Essay about Organisational Behaviour

Words: 1459
Pages: 6

Assessment Number 2 – Essay

Student : Jodie Ann Auld
Student Number : S0237988
Course : HRMT11010
Date : 30 April 2013
Version Number : 1

“Political Activity is alive and well in organisations. Critically discuss this statement. What factors result in Organisational Politics and what is the role of such behaviour on other people at work?”

Political Activity is alive and well in organisations – one of the biggest killers of productivity is not a lack of innovation, productive systems or visionary thinking, its politics (Fraser, 2013, p. 1). It is a major issue in organisations as the individual who controls their working relationship consumes time and resources for their own gain at the company’s expense. In this
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Threatened with the loss of resources people may engage in political actions to safeguard what they have. (Robbins, 2011, p. 380)

As stated above in individual factors, trust may moderate the extent to which organisational politics is related to positive or negative attitudes (Parker, et al., 1995), the less trust the higher level political behaviour within the organisation.

Role Ambiguity
When people are unclear or uncertain about their expectations within their formal role this is when role ambiguity occurs. As political activities are not defined as part of the employee’s formal role, the more the person can engage in unobserved political activity.

Unclear Performance Evaluation
Performance reviews/evaluations are carried out within organisation, the longer it takes for appraisals to be completed, use a single outcome measure, the greater the possibility that the employee will engage office politics. Using single outcome measures encourages the employee to “look good” on that measure and other important parts are not being appraised.

High Performance Pressures
The more pressure that employees feel to perform well, the more likely that are to engage in politicking (Robbins, 2011, p. 381). If a person feels that they are accountable for positive outcomes within the organisation, then they are moved to do whatever it takes to make that outcome favourable.

Self Serving Senior Managers