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Organizational Politics

Presented to

Perry Barton

MGMT 2215 Team Project

By

Kristene St Clair

February 15th 2015

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Organizational Politics
Introduction
Organizational Politics is in every organization, whether we like to acknowledge it or not. It can
be the driving force of an organization and its effects can be positive of negative if it is not dealt
with by the proper authorities. It can be misunderstood by many and as a result it can have an
adversely negative effect on the organizations growth and development. In the following pages I
will be focusing on all aspects of organizational politics and its effects and impact it has on our
organization, society and employees.
Believe it or not organizational politics starts from top management. It is a self interest procedure
meaning that those that are involve in this kind of behavior seeks to only find gains for
themselves. Remember when you were in high school. Even at that age politics were present
and being exercise among the different groups as they seek control and to outdo each other.
There were the nerds, the popular groups, the sport team and even the band team. This concept
is still around in everything you do, someone wants to lead, to take that number one spot.
Another aspect to bare I mind is that not all employees in an organization may see it for what it
is. Organizations all over the world today are made up of people from all walks of life. For
example, in my community there are at least ten household that are from countries like France,
Germany, India, Brazil, Jamaica, Israel, Trinidad and England. When you see the kids at the bus
stop, you see blacks, whites, short, tall boys and girls. Its like a multinational little village.
Same can be seen in the work place. With there being so many nationalities in the workplace,
its sometimes a bit difficult to judge everyone on the same level. I know its generally tuff for
managers to find a balance in which to communicate, to teach and to even understand why
certain employees do the things that they do. I would say thats where organizational policies
and procedures come in handy when it comes time to discipline and appraise employees. So
with this being said, I think its fair to say that not all employees may understand what is
organizations policies and may perceive it to be something else. For example say a company is
made up of just two cultures group one, and group two. Group one believes that everyone is
equal and will benefit more if they work together to get the job done. They work their schedule
hours and on occasions will work overtime if need. Group two, believes that there group is the
best and sometimes fight among themselves for the number one spot. They complain while they
work, dont like to stay back after hours and believes society own them everything. So when
group two fighting or complaining about the job and group one isnt they believe that group one
is sucking up to the bosses by not complaining, when the truth of the matter is, its not in their
culture to complaint but be thankful for what they have and work to keep that rhythm going. So
you see that culture can influence an employees ability and work ethics. So again what works
for one may not work for all? I believe that by understanding these differences a company can
use it to their advantage.

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Organizational politics is present in all organization whether we want to accept it or not. Some
people may say that this politics acts as a lubricant and if used in the right way can have its
reward and if not controlled may have a negative effect. It is derived from people that have a
self serving interest. It is associated with different work outcomes, such as job satisfaction,
organizational commitment and turnover. So for an employee to survive this organizational
politics they find themselves getting involve with it. I would think that new hires are face with
this challenge and is forced to adapt to its ruling which helps prolong its existence. Pressure is
added on them because they want to fit in and create an impressive impression, so that they could
continue to be employed, especially for that probation period. Say there is a new hire in Whole
food and after three months there will be a team meeting that will determine if you stay on or
you are let go. Remember earlier I said that organizational politics starts from top management;
in this case, the group leader is that top management. Her style and the way she conducts herself
is indeed by the rules and regulations of whole food, but there are other factors such as her
culture, the way she carries out her duties, her style of leadership and the way she interacts with
her fellow employees also is a determining factor. Not saying that she is a bad leader or the best
leader, but there are other personal factors and features that make her who she is. So it will come
down to her personality along with the new hire personality, whether they can communicate well
with each other, work together and combine their efforts to accomplish their goals as a
department. After the probation period the group leader along with the other team members
agrees that they want the new hire as part of their team. In a similar incident the group leader is
very strong will and has a controlling demeanor. Basically what she says goes, and if not you
will be let go. The new hires comes in, a great worker but their personally done click and even
before the probation period is up, comes up an excuse that all the other members has to agree on
and recommend that the new hire be let go. The new hire knows that they did not do anything
wrong and asked to speak to the store manager. They eventually cam e to agreement and the new
hire is place in a different department and works out just find. In a couple of years the new hire
becomes the assistant store manager, a position higher than that of the group leader. So my point
is the politics was not to get that new hire to become a part of the team because she saw that
individual as a potential treat to her position.
An organization is an entity that provides a product or service to their customer. They have set
goals and returns and their employees are the ones that help in fulfilling these purpose. Their
structures are denoted by policies and procedures and depict work roles, responsibilities and
delegates coordinates and control all their process. These processes determine how information
is sent and received at different levels. Larger organizations may have office locations all around
the country or even worldwide, with one main office which is referred to as the head office.
Their internal chain of command may stem over the entire set up having all the higher executives
in its main locations and all the managers and supervisors spread across their other locations.
The larger organizations entrust their daily operations to their elected executives. This power
then will trickle down to department heads, team managers, supervisors and front line
employees. Smaller organization may still reflect similar set ups as the larger organizations but

