ORGANIZATIONAL POLITICS AND EMPLOYEE PERFORMANCES A REVIEW AND THEORTICAL MODEL

ABSTRACT

Organizational Policies (OP) refers to the influence activities organizational members resort to in order to maximize their interest and goals in the work place. This paper has two main goals: (1) to review major studies which have discussed op in the recent years and thereby (2) to propose a theoretical model for the relationship between op and employee performance. While so far most studies have concentrated on op’s negative outcomes, this paper argues that, under certain conditions op may have positive effects valuable born to organizations and their members. The models used a contingency approach which is in much contingency with Ferris and Kacmar’s (1992) recommendation of a more balance perspective toward organizational powers. In this research work, we  have used  both primary and secondary data. It is  an evaluative research design within depth analysis on the modus operandi of organizational  politics  in  both  industrial  and  service  sector. Organizational Politics queues from the politics of daily experience as the desire to acquire power over others. Powers itself is the ability to influence others to do something whether or not the followers likes it. In the organization, it takes many forms, but not with the bickering that follow political officers, but with the scheming that lead themselves to the quest to outwit the incumbent occupant of a post. In practice, it looks very virulent, and so, unattractive. However, to the enterprise it gives room for competition which midwives innovations. Such as atmosphere cannot be said to be antagonistic. So, to an outsider, organizational politics is a dirty game, but to the company, it has inherent advantages.

CHAPTER ONE INTRODUCTION

1.1    BACKGROUND OF THE STUDY

Organizational Politics [OP] represents a unique domain of interpersonal relations in the workplace. Its main characteristics are the readiness of people to use power in their efforts others and secure their interests,   or   alternatively   avoid   negative   outcomes   within   the organization (Bozeman, Perrwe, Kacmar, Hochwarter, & Brymer, 1996). As  such, OP  has  become  during  the  past  decade  a  topic  of prime importance in the management literature. In the late 1950s Lasswell claimed that politics is important since it represents the secret of “Who gets what, when, and how” in a social system (Lasswell, 1958).

However, until the 1970s, policies in organizations received little or no attention. Only with the recognition that, as in the national arena. Organizations   too   have   to   deal   with   conflicts,   resource   sharing processes, and power struggles among their members and units, op began to attract growing attention. In the late 1970s some studies established a  theoretical framework  for the  inquiry of policies at the workplace (Mayes a& Allen, 1977); Bacharach & Lawier, 1980; Pfeffer,

1981; Mintzberg, 1983). Drawing on these studies, Pfeffer (1992) argued that organizations, particularly large ones, are like governments in that

they are fundamentally political entitles: To understand them one need to understand organizational policies, just as to understand governments one needs to understand governmental policies.

1.2    STATEMENT OF PROBLEM

Organizational policies are a complex, pervasive and sometimes even  phenomenon.  Its  ambiguity  derives  from  two  distinct  factors. Politics is sometimes misjudged and considered as synonymous with power perhaps since both are significant factors of human behaviour which affect one’s ability to accomplish and secure goals and interests in a social system.

Moreover,  there  is  some  confusion  concerning  proximate  term which   very   often   arise   together   when   politics   and   especially organizational   politics   is   discussed   leg   conflict,   influence,   force, authority, power etc.

1.3    OBJECTIVE OF THE STUDY

To determine how the activities of employees encourage employee relations, to examine the way activities of management and employees affect promotion in an enterprise, to evaluate the effects of the activities of employees and management on discipline, to access the extent activities of employees and management affects grapevine relations, to

evaluate how organizational structure affects organizational politics in an organization, to analyze the impact of employee and management activities on public relations.

1.4    RESEARCH QUESTIONS

Question 1:         How do the activities of employees and management encourage employee relations?

Question 2:         What  effects  have  the  activities  of  employees  and management on promotions in an enterprise.

Question 3:         To   What   extent   do   activities   of   employees   and management affect disciplinary

Question 4:         Procedures in an organization.

Question 5:         What could be concluded on the effect of the activities of employee and management on grapevine relations?

Question 6:         How does organizational structure affect organizational politics in an organization?

Question7:          How do public relations affect organizational politics?

1.5     THE SIGNIFICANCE OF THE STUDY

Organizational Politics is an area that some people dread some uniformed managers yet everybody seems involved. A study on the topic

is, therefore, desirable to explain to people what the mechanisms of the topic are, so as to appreciate.

Management of any organization would find this rather very interesting so as to know how best to relate with the employees.

The employee themselves would discover that the guidelines of organizational politics as stipulated in this research are helpful in relating with one another.

1.6    SCOPE OF THE STUDY

The study covers the entire sphere of organizational Politics. In other words, it is a global study, being not a case study researcher work.

However, we decided to select two manufacturing and two service outfits in Enugu for a closer study, for inferential conclusions.

1.7    LIMITATIONS OF THE STUDY

The limitations of the study exists in such areas as the time period involved  for the  execution  implementation  of the  research  difficulties encountered in obtaining most of the necessary data/information needed for the study, as well as transportation and some other logistic problems.

1.8    DEFINITION OF TERMS

Organizational Politics as defined by researchers is declined as ways to get ahead in an organization (Wallace & Szilagyi, 1982:181), as dynamic processes of influence that produce organizationally relevant outcomes beyond the simple performance of job tasks.

1.8.1 Grapevine is unofficial source of information

1.8.2 Legitimacy is the act of acquiring power legally

1.8.3 Synergy is the act of achieving goals through group’s action in an organization. 1.8.4 Political behaviour is perceived as a fight response  to different conflicts or to a decline inside organization.

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