Professional Documents
Culture Documents
ORGANIZATIONAL
CONFLICT AND POLITICS
Theory of Organization and Management
(041414253003)
(041414253013)
LAILY SABIROZA
(041414253021)
YULLIANA EKANINGRUM
(041414253030)
DEPARTMENT OF ACCOUNTING
ECONOMICS AND BUSINESS FACULTY
UNIVERSITY OF AIRLANGGA
2014/2015
1.
1.1
1.2
1.3
Negotiating Strategies
With a win win strategy which includes defining the problem as mutual,
communicating openly, and avoiding threats understanding can be change while
the dispute is resolved.
c. Schedule Intergroup Consultation
When conflict is intense and enduring, and department members aare suspicious
and uncooperative, top managers may intervene as third parties to help resolve
the conflict or bring in third party consultants from outside the organization. This
process, sometimes called workplace mediation, is a strong intervention to reduce
conflict because it involves bringing the disputing parties together and allowing
each side to present its version of the situation.
d. Practice Member Rotation
Rotation means that individuals from one department can be asked two work in
another department on a temporary or permanent basis. The advantage is that
individuals become submerged in the values, attitudes, problems, and goals of the
other department. In addition, individuals can explain the problems and goals of
their original departments to their new colleagues. This enables a frank, accurate
exchange of views and information. Rotation works slowly to reduce conflict but
is very effective for changing the underlying attitudes and perceptions that romote
conflict.
e. Create Shared Mission and Superordinate Goals
Another strategy is for top management to create a shared mission and establish
superordinate goals that require cooperation among departments. Studies have
shown that when employees from different departments see that their goals are
linked, they will openly share resources and information. To be effective,
superordinate goals must be substantial, and employees must be granted the time
and incentives to work cooperatively in pursuit of the superordinate goals rather
than departmental subgoals.
2.
2.1
2.2
2.3
all levels of hierarchy can use the idea of network centrality to accomplish goals.
People can increase their network centrality by becoming knowledgeable and
expert about certain activities.
e. People. Top leader often increase their power by surrounding themselves with
group of loyal executives. Loyal managers keep the leader informed and in touch
with events and report. Many top executives strive to build cadre of loyal and
supportive executives to help attaining goals. Lower level people have greater
power when they have positive relationships and connections with higher-ups. By
being loyal and supportive of their bosses, employees sometimes gain favorable
status and exert greater influence
2.4
2.5
3.
3.1
Definition
Politics is the use of power to influence the decision to achieve a result. There are
two ways to define politics:
a. As self-serving behavior
b. Sees politics as a natural organization process for resolving differences among
organizational interests groups.
The formal definition of organizational politics is as follows: Organizational politics
involves activities to acquire, develop and use power and other resources to obtain
the preferred outcome when there is uncertainty or disagreement about choices.
Political Behavior can be either positive or a negative force. Politics is the use of
power to get things accomplished (good things as well as a bad thing). Uncertainty
and conflict are natural and inevitable, and politics is the mechanism for reaching an
agreement. Politics, includes informal discussion that enable participants to arrive at
consensus and make decisions that otherwise might be unsolvable.
3.2
4.
4.1
4.2