Power and politics can be used to influence the success or failure of an organization. An effective organization selects strong leadership and takes precautious steps to control power and political issues. An organization that fully understands these issues creates a culture centered on values, ethics and innovation. By analyzing power and politics we are able to understand how they influence individual behavior in organizations. We can also better understand how they are used with good intentions and how to avoid them in destructive situations.
People have many misconceptions about conflict in the workplace. Not all workplace conflicts are bad, some organization even implement changes just too slightly stir things up; as a result employees are more productive. Covey, (1992) mentions seven things that will destroy us; wealth without work, pleasure without conscience, knowledge without character, commerce without morality, science without humanity, religion without sacrifice, and politics without principle. We must stand for what is right and it is the leader’s obligation to manage in all seven of these arenas including workplace
Conflicts in the workplace are one of the most challenging managerial tasks because of the differences in people’s morals and principles (Mayhew, 2013). It’s a double-edged sword because managers needed to use his person skills to gain the confidence of his subordinates and at the same time, be firm and bold in upholding company policies (Mayhew, 2013). An effective manager handles potential issues with a precautionary approach, keeping in mind that conflicts may arise due to diversity of opinion, values, and individual backgrounds (Mayhew, 2013).
With high levels of tension, low morale decreased levels of productivity, this could culminate into the divide of employees ultimately leading to conflicts. Employees experiencing discrimination for prolonged periods of time could begin to verbalize their frustrations. Said employees might lash out at co-workers of the opposite sex, which could lead to other conflicts between different employees. This employee might even take it upon themselves to confront the management which would even further the decline of morale and productivity within the
This paper will discuss how to diagnose a conflict using various conflict models using a case study that involves a workplace conflict between two individuals. Included will be detailed characteristics and attributes of the parties involved and how they may affect the conflict. Confidentiality is important in the workplace and will be discussed in regards to the case study. Resolution solutions that a practitioner may use will be suggested to assist in resolving the conflict. Conflict resolution can be a difficult task but if a practitioner implements tools like conflict models than conflict can be undoubtedly resolved.
One major issue businesses around the world face in today’s society is workplace bullies. In almost every workplace there is a bully. In today’s world there are so many different life styles, and there is usually that one person that believes it is their job to push others around. What is workplace bullying? What makes these people become a bully? Who are the bullies and the victims? How do we prevent bullying? Those are some questions I will answer in this paper.
Whenever a large number of people are forced to work together under stressful circumstances there will be interpersonal conflicts. There is just no way to avoid it. There is also no way to avoid non-work related conflicts in the workplace. Where there are people there are going to be conflicts related to gender, race, socioeconomic status, and basic differences in opinion. Left unresolved, these conflicts can reduce productivity and create a stressful work environment that isn’t conducive to solving the problem at hand. The way to deal with these conflicts is to hit them head on in an appropriate manner. Deciding what is and isn’t appropriate can be difficult, but the task is made easier by understanding how prejudiced attitudes and stereotypies are formed. Once one has that understanding then they can begin to develop an appropriate solution to the problem.
“Conflict”! What does it mean? Stephen Robbins, author of Organizational Behavior, defines conflict as, "A process that begins when one party perceives that another party has negatively affected or is about to negatively affect something the first party cares about." In the workplace it may manifest in a number of ways. Examples can include things that happen; when, your ideas or thoughts are not broadly accepted. Your opinion is opposed or downplayed. When you are due for a promotion and someone else gets it. When someone you have a crush on; is romancing someone else etc. Conflicts need not be always bad. They can also be used as a tool for healthy competition, which can encourage an individual to put his best foot forward and cover the extra ground. It all depends on how the management uses this tool.
First and foremost we must look at the reasons for the conflict. The goals between the individual and groups of individuals are at times not attainable. We have some people trying their best to make the goals set by the company in order to make X many dollars per month. Things are so bad on the floor that the employees are fighting among themselves trying to attain these at times unrealistic and at times impossible goals.
Office politics are an inevitable part of every organization and are often acknowledged by employees when it is seen in action, yet many find it difficult to define. It is critical to not only recognize office politics, but to know when it will be beneficial to participate. Often, office politics are seen as something negative. However, this may not necessarily be the case. By using a few unwritten rules, one can win at office politics and hopefully advance in their career objectives. This paper will discuss the unwritten rules of office politics and how I respond to them in my work environment.
In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and compromising style. Workplace conflict comes in two different kinds: task involving conflict, which focuses on the approaches used in resolving the problem and blaming conflict that has the aspects of blame and never brings element of resolving problems between the conflicting parties. In the perception of several individuals, relationship conflict is negative.
Look up the word conflict in the dictionary and you will see several negative responses. Descriptions such as: to come into collision or disagreement; be at variance or in opposition; clash; to contend; do battle; controversy; quarrel; antagonism or opposition between interests or principles Random House (1975). With the negative reputation associated with this word, no wonder people tend to shy away when they start to enter into the area of conflict. D. Jordan (1996) suggests that there are two types of conflict: good, which is defined as cognitive conflict (C-type conflict) and, detrimental, defined as affective conflict (A-type conflict). The C-type conflict allows for creativity, to pull together a group of people with different opinions or ideas, to combine and brain storm all thoughts to develop the best solution for the problem. The A-type conflict is the negative form when you have animosity, hostility, un-resolveable differences, and egos to deal with. The list citing negative conflicts could go on forever. We will be investigating these types of conflicts, what managers can do to recognize conflict early, and what strategies they can use to resolve conflicts once they have advanced.
Politics or politicking is a game that is more ostensible and reserved for the political arena; however, metaphorically, much of the political discourse can also be found within organizations. Politics in organizations, then, is design for groups to reconcile differences between interests, conflicts, and power (Morgan, 2006). The case study to be analyze (Cutting Back at City Hall) is one that illustrates all three aspects of interests, conflicts, and power as the City of Smithville, the Fraternal Order of Police (FOP), the International Association of Firefighters (IAF), and the American Federation of State, County, and Municipal Employees (AFSCME) deliberate the city’s proposed budget.
Schermerhorn, J., Hunt, J. G., & Osborn, R. N. (2005). Power and politics organizational behavior. Chapter 12: Power and Politics. New York: John Wiley & Sons, Inc.
Mills, C. (2010). Experiencing gossip: The foundations for a theory of embedded organizational gossip. Group & Organization Management, 35(2), 213-240. doi:10.1177/1059601109360392