Identifying The Use of
Politics
Conflict may emerge when
individuals face a shortage of information, resulting in frustration,
confusion, and anger. Conversely, an overabundance of information within the
workplace can also breed conflict, as staff may become overwhelmed by the sheer
volume and struggle to process it effectively. In such instances, staff members
may undergo intense emotional experiences centred on the following aspects:
- Jealousy: If a colleague views another as a
preferred or more skilled individual, it may lead to feelings of
bitterness. This becomes especially evident when their director or team
manager openly displays favouritism or shows preferential treatment
towards one individual. These interactions can significantly harm the
overall morale in the workplace. Favouritism must not be accepted,
particularly in a work environment that relies on teamwork for
achievement.
- Organisational Change: When new appointments are made to
senior management positions, staff frequently compete to showcase their
skills or criticise their peers. This conduct can intensify rivalry,
leading to detrimental outcomes for the organisation.
- Limited Promotion Opportunities: When there are only a limited
number of positions available for individuals to pursue career growth and
high competition among many people, achieving progress and advancement can
be time-consuming and challenging. Consequently, staff often belittle others
to make their contributions appear superior, even if they are average or
below standard. This strategy may lead to more promotions for those who
are proactive and seize every opportunity, but it comes at the expense of
more qualified and suitable candidates, ultimately diminishing the
organisation's overall performance.
- Laziness: Staff may occasionally attempt to
find quick ways to advance in their careers without dedicating themselves
fully to their responsibilities. Engaging in organisational politics can
be a means to gain attention or eliminate individuals who threaten the authority
of directors or team leaders. This often reveals their insecurities or
highlights their perceived incompetence or lack of necessary skills,
knowledge, or experience for their organisational roles.
- Unknown Career Path: If corporate progress or
promotion occurs without clear justification, staff may require additional
guidance or training to enhance their understanding and abilities. Lack of
awareness regarding these crucial elements could result in heightened
stress levels, which could be detrimental to staff and the organisation.
- Stagnant Organisation: Without competition,
accountability, or effective leadership, the directors, team leaders, and
staff often succumb to lethargy, resulting in a lack of motivation to
perform at their best. Consequently, staff may perceive a reduced need to
exert themselves, ultimately leading to a decline in overall
organisational performance. This downward spiral typically manifests
through subpar customer service, increased expenses, a loss of
organisational vision, limited innovation, spontaneity, and a shortage of independent
thinking when it comes to problem-solving and enhancing customer
satisfaction.
A deficiency in drive and
determination can have a detrimental impact on productivity across the board.
When those in leadership roles, such as directors or team leaders, lack
motivation, a negative tone can permeate the entire organisation. This can lead
to a decrease in both individual and team performance, hindering progress
towards achieving set objectives.
The negative consequences of
organisational politics can manifest in various ways, including increased
tension, decreased job satisfaction, and low staff morale. When individuals
within the organisation focus more on personal agendas and power struggles, it
can create a toxic work environment that hampers collaboration and overall
effectiveness. Addressing these issues and fostering a culture of motivation
and teamwork is crucial for maintaining a positive and productive workplace.
Overcoming Organisational
Politics
Regrettably, many
authoritative figures exploit their positions to bully or manipulate others,
resulting in a toxic workplace dynamic. Learning to find and manage negative
office politics is crucial to cultivating a stronger workplace position and
supporting others when needed. The following steps can assist organisations in
dealing with detrimental office politics:
- A Positive Organisational Culture: A positive organisational culture
is the foundation for a functional and content workplace. The development
of such a culture nurtures work motivation and fosters healthy staff
engagement. Additionally, it instils pride and value in one's role within
the organisation. Organisations can create a positive culture by
proactively expecting and addressing staff needs and supplying equal
growth opportunities. Organisations promote good office politics by
cultivating a positive work environment while safeguarding vulnerable
staff from hostile intentions.
- Encouragement of Open Positive
Communication:
Promoting positive and open communication is crucial for supporting
healthy organisational politics. Clear communication ensures that staff
feel treated fairly and with respect. Healthy communication reduces the
likelihood of conflicts arising by diminishing the potential for spreading
misinformation. Furthermore, effective communication helps to build trust,
foster positive social networks, and create strong director, team leader,
and staff relations.
- Focus on Organisational Goals: Cooperation and teamwork play a
significant role in healthy corporate politics. Promoting team activities
and generating excitement about an organisation's goals helps
simultaneously end toxic dynamics and boost workplace morale. While it is
crucial to address immediate concerns, encouraging staff to look beyond
the present ignites team spirit and reduces the likelihood of unnecessary
conflicts.
