...organizational variables that impact employee morale. * Explain, using examples, the impact of individual perception on morale. * Discuss how employee empowerment and decision-making autonomy impact morale. * Develop recommendations for initiative that organizations can implement to positively affect employee morale. Organizational Politics, It's Moderators and Impact on Work Attitudes, Work Outcomes and at large on the Organization. 1. Introduction: Organizational politics fulfills the self-serving interests of the employees sometimes even at the cost of organizational performance. The literature review looks at the different aspects and impacts of the organizational politics. The company politics decreases the first-rate management, good quality schedules, and good spirits or morale. These things are directly and positively related to some other things too, hence when these (the above-mentioned) things are adversely affected; they also impact good communication, quality of individual performance, technical success and eventually commercial success. Another interesting finding of which the managers need to be well aware of is that politics can emerge due to the increase in the commercial success and hence more commercial success leads to more politics, which (politics) in turn through different routes reduces the commercial success and therefore the decrease in the commercial success causes lower politics. (Voyer, 1994) The organizational politics is associated with...
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...KULLIYYAH OF ENGINEERING ENGINEERING MANAGEMENT TOPIC 2: Perception and its impact on communication, power and politics in organizations Introduction Organizations establishment function to fulfill needs of the people. In today’s competitive and yet challenging world, the organizations have to be growth-oriented. Organizations are composed of number of individuals working independently or in teams, and number of such teams makes a department and number of such departments makes an organization. It is a formal structure and all departments have to function in a coordinated manner to achieve the organizational objective [1]. The organization's base rests on management's philosophy, values, vision and goals. This in turn drives the organizational culture which is composed of the formal organization, informal organization, and the social environment. The culture determines the type of leadership, communication, and group dynamics within the organization. The workers perceive this as the quality of work life which directs their degree of motivation. The final outcomes are performance, individual satisfaction, and personal growth and development. All these elements combine to build the model or framework that the organization operates from. Perceived Behavioral Control is the individual’s belief concerning how easy or difficult performing the behavior will be. Pertaining to that matter, perception plays a key part in the organization behavior. Thus, factors such as the efficient...
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...IMPACT OF PERCEIVED ORGANIZATIONAL POLITICS ON EMPLOYEES’ JOB SATISFACTION IN THE COMMERCIAL BANKING SECTOR OF SRI LANKA K.A.M.S. Kodisinghe Faculty of Business Studies and Finance, Wayamba University, Kuliyapitiya, Sri Lanka menakakodisinghe@yahoo.com ABSTRACT This research has been mainly based on the model of perceived organizational politics proposed by Ferris, Russ and Fandt (1989). Four constructs namely perceptions of organizational politics, job satisfaction, perceived control and understanding have been taken into consideration. Further the locus of control introduced by Robbins (2005) was also taken as the next construct. The research studies carried out on the relationships between the above mentioned variables seem to be inconsistent. Some researchers have found that no correlation exists between these variables whereas other studies indicate a weak to moderate relationship between these variables. Many theoretical findings and researches on the perception of organizational politics – job satisfaction relationship have been originated from the western organizational context. It seems that information about Sri Lankan environment is almost nil. The researcher has attempted to find out whether there is a relationship, positive or negative among the above mentioned five constructs in the Sri Lankan environment. The researcher selected the commercial banking sector for this study as it is the most developed and promising sector. The sample of the study consists of 300...
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...IMPACT OF PERCEIVED ORGANIZATIONAL POLITICS ON EMPLOYEES’ JOB SATISFACTION IN THE COMMERCIAL BANKING SECTOR OF SRI LANKA K.A.M.S. Kodisinghe Faculty of Business Studies and Finance, Wayamba University, Kuliyapitiya, Sri Lanka menakakodisinghe@yahoo.com ABSTRACT This research has been mainly based on the model of perceived organizational politics proposed by Ferris, Russ and Fandt (1989). Four constructs namely perceptions of organizational politics, job satisfaction, perceived control and understanding have been taken into consideration. Further the locus of control introduced by Robbins (2005) was also taken as the next construct. The research studies carried out on the relationships between the above mentioned variables seem to be inconsistent. Some researchers have found that no correlation exists between these variables whereas other studies indicate a weak to moderate relationship between these variables. Many theoretical findings and researches on the perception of organizational politics – job satisfaction relationship have been originated from the western organizational context. It seems that information about Sri Lankan environment is almost nil. The researcher has attempted to find out whether there is a relationship, positive or negative among the above mentioned five constructs in the Sri Lankan environment. The researcher selected the commercial banking sector for this study as it is the most developed and promising sector. The sample of the study consists of 300...
