POWER & POLITICS

IN
ORGANISATION
PRESENTED BY

LUKESH SONI (0917)

NIRAV B. MEHTA
(0924)
PRAVIN ANDHALKAR (0927)

PRAVIN KURKUTE (0930)

 INTRODUCTION

• Power is the capacity of a person,

team or organisation to influence
others
– the potential to influence others
– people have power they don’t use
and may not know they possess
– power requires one person’s
perception of dependence on another
person
 CONT……..

• Politics

– Behavior to influence or attempt to

influence the distribution of
advantages and disadvantages
within the organization.

• The use of politics and power is

endemic to organizations.
 MEASURING BASES OF
POWER
• Coercive power

The person can make things

difficult for people, and you want
to avoid getting him or her angry.

• Power that is based on fear.

• Reward power

The person is able to give special

benefits or rewards to people, and
you find it advantageous to trade
favors with him or her.
• Legitimate power

The person has the right,

considering his or her position and
your job responsibilities, to expect
you to comply with legitimate
requests.
• Expert power

The person has the experience and

knowledge to earn your respect, and
you defer to his or her judgment in
some matters.

• Referent power
You like the person and enjoy
doing things for him or her.
 EMPOWERMENT

 The freedom and the ability of

employees to make decisions and
commitments

 Managers disagree over definition

of empowerment
 Empowerment as delegating decision
making within a set of clear boundaries

versus
 Empowerment as “a process of risk
taking and personal growth”
 Company must help employees
acquire the relevant skills

 Employees need to be supported in

their decision making, and not criticized
when they try to do something
extraordinary

 Employees need to be recognized for

their efforts
 Characteristics of Empowered
People
♦ Sense of self-determination
– Employees are free to choose how to do their
work; They are not micromanaged

♦ Sense of meaning
– Employees feel that their work is important to
them; They care about what they are doing

♦ Sense of competence
– Employees are confident about their ability to do
their work well; They know they can perform
♦ Sense of impact
– Employees people believe they can have influence
on their work unit; Others listen to their ideas
POLITICAL BEHAVIOR

 Those activities that

influence, or attempt to
influence, the distribution of
advantages and disadvantages
within the organization.

 Legitimate: normal everyday behavior

 Illegitimate: extreme political behaviors

that violate the implied rules of the game

 Politics may be good or bad for the

organisation
TYPES OF ORGANIZATIONAL
POLITICS

Managing Attacking and

impressions blaming

Creating
Types of Controlling
obligations organisational information
politics

Cultivating Forming
networks coalitions
 CONDITIONS FOR
ORGANIZATIONAL POLITICS

Personal Scarce
characteristics resources
Conditions
supporting
organisational
politics
Complex and
Tolerance of
ambiguous
politics
decisions
 Development of political skills

♦ Social Astuteness- ability to read the people

♦ Organizational Astuteness- ability to read the

organization

♦ Interpersonal Influence

♦ engender Trust
 EFFECT OF POLITICS ON
ORGANISATION
♦ Staff Morale

♦ Productivity

♦ Profitability

♦ Customer Satisfaction

♦ Shareholder Return
 CONTROLLING POLITICAL
BEHAVIOR

Provide
Remove
sufficient
political norms
resources

Hire
Introduce low-politics
clear rules employees

Increase
Free flowing
opportunities
information
for dialogue
 CONTI…………

Clear definition
Awareness of jobs

Manage change Peer pressure

effectively against politics