- Assess an Organisation's Structure: An organisation's structure
should be assessed regularly to ensure effectiveness. Organisations may
only sometimes be aware of an unhealthy hierarchy that can make staff feel
ignored and controlled. Whether the workplace structure is top-down or
bottom-up, conducting an organisational structure assessment is crucial.
With changes in management approaches due to the arrival and departure of
directors, team leaders and staff, an organisational structure assessment
can lead to necessary adjustments in how an organisation works.
- Reward the Right People: It is essential to reward staff
without involving favourites. When staff feel overlooked, jealousy can
arise, leading to discontent. Incentivising productivity through rewards
is a valuable strategy. However, those with the power to distribute
recognition must ensure that personal agendas or emotions do not influence
their judgment. Directors and team leaders should strive to distribute
praise as evenly as possible among staff, support a sense of fairness, and
show specific criteria for when rewards are given.
Directors and team leaders
must be aware of their actions in a managerial role to prioritise the technical
aspects of their positions, such as prompt task execution and cultivating
positive relationships with staff. This includes effective collaboration,
respectful communication, and supporting a personable demeanour. By doing so,
trust can be fostered among staff, ultimately mitigating the negative impacts
of organisational politics.
Overcoming the Negative Side
Of Politics
While the concept may be
intimidating, navigating office politics can help individuals support personal
power and better understand their work system. Organisational politics
primarily revolves around social dynamics, including how individuals interact with
others, whom they interact with, and when to choose their battles.
Whether or not one enjoys
participating in office politics, they are an unavoidable aspect of work.
However, they do not have to be negative. When responsibly managed, the flow of
information, power, and influence within the workplace can be utilised for
personal and collective benefit. The following examples show how this can be
achieved:
- Maintaining a Positive Outlook: While everyone has bad days,
directors, team leaders, and staff who feel demotivated and unhappy are
not well-received. Working excessive hours can be mentally and physically
exhausting, but complaining in a non-constructive way can be distracting
to others. By keeping a cheerful disposition, individuals can increase
their likability and find collaborating easier with staff.
- Developing Soft Skills: Soft skills are essentially
nuanced social skills. They encompass the ability to listen well, operate
effectively as a collaborator, and communicate healthily, which are
crucial skills in the workplace. Enhancing one's emotional intelligence
and other people's skills allows staff to navigate office politics more
easily.
- Building Positive Work
Relationships:
Coping with corporate politics becomes easier when individuals establish
solid and positive relationships with their staff. Loyalty and friendship
can significantly contribute to success. In social politics, creating a
support network that helps oneself and others ensures that social
connections can be relied on during challenging times.
- Speaking With Confidence: Showing bravery and making one's
voice heard can be challenging. However, the skill of standing up for
oneself and others when faced with unfair treatment is extremely valuable.
Speaking up highlights the strength and spirit of conviction that discourages
office bullies from targeting staff.
- Understanding and Building Formal
and Informal Networks:
Organisational politics can be divided into two main network types: formal
and informal. The formal network encompasses job titles and official
positions of authority, such as directors, team leaders, or interns. On
the other hand, the informal network refers to the subtle yet influential
positions of power that staff may hold behind the scenes. Gaining an
understanding of both networks is crucial for effectively navigating each
one.
- Maintaining Professional
Relationships:
While being friendly with staff to foster a sense of belonging, it is
equally vital to be professional. Striking a balance between being
sociable and oversharing personal information is critical. Revealing too
much about oneself may leave individuals vulnerable to others potentially
using it against them. Therefore, supporting a friendly yet professional
stance and setting clear boundaries is advisable to prevent staff from
taking advantage.
Directors, team leaders and
staff should strive to understand the power dynamics within their organisation
and learn how to navigate them positively. By comprehending the political
landscape, individuals can thrive and find it easier to succeed by utilising
their knowledge to support organisational goals and their team.
Directors and team leaders
who use politicism to influence the distribution of resources or status to
further their means within an organisation will always be outed in the long
run, as they invariably and arrogantly believe they are invincible to the rules
of natural justice. The only regret is that, in some cases, it takes longer for
an organisation to rid itself of such people than it should. In all cases, arrogance
always trips them up.
Regretfully, directors and
team leaders who choose to use politics to increase the power of their
relationships with others to influence the distribution of resources or status
for their gain often need to remember that their staff can easily see and understand
their actions. Even more regrettable is that organisations fail to rid
themselves of such people, as they lack the political will or ability to take
the appropriate actions.
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