Power and Politics GROUP II
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Transcript of Power and Politics GROUP II
Power,
Control &
Politics
Managing Effectiveness of Organizations
Power tends to corrupt; Absolute power corrupts
absolutely-Lord Acton
A Presentation bySneha (IP-1609) , Hetal, Sonal (UTPM-0609), Siddharth (IP-0409), Aftab (IP-0109), Saurabh (UTPM-1409), Sanskruti (IAPM-1109)
It’s good to be a king!
Organizational Conflict
Organization – Different groups of Stakeholders
Contribute, Cooperate and CompeteStakeholders have common interest in
the survival of organizationGoals and interests of Stakeholders
are not identicalConflict is perceived as negativeSome conflict is good for an
organizationExtreme conflict hurts organizational
performance
Organizational conflict is the clash that occurs when the goaldirected behavior of one group blocks or thwarts the goals ofanother.
Management
Employees
Unions
Other Stakeholders
Area of Agreement
Why is some conflict good for an organization?
• Conflict can be beneficial because it can overcome organizational inertia and lead to organizational learning and change.
• Conflict improves decision making and organizational learning by revealing new ways of looking at a problem or the false or erroneous assumptions that distort decision making.
LOWLOW HIGH
HIGH
ORG
ANIZ
ATIO
NAL
EFF
ECTI
VEN
ESS
LEVEL OF CONFLICT
Pondy’s model of organizational Conflict
Stage 1: Latent conflict
No outright conflict exists but there is a potential for conflict because of several factors
Sources of conflict:
1) Interdependence
2) Differences in goals and priorities
3) Bureaucratic factors
4) Incompatible performance criteria
5) Competition for resources
Subunits become aware of conflict and begin to analyze it. Conflict escalates as group battle over the cause of conflict
Subunits respond emotionally to each other and attitudes polarize: “us versus them”. What began as a small problem escalates into huge conflict.
Conflict is resolved in a way that leaves subunits feeling combative or cooperative.
Subunits try to get back at each other. Fighting and open aggression are common and organizational effectiveness suffers
Stage 2: Perceived conflict Stage 3: Felt conflict
Stage 4: Manifest conflictStage 5: Conflict aftermath
Conflict Management
A must do as organizational conflict can rapidly escalate and sour an organization’s culture
Effective Strategies:
1. Acting at the level of structure
• Increasing the level of Integration can manage the problem of differences in subunit goals
• Increase their use of liaison roles, Task forces, Teams • Organization hierarchy to be inline with current needs
2. Acting at the level of attitudes and individuals
Use of Procedural systemAttitudinal structuringUsing a Third-party negotiatorChanging the People‘Powerful’ people
• The ability of one
person/group to overcome
resistance by others to
resolve conflict and
achieve a desired goal.
What is Power?
• The capacity to act and make choices and
decisions
• The capacity to create order and sustain
influence
• Ability to get others to do what one wants
them to do
Politics?
• Influencing allocation of scarce resources,
events, decisions
• Relationships within an organization including
norms, values & culture
• Attempts to influence others using
discretionary behaviours to promote personal
objectives
People who have power deny it
People who want it try to look like
they are not seeking it
Those who are good at getting it are
secretive about how they do so
Organizational Power
Leadership and Power The Contrast
• Closely related concepts
• Leaders use power as a means of attaining group goals
• Goal Compatibility: Power can be mere dependence, Leadership needs congruence
between the goals of leader and those being led
• Direction of Influence: Leadership focuses on downward influence on followers; Power does
not
• Research Emphasis: Leadership research emphasizes style; Research on power focuses on
tactics for gaining complaisance.
ETHICS?
• Power is the concept that encompasses the mechanisms, processes and dispositions that try, not
always successfully to ensure that people act according to the rules of the game.
• Ethics is concerned with doing the right things in the right way.
Where does Power come from? The Bases of Power
Formal Power
• Coercive Power
• Reward Power
• Legitimate Power
Personal Power
• Expert Power
• Referent Power
Functional/Divisional
Power
Authority Control over resources
Unobstructive
Control over uncertainty
Control over
information
Non Suitability
Centrality
Research suggests that, the Personal Sources of Power are most effective!
Source : Stephen,B.Robbins, Timothy,A.Judge, Seema Sanghi, Organisational Behavior, Pearson Education, 13th edition
Strategic Contingency Theory• Organization conceptualized as being composed of four
functional subsystems or subunits.• The subunits were seen as interdependent.• What connected them was the major task of the organization,
coping with uncertainty.• The most powerful are the least dependent subunits
Measuring Power
Resource dependency view• derived from the work of social psychologists such as Emerson
(1962) and related work by French and Raven (1968).• Zero sum conception of power
Measuring Power
A B
Forces of Power in Action
Positive– Leading– Influencing– Selling– Persuading
Negative– Coercing– Forcing– Hurting– Crushing
• Legitimacy• Rational Persuasion• Inspirational Appeals• Consultation• Exchange• Personal Appeals• Ingratiation• Pressure• Coalition
Power Tactics What tactics do people use to translate power bases into specific action?
Power Tactics
HigherAuthority Bargaining
Assertiveness
CoalitionSanctions
FriendlinessReason
• The process of mobilizing power is the process of politics.• politics are what happens when members of organizations
behave in ways that are potentially authoritatively illegitimate.• Politics are generated by:
– Structural cleavages in the organization between different component elements and identities, and the different values, affective, cognitive and discursive styles associated with these
– The complexity and the degree of uncertainty attached to the dilemma– The salience of the issues for different actors and identities in the
organization– The external pressure coming from stakeholders or other actors or
organizations in the environment– The history of past politics in the organizations in question
Politics
2003 McGraw-Hill Australia Pty Ltd PPTs t/a Organisational Behaviour on the Pacific Rim by McShane and Travaglione
16
Types oforganisational
politics
Managingimpressions
Attacking andblaming
Creatingobligations
Cultivatingnetworks
Types of organisational politics
Controllinginformation
Formingcoalitions
2003 McGraw-Hill Australia Pty Ltd PPTs t/a Organisational Behaviour on the Pacific Rim by McShane and Travaglione
17
Conditionssupporting
organisational politics
Scarceresources
Complex andambiguousdecisions
Personalcharacteristics
Tolerance ofpolitics
Conditions for organisational politics
Individual Factors Which Contribute to Political Behavior
• Level of self monitoring
• Need for power
• Internal locus of control
• Investment in the organization
• Perceived alternatives
• Expectations of success
`Organizational Factors that Contribute to Political Behavior
• Low trust
• Democratic decision making
• High performance pressures
• Scarcity of resources
• Role ambiguity
• Self-serving senior
managers
• Unclear evaluation systems
• Zero-sum allocations
Types of Organizational Politics
• Legitimate political behavior consists of normal, every-day politics:
• forming coalitions• bypassing the chain of
command• complaining to your supervisor• developing outside contacts
through professional activities
• Illegitimate political behavior is so extreme that it violates the rules of the game
• Sabotage• whistle-blowing
• symbolic protests
Political Perspective Explains Organizational Behavior
Examples of political organizational behavior• withholding information• restricting output• attempting to “build empires”• publicizing their successes• hiding their failures• distorting performance figures• engaging in similar activities at odds with
organization’s goals, efficiency and effectiveness
Thankyou