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in smaller portions. They may not have stakeholders and offices all over the world. No matter
what size the organization may be their main operational objectives is to make a profit. Before I
go deeper into this topic, lets first take a closer look at the organization itself as a whole and how
its made up to have a better comprehension on the impact organizational politics may have on
their outcome..
Organizational structure helps determine just how the organizations are to be operated. Once
their goals and mission statements are known, policies and procedures are written along with
details of projects and measures that will be put in place to help achieve these goals. Chain of
command helps identify the levels of power, responsibilities, how information may flow and
communicated among all the identified departments. Most organizations have either a
centralized or decentralized structure. Centralized organization structure, top management has
the most power to make decisions. They have more control of the organization departments,
basically they run the show. The opposite can be said in a decentralized organizational structure.
In this type of structure, different departments are given the power to make decisions. It can be
said that there power is distributed. The structure regardless of it being centralized or
decentralized is place placed to allowed employees to know who does what and where they fit in.
Structure also gives them a clear guideline on how they must proceed with their duties. There
are three elements that are in every organization structure, which are governance, basically its
rules for the operation of the organization and the distribution or their work. Governance is
defined by the person or group of individual that will have to make decisions. In those larger
organizations this can be the shareholders, or top executives. The rules of how the organization
will be operated which can be in the form of explicit, implicit or unstated.
Let us also look at the chain of common and its role in the organization. The chain of command
can be defined as the hierarchy of authority from top to bottom. This means that the top
managers control the flow of activities within the organization. They control and manage every
employee in every department. They provide as downward flow of instructions and require an
upward flow of accountability. So managers believe that the clearer the chain of command the
better the chances that it will lead to a more effective decision making process that could lead to
greater efficiency. For example, I had an employee that had an accident on the job which leads
to another employee being hurt. The first employee was fully aware of the procedures and
informed me at once. I also knew the procedure and I immediately seek help for the second
employee who had gotten hurt, while instructed the first employee to provide me a detail written
incident report of what had happened. I took all the necessary information from the hurt
employee and forwarded it to the necessary department, so I could have had her process, with a
claim number, which will assure her that the doctor will see her as well as the bill being paid. I
also had to investigate the site where the incident occurred and take pictures of it. I had to make
several phone calls and file several reports before it could be concluded with. So in the end the
incident was handled the way it should in a very timely manner, ensuring that all questions were

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asked and answered allowing this to now be another learning process for both the employee and
the unit as a whole.
Organization structure can be denoted by an organization chart which has outlined job
descriptions, for their employees. It is a chart that helps defines the reporting structures within
the organization. Formal organization may have line or flat organization structure, staff or
functional authority, committee, divisional, project matrix or hybrid organizational structure.
Flat reporting is most advantageous with in smaller organization because at this level top
managers will want to be informed of all procedures at all times. For larger organization where
there are lots of executives and this could result in a lot of politics being implemented or created
because they all are trying to compete with each other for things such as limited resources, or just
recognition. Divisional deals with a more balance result focus because basically its divided up
into sections allowing the employees to focus on products and markets. The matrix is a cross
between the functional and divisional approach. This approach is highly toxicated because its a
constant battle between the managers of the different section. It should be noted that there is an
informal side to the organization which are can be defined as the evolving sets of relationships
that are not officially prescribed.
Through the organizational structure employee not only know who to report to but it can also
help them achieve their goals by knowing what they are required of them. There can be some
advantages operating under a strong organization structure. They can win through succession,
what this means is that under this kind of structure it is easier for the development of training
plans, that can help develop strong organizational core. It can be management training methods
as well as departmental plans. For example a company in now in the process of implementing
accounting software that will help speed up their traditional accounting procedures. On the
organizational level, top management has to ensure that the program that have brought will
provide them the best service for their business and that their employees are able to utilize it. On
a departmental level the manager have to know how the new program works and designed
training methods to teach to their staff and also to insure that they are capable to answer any
questions their employees may have as a result of it being brand new. This structure, however
also makes it easier to make the training materials and processes which is administer and monitor
by those in command. So when a hierarchy is in place the company will be better equipped
when it comes time to make and change in decisions to accommodate their business demand.

