Power And Politics
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Power and Politics Paper
Organizational Behavior
MGT/331
Introduction
Power is defined as the ability or official capacity to exercise control; authority. It has also been identified as a person, group, or nation that has great influence or control over others. Politics is defined as the art or science of government or governing, especially the governing of a political entity, such as a nation, and the administration and control of its internal and external affairs. As businesses harness the power of technology to change and drive the bottom line, power and politics have been noted as the force behind this change. Politics oversee the marriage of
technology and business; individuals in powerful positions make the change necessary to ensure corporate success. These executives bring invaluable attributes to the table that guide the enterprises direction, from setting the companys strategic vision to finding short-term solutions, achieving long-term goals, and bringing in partners who can change and enhance the companys revenue. Examine the persuasive and powerful individuals, and political base management in executive offices. A common characteristic among many will emerge: strong beliefs and the ability to facilitate change. Thus it is understood how power and politics work together, and benefits each other well in the business setting. Although most individuals think as power as a force over something or someone, it is not identified as a political force. Power combined with political backing has proven to be very beneficial in society. The United States President Gorge W. Bush exhibits perfect examples of balance power and politics that have allowed him to effectively run this nation.
Organizational Politics
Franklin Covey, author of “The 7 Habits of Highly Effective People” and co-chairman of Franklin Covey, is quoted saying, “Rather than tweaking skills and behaviors, companies should reduce mistrust and organizational politics” (Murphy, 2002, J. 1). Franklin Covey research established that over three-fourths of personnel stated that they use as a minimum, one-fourth of their time, on “cover- your-back communication”, disputes with other personnel and branches of the organization, and concealed plans (Murphy, J. 1). One-fourth of the personnel states these actions consume over 50% of their time (Murphy, J. 1).
In a 2003 article in Roanoke Times and World News, a reader wrote a letter to Camille Wright Miller, in which is discussed organizational politics (Miller, 2003, A. 9). He had started a new position and felt he was successful in areas in which he had been trained on, but appeared
to be failing in other areas (Miller, A. 9). After extensive consideration, he concluded that he was having an issue understanding how to read the political atmosphere at the organization in which he was employed (Miller, A. 9). Experiencing this issue for the first time in a job, he was unsure how to move forward, and felt if soon was still unable to recognize the political atmosphere, “management would put him out” (Miller, A. 9). Camille Wright Miller responded by saying, “I tend to think of organizational politics as alliances among individuals, an awareness of those who hold formal authority and a keen awareness of where informal influence lies” (Miller, A. 9). Taking part in organizational politics commonly indicates that one is in support with individuals who possess formal as well as individuals who possess informal authority (Miller, A. 9). Camille feels the writer might need additional training, rather than a better understand of the organizational politics (Miller, A. 9).
to be failing in other areas (Miller, A. 9). After extensive consideration, he concluded that he was having an issue understanding how to read the political atmosphere at the organization in which he was employed (Miller, A. 9). Experiencing this issue for the first time in a job, he was unsure how to move forward, and felt if soon was still unable to recognize the political atmosphere, “management would put him out” (Miller, A. 9). Camille Wright Miller responded by saying, “I tend to think of organizational politics as alliances among individuals, an awareness of those who hold formal authority and a keen awareness of where informal influence lies” (Miller, A. 9). Taking part in organizational politics commonly indicates that one is in support with individuals who possess formal as well as individuals who possess informal authority (Miller, A. 9). Camille feels the writer might need additional training, rather than a better understand of the organizational politics (Miller, A. 9).
Then there is legitimate, which is the managers subordinates own cultural beliefs being used to control the employees. AFor example, may have the formal authorities to approve or deny such employees requests as job transfers, equipment purchases, personal time off, or overtime work@ (Schermerhorn, Hunt and Osborn, 2005, p.3). In the same way that is why the union has been put in force at American Postal Workers Union, because employees are being forced by legitimate power to work overtime after having already completed their eight-hour shifts. The process power is the mobility to delegate the production process. To appoint someone to this position and use influence to get your ideas input effectively. The president of American Postal Workers Union uses process power in managing skills. Who ever she appoints to do a task, they have to consult her on every situation, and she gives her input for the final solution to the problem. Information power Ais the access to and /or the control of information@ (Schermerhorn, Hunt, and Osborn, 2005, p.3). Basically, you have the power to get any information deemed necessary whether legal or not. The representative power is an entity that appoints a specific person to speak on behalf of the organization. Overall, power is exclusive to the individual and their influence on others to get things done their way. On the, other hand politics which is Athe management of influence to obtain ends not sanctioned by the organization or to obtain
sanctioned ends through no sanctioned influence means@ (Schermerhorn, Hunt, and Osborn, 2005, p.15). Being identified as political would be doing things outside the norms of the legal realm. Politics are put in place to help develop individuals to come to an agreement on situations. AFurthermore, remembering the goal of the organization is important and the acceptable means of achieving them are established by organizationally powerful individuals in negotiation with others@