some people want everything that life has to offer – without making an effort to achieve those benefits by hard work. They’re always looking for short-cuts to be in the limelight – unjustly, & orgP is a tool to create a negative image of the people they think are hogging the rungs of the corporate ladder.
A virulent reasons for office politics is the habit of many employees to include unnecessary, inappropriate or harmful chatter about co-workers & management, used as ‘social currency’ or an indirect way to get back at someone disliked.
Jealousy can creep in between co-workers if someone is smarter, & especially if their efforts are appreciated by the top brass. Not wanting a colleague to get more attention & rewards, the insecure will use orgP tactics to tarnish the ’favorite’s’ image & reputation.
√ Lack of clarity
Unclear leadership roles, guidelines & goals in an org. can lead to unfounded accusations of management, & encourages rumor mills to run amok. These are often based on assumptions & perceptions instead of facts, leading to orgP.
√ Personal relationships
Using Personal Relationships as leverage to get what a person wants – has no place in a professional environment.
When a boss supports the need or idea of a colleague or subordinate because of friendship (a use of orgP) – instead of what’s best for the company – they can cause harm to the whole.
√ Promotions are rare
When several employees are vying for a specific position, some will inevitably revert to orgP. Ambitious workers can become aggressive, & in their zeal to reach the coveted post they start spreading suspicion & rumors about potential rivals. This perpetuates a climate of mistrust, limiting the health of the org.
√ Reward system
Most businesses have reward systems to encourage employees to give their best. Sometimes this backfires, becoming a trigger for orgP. if everyone wants to grab the so-called rewards.
This can lead to unhealthy competition, so that employees start sabotaging their colleagues’ work – in their obsession to outdo others.
√ Struggle for power
When someone moves up the corporate ladder, opportunities for others to do so will lessen, so they may put in extra effort to prove themselves & stand out. Those who ambitiously struggle for power – but lack confidence – will start acting superior at the expense of others, using negative orgP activities.
NEXT : RESULTS of orgP (#2)