Flat Organizational Chart

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Line and Staff Organizational Chart

The Political Player
The political players are the employees of the organization. Whatever the size of the
organization, their roles may help in the work order process of getting the work done. By
determining the players and the power they may have can be a good thing, because now you
know where you stand, and it can help you determine where you would like to be or the
directional path you should take in order to get there. The players may include the boss, the
second in command, the yes man, the curmudgeon, the vortexes, ten empire builders, the rubber
chicken and the parrots. The boss, the person in charge of the entire operation is the decision
makers of the organization and will try to gain their friendship and all the privilege that comes
with the position. Another key role is the person directly under the boss that position is like the
vice president of the organization, the second in command. Some may think that, associating
with the second in command can also be advantageous as well, not only is he in direct contact
with the present boss but may become the boss himself someday. Then there are the yes men,
or the employees that stuck up to their bosses weather their decisions are good or not, or has
any relevance to the current situation. They believe that by doing this they stand a better chance
to grow with the company and have longevity in service. The curmudgeon is that employee or
sometimes a group of employees that always focus on the downside of things. They put
everything down, new ideas, decisions etc. They can be set in the ways and see change in any
form negatively. There are also the vortexes; those are the ones that always like to stir up
trouble. They believe that they are doing no harm and want everyone to be on their side. Some
people may say that they are the back stabbers, the ones who talk nice in front your face and bad
behind your back and if approached would simply deny it. They are very dangerous and quite
frankly should not be trusted. They always have a secret agenda of their own that they are
promoting. There are also the empire builders. They are the kind that loves the power and what
they do is they use their present power to influence and gain more power. They sometimes never
stop until they reach the top; in some cases they are the ones that become the bosses. In reality
they are careers minded people who loves work and will work hard to achieve their goals. There
are also those that are called the rubber chicken. This group or individual are the ones that

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always question the what if, and dont say much about anything. The parrots, they are the
talkers, they will steal someone elses ideas and past it off as their own. They will talk about it
will have no real opinion of themselves. Its also should be noted that employees can have
changing roles, according to the situation. This will determine their attitudes and their ability to
their political existences. Note that all these different roles are in existence weather we want to
admit to it or not, and it through the so call grape vine we hear a lot of upcoming changes and
events that have not even found their way through the official channel of command.
From the organization point of view
Everything is governed by rules and organization politics should be no exception. The sooner
the rules of the organizations are found out by the employees the better off they will be as they
try to survive and carry out their daily functions. These are the rules the players of the
organizations have originally agreed upon. This can help make it a bit more even flow but as we
know it, there are situations that will happen that are just out of our control and can hinder these
rules or push it to its extremes, making the organization rethink them. Lets look at this now
from the point of view of the organization. Management is a direct representative of the
organization, with them comes authority, direction, discipline, stature, they can either help they
can either help the situation or make it worse. Ever get that uncomfortable feeling when the
high bosses are there? Always feeling like they are watching your every move and you try to
be cautious and sometimes just mess things up, or they may make an unfunny sarcastic joke
about your performance that day. Then some are so nice that you wonder if they are real. So
these visiting managers do have some kind of direct effect because they have a higher power
form the everyday managers that we deal with. Or have you ever been selected to go to meeting
on behalf of your department and get absent minded because of the numbers of high executives
That is present at the meeting. Believe it or not your job title does carry an enormous amount of
power, which automatically requests a certain amount of respect. Our everyday manager,
meaning the managers that we see every day in the office, has a very hard job, despite their
normal job description, such as getting reports done, payroll, training that sought of thing. They
how have to deal with people from all walks of life and trying to balance, deal and understand
their differences requires a lot of time and lets be honest, they may not always get it right, the
first time around. Thats why I believe that its always beneficial for any one in authority to
know your companys policy and procedures about disciplinary actions because not all
companies may have a Human Resources Department to call when they need help with an
employee or a situation.
Take for example there was this new employee, created a very impressive impression at her
interview. She was hired and after about three week on the job she stated acting beside her self.
She started showing up late for work, took long extend breaks, always wanted to leave early; she
was just all over the place. It was however still in her probationary period and as recommend by
the human resources department she could be terminated within the three month period but
advise that the incidence should be documented and she be counseled according to the rules and