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...International Journal of Management and Innovation Volume 1 Issue 1 (2009) Living with Organizational Politics: An Exploration of Employee’s Behavior Rajib Lochan Dhar, Symbiosis International University, India Abstract Though organizational politics has been perceived as a threat; negatively influencing levels of staff retention and work productivity, hardly any studies have focused on the employee’s attitude towards the perceived players and the survival strategies in such an environment in the Indian setting. This study aims to explore the employee’s perception of organizational politics, the phase that they go through while working and the ways they adopt to cope up with it, in a sample of 26 employees working in three different automobile manufacturing companies. Qualitative methods have been used in order to understand the feelings and experiences of employees while working in a politically influenced environment. Analysis of the data was done through phenomenological principles. Findings of this study led to the emergence of four major themes namely perceived threat, attitude towards the players, Coping Strategies and intentions to leave. This study has tried to bring out the emotional circumstances that employees go through while working in a politically influenced environment. Key words: Organization, politics, employees, perception and intention Introduction There is a bit of Machiavelli in every one of us. An environment where everyone agrees with each other is a rare...
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...Motivational and sales performance reports On Glaxo Smith line India Limited Mumbai- India Contents Introduction 3 Company background 4 Literature Review 5 Intrinsic Rewards 5 Extrinsic rewards 6 Hygiene factors 7 Current issues, solution Proposal and conclusion 10 Stability 10 Hidden policies 10 Security 11 Politics in pay increment and promotion 11 Delay in reimbursements of incentive and awards 12 Unhealthy competition 12 Expectancy and valance of awards 13 References 14 Appendices 16 Appendix -1 16 Appendix-2 18 Appendix-3 20 Introduction Modern organisation faces a lot of challenges in retaining and motivating the staff as human resources are vital part of any organisation. These challenges like recruiting developing and retaining sales staff must be taken care off to gain maximum outcome from employees. To retain the employee, company uses different motivational techniques. This report is provided to determine the importance of motivational techniques for retaining staff motivated. Based on literature and journal article, motivational factors are discussed in this report. And how these motivational factors motivate the employees in selected organisation i.e. Glaxo Smith line India Limited. Different Motivational theories are discussed here to help the organisation to develop and retain the sales force and also discussed the issues and risk of the same followed by proposed solution is also provided here (Ali & Danish...
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...POWER AND POLITICS Power and politics play a important role in business or an organisation, from governing how decisions are made to how employees interact with one another. In a business big and small, the impact of power depends on whether employees use positive or negative power to influence others in the workplace. Politics may directly influence who has the power and determine whether the workplace encourages productivity. Positive power in an organization involves encouraging productivity. This includes giving employees the power to make decisions, rewarding employees for strong performance and appointing employees who perform strongly to supervise other employees. Positive power builds employee confidence and motivates employees to work harder. Negative organisational politics may be very destructive for an organisation.Negative politics includes the use of subversive methods to promote a personal agenda which may undermine organisational objectives, distract away from organisational goals and compromise the interests, cooperation and fulfilment of other employees. Such tactics may include filtering or distortion of information, non-cooperation, allocating blame,dishonesty, obstructionism and threats. In the case of Thomas Green, Frank Davis had a negative politics and power over Green which landed him in trouble over his job and he was not able to perform to his potential. Green failed to maintain a positive relationship with Davis , which he had with Mc Donald to...
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...Power and Politics on Goals in General Control Systems Introduction The organization that I am applying my analysis on is General Control System (GCS) Corporation. GCS is a large company specialized in the field of engineering control system services. It supplies many governmental and private organizations with computerized control system and provide technical support and maintenance services. The company has ten departments and around five hundred employees. GCS started as a research center with a manager and a few engineers. It expanded to a professional company that works on governmental engineering control projects. After ten years, it grew up to become a bigger company specialized in advanced control systems. The problematic The most problematic in this organization are the Coercive Power and bad internal politics. Managers with coercive power make things difficult for people. Most of the employees want to avoid making them angry. As a result, they try to get the job done on time without involving into a discussion or any suggestion about it. In addition, management does not allow disagreements out of insecurity or arrogance. There is limited or no leadership performance feedback. Recruitments, selections and promotions are based on internal political agenda, for example hiring friends to guarantee personal loyalty at the expense of other highly performing and more qualified employees. Stock options, bonuses and perks are not fairly linked to performance. Budgets...
