Organisational Politics

Organisational Politics refers to the use of influence tactics, manipulation, and power dynamics
within an organisation to advance personal interests or agendas, often at the expense of
organisational goals or the well-being of others. It involves behaviours such as forming alliances,
spreading rumours, withholding information, and engaging in favouritism or sabotage to gain
advantages or protect one's position within the organisation.

Reasons for the Emergence of Organisational Politics:

1. Scarcity of Resources:

o Limited resources such as budget, promotions, or recognition can create

competition among employees, leading to politics to secure a larger share.

2. Power Imbalance:

o Hierarchical structures and power differentials within organisations can prompt

individuals to engage in politics to gain influence or protect their positions.

3. Ambiguity in Goals and Expectations:

o Unclear organisational goals, ambiguous performance criteria, or inconsistent

leadership messaging can create uncertainty, prompting individuals to resort to
politics to navigate the ambiguity.

4. Personal Ambition:

o Individual aspirations for career advancement, recognition, or status may drive

employees to engage in political tactics to further their own interests.

5. Perceived Injustice or Inequity:

o Perceptions of unfair treatment, favouritism, or discrimination can fuel resentment

and prompt employees to engage in politics as a means of seeking retribution or
leveling the playing field.

6. Lack of Trust:

o Low levels of trust among employees, or between employees and management, can
lead to defensive behaviours and political gamesmanship as individuals seek to
protect themselves from perceived threats.

Measures to Avoid Organisational Politics:

1. Promote Transparency and Open Communication:

o Foster a culture of transparency by sharing information openly, clarifying goals and

expectations, and encouraging honest and direct communication among employees.

2. Establish Fair and Merit-Based Processes:

 o Implement objective and transparent processes for decision-making, resource
allocation, and performance evaluation to minimize perceptions of favoritism and
reduce the incentive for political behaviour.

3. Encourage Collaboration and Teamwork:

o Emphasize the value of collaboration and cooperation by promoting teamwork,

cross-functional collaboration, and collective problem-solving approaches.

4. Lead by Example:

o Demonstrate ethical leadership behaviour, fairness, and integrity in all actions.

Leaders should avoid engaging in or condoning political gamesmanship and instead
focus on fostering a positive and inclusive work environment.

5. Provide Opportunities for Employee Participation and Input:

o Empower employees by involving them in decision-making processes, soliciting their

input and feedback, and providing opportunities for professional growth and
development.

6. Address Conflict and Grievances Promptly:

o Establish effective mechanisms for resolving conflicts and addressing grievances in a

fair and timely manner to prevent the escalation of tensions and the proliferation of
political behaviour.

7. Cultivate a Positive Organisational Culture:

o Foster a culture of trust, respect, and fairness by celebrating diversity, recognizing

and rewarding performance, and reinforcing shared organisational values that
discourage political behaviour.