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regulations of the companys policy. So it was recommended so it was done and before her
probationary period was completed she was terminated. So if the manager did not know the right
procedure to follow he may not have been able to terminate her that quickly.
To look at this form another view point, organizational politics help creates a platform where by
their employees can use this to their advantage, allowing them work their way up the corporate
ladder, with continuous self interest grabbing motive to get where they need to be. This motive
is geared in a positive manner and each time the employee moves up they acquired more power
and more power, systematically pushing them further to the top and away from where they
started. It is indeed a nice feeling associated with the accomplishments especially because power
can be limited. Organizations stand to gain for this completion of scared power. For starts it
show the outside potential employee or investors that the organization is a good investment. To
simple put it if the organization was not a good place to work, their employees will not be so
motivated and competitive to get to the top. Its really just that simple; no one will willingly
allow themselves to continuously work for an organization that cant do anything for them in the
long run. That organizations employee turnover rate will be very high. Thats one way to find
out if an organization is a good fit for your current situation.
From the employee point of view
Today about 99% of people work because its their way of survival. This is how they provide the
basic necessities, such as food, clothing and shelter for their families and their love ones. Not to
mention the other monthly bills, that seems never ending, like the mortgage, the electric and
water bills. The organizational view from the outside may be a great career move, but its not till
you actually venture in to the organization and has been there for a period then you can make a
self determination based on the impression you have gathered and the knowledge you have
obtained from working with others in the organization. Meaning you have been their long
enough to figure out good from bad or at least know where you stand and where you want to go.
You now know the ins and outs, the running of the organization at least the department you work
in
This process may be easier for some than others. Say for example in Indian culture they are
taught at a very early age that the man is the head of the house, they are the providers and the
womans place is in the home. Also they should be respectful of their elders and have to help
take care of them. Today society we have seen has a change and the woman now have a double
role they are now class as working women but still has their other duties. This can be reflected
in their job as well. I had a friend and a co-worker that was of Indian decent and other
coworkers would take advantage of her politeness and sincerity. She always does what she was
told by her manages, which included myself, and in a timely manner. It was rather stupid and
time consuming, till I got to the point that I had to call her in my office and say you need to stand
up for yourself cause I will not always be here to help you. She was too nice. They it turned out
to funny that she eventually found the strength to stand up for herself and talked back to the

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worker who were mean to her and demanded that respected. Over a period they started treating
her with respect and things began to work out for her. There is always a line that a person should
not cross and respect can carry a person very far. Not to say as a manager I should have called
them into the office and write them up. I did speak to them and referred to the companys
handbooks with regards to what they were doing, but for me I saw this as something she need to
do on her own for when she decided it was time to move onto another job. I believe it made her
stronger and boosted her confident.
The people in the organization tends to make it hard for new employees I really dont know if
they do it to test you and decide what unofficial group you would be best suited for. It can be a
very devastating thing to a new hire. I had an employee that only stayed on the job for three
days and then there are some thats been there for a life time. I remembered when I was a new
employee for Morrison Management Specialist. It seem that all eye was on me at all time, I felt
the other employees watch the way I walk, listen to how I spoke, looked at what I ate, the car I
drove and how I dress. I dislike that feeling very much. I eventually found my way and decided
that I did not need to be in any so call group. My personal motivation was my family and having
been here from another country lead me to believe that I have to do it all over again and I needed
no distraction what so even. I followed my gut and took pride in my job. I learned every single
thing I possibly was allowed to learn and I may sure that I treated everyone with respect as I did
my job. I have some struggles alone the way but my determinations lead me to a better place.
After being there for about several months, I go promoted to a supervisor. My director at that
time saw my abilities and he became my mentor. Every time I worked he took time of his
schedule to show me a couple things. Then the politics real began. Other employees were
jealous and referred to me as the suck up employee, doing whatever the director had told me to
do. I continued to work and learn new procedures day by day. Eventually I mastered all the
required field and the day came where I had a chance on becoming the assistant director. The
first time around I did not get the position but I did not give up. Instead I re-evaluated my
processes and when on a quest to learn more about the business and gain more experience with
time. When the next opportunity came around I got the position. I was very proud of myself;
my mentor said that I am his best hire yet. And for all the other employees that talked a lot they
tow were proud of me because I set a record of being the first employee that have worked from
an entry positional the way to being a director in just three years.

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