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...Organizational Socialization and Job Satisfaction Organizational Socialization and Job Satisfaction Productive behavior versus counterproductive behavior in the workplace is an important concern for any organization. Productive behavior is seen by an employer as work that contributes positively to the goals of the organization, according to Campbell (1990). Once an employee reaches points were they are comfortable in his or her job they usually begin to positiv contribute to the organization. Counterproductive behavior is defined as any behavior that goes against the main company goals. A general goal for any business is profitability; however, there are other areas such as customer service which is affected by counterproductive behaviors. Organizational psychologists have devoted considerable time to the study of productive behavior and counterproductive behaviors in organizations. Job performance has been measured by organizational psychologist to understand predictors of an employee excelling versus failing at work. Behavior is a combination of the characteristics of the individual as well as environmental factors. These same factors, individual characteristics, and environment, contribute to counterproductive behaviors as well. Socialization occurs during the time an employee learns to do his or her job, and gets along with other employees in the workplace. All organizations have politics, or un-written rules that define behavior of employees within the organization...
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...MGT4110: Organizational Behavior Power & Politics Professor Dr. AAhad M. Osman-Gani, MBA, MA, PhD (USA) Department of Business Administration Kulliyyah of Economics & Management Sciences Power Power refers to a capacity that A has to influence the behavior of B, so that B acts in accordance with A’s wishes. Power may exist but not be used. Probably the most important aspect of power is that it is a function of dependency. A person can have power over you only if he or she controls something you desire. 13-2 Power and Dependence Person B’s countervailing power over Person A Person A Person A’s control of resource valued by Person B Resource desired by person B Person B Person A’s power over Person B 10-3 Contrasting Leadership and Power • Leaders use power as a means of attaining group goals. • Leaders achieve goals, and power is a means of facilitating their achievement. 13-4 Contrasting Leadership and Power - Goal compatibility Power does not require goal compatibility, merely dependence. - The direction of influence Leadership focuses on the downward influence on one’s followers. 13-5 Five Bases of Power Formal Power: Legitimate Power Reward Power Coercive Power Personal Power: Expert Power Referent Power 13-6 Bases of Power Legitimate Agreement that people in certain roles can request certain behaviors of others Based on job descriptions and mutual agreement Legitimate power range varies across national...
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...THE IMPACT OF ORGANIZATIONAL POLITICS ON THE WORK OF THE INTERNAL HUMAN RESOURCE PROFESSIONAL by Julie A. Paleen Aronow A Research Paper Submitted in Partial Fulfillment of the Requirements for Master of Science Degree in Training and Development Approved: 4 Semester Credits Dr. Kat Lui The Graduate College University of Wisconsin – Stout May, 2004 ii The Graduate School University of Wisconsin – Stout Menomonie, WI 54751 ABSTRACT Aronow Julie Ann Paleen ________________________________________________________________________ (Last Name) (First) (Middle) THE IMPACT OF ORGANIZATIONAL POLITICS ON THE WORK OF THE INTERNAL HUMAN RESOURCE PROFESSIONAL ________________________________________________________________________ (Title) Training and Development Dr. Kat Lui May 2004 65 ________________________________________________________________________ (Graduate Major) (Research Advisor) (Month/Year) (No. of Pages) American Psychological Association, 5th Edition ________________________________________________________________________ (Name of Style Manual Used in this Study) The coveted epicenter for the contemporary human resource professional is partnering with other internal business leaders to fulfill the organization’s mission through sound and ethical business principles and human resource practices. Over three decades, the discipline has matured into one that includes transactional practices along side the more sophisticated organizational development...
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...An Analytical Study of Executive Stress Management in Selected Industries Of Thane District. RESEARCH PROPASAL Submitted to BHARATI VIDYAPEETH’S INSTITUTE OF MANAGEMENT AND ENTREPRENEURSHIP DEVELOPMENT ,PUNE. For the award of the degree of Doctor of Philosophy in Management Under the Department of Human Resource Management IMED, PUNE. By Mrs. Saili Satyendra Narvekar Under the guidance of Dr.Anjali Kalse Bharati Vidyapeeth’s Institute Of Management Studies and Reasearch, CBD- Belapure, Navi Mumbai August 2014 Research Proposal for Ph.D.degree at Bharati Vidyapeeth ,Pune Title of the Research proposal | An Analytical study of Executive stress Management in selected Industries of Thane District. | Name of Candidate | Mrs. Saili Satyendra Narvekar. | Educational Qualification of Candidate | M.COM(PUNE UNIVERSITY) | Name and Designation of Research Supervisor | Dr. Anjali Kalse , Professor | Place of Research Work | Institute of Management &Entrepreneurship Development,Pune. | Date of Submission of Proposal | | Signature of Candidate | | Signature of the Research Supervisor | | Research proposal S.No. | Content | Page No. | 1. | Introduction | | 2. | Rationale | | 3. | Significance | | 4. | Literature Review | | 5. | Objectives | | 6. | Research Hypothesis | | 7. | Conceptual Framework | | 8. | Operational Definition | | 9. | Research...
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...Michelle Artus Organizational Behavior Case Analysis – Beyond Flextime: Trashing the Workweek What influence tactics and power bases are evident in this case? Explain. Research initiated by David Kipnis and his colleagues in 1980, reveals how people influence each other in organizations. The Kipnis methodology involved asking employees how they managed to get their bosses, coworkers or subordinates to do what they wanted them to do. Statistical refinements and replications by other researchers over a 13 year period eventually yielded nine influence tactics which I have indicated below. The first five are considered soft tactics because they are friendlier than and not as coercive as the last four tactics which are considered hard tactics because they involve more overt pressure (Kreitner & Kinicki, 2010, p. 437- 438). NINE TACTICS (Kreitner & Kinicki, 2010, p. 438) * Rational persuasion – trying to convince someone with reason, logic or facts * Inspirational appeals – trying to build enthusiasm by appealing to others emotions, ideas, or values * Consultation – getting others to participate in planning, making decisions, and changes * Ingratiation – getting someone in a good mood prior to making a request; being friendly, helpful and using praise or flattery * Personal appeals – referring to friendship and loyalty when making a request * Exchange – making express or implied promises and trading favors * Coalition...
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...POWER AND POLITICS Politics in work places simply put is about getting noticed and liked by the right people in other to advance up the career ladder in an organization and also to achieve position of power that confers a status of relevance in the scheme of affairs in an organization. This definition is supported by an old saying that ‘’it’s not what you know ,but who you know’’. It is upon this premise that human beings are classified as political animals and as such it is difficult to eliminate politics from workplaces.’’ While teamwork may be extolled as an organizational virtue ,in the real practice, workplaces are likely to be characterized by competition and conflicts as it is by cooperation (Fineman and Gabriel,1996). Politics is a means through which individual self-interests are pursued without regard to the their effect in the realization of the organizations objectives .Organizational politics is arguably one of the most researched concepts in the field of management’’ ( Boateng et al ,2013)the researches here are to understand the impact of organizational politics on business entities. One of these studies propagates that organizational politics may affect decision making and allocation of resources in an organization amongst other factors. Power on the other hand is the ability of a person or a group to influence others. If a person have influence, he or she is perceived as powerful. A person may hold power by having the ability to make decision, apportion...
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...distinguish members from non-members Achieve a common set of goals- what cannot be attained individually, company mission statement DEFINITION BY STEPHEN P .ROBBINS OB is a field of study that investigates the impact that individuals, groups and structure have on behavior within organizations, for the purpose of applying such knowledge towards improving an organization’s effectiveness. MANAGEMENT FUNCTIONS P O S D C The most widely accepted functions of management given by KOONTZ and O’DONNEL i.e.Planning, Organizing, Staffing, Directing and Controlling. MANAGEMENT FUNCTIONS FUNCTIONS Plan- According to KOONTZ, “Planning is deciding in advance - what to do, when to do & how to do. It bridges the gap from where we are & where we want to be”. A Future course of Action-Business Plan. Organize-to organize reporting relationships. Land,labour,capital,organizational structure, To organize a business involves determining & providing human and non-human resources to the organizational structure. Staffing - Manpower Planning , Recruitment, selection & placement, Training& development. Compensation&benefits,Performance appraisal, Promotions & transfer. Directing - Supervision,Motivation,Leadership,Communication Controlling -Establishment of standard performance. Measurement of actual...
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