Pravin Hrm

POWER & POLITICS IN ORGANISATION PRESENTED BY

(0924)

LUKESH SONI (0917) NIRAV B. MEHTA PRAVIN ANDHALKAR (0927) PRAVIN KURKUTE (0930)

INTRODUCTION • Power is the capacity of a person, team or organisation to influence others – the potential to influence others – people have power they don’t use and may not know they possess – power requires one person’s perception of dependence on another person

CONT…….. • Politics – Behavior to influence or attempt to influence the distribution of advantages and disadvantages within the organization. • The use of politics and power is endemic to organizations.

MEASURING BASES OF POWER • Coercive power The person can make things difficult for people, and you want to avoid getting him or her angry. • Power that is based on fear.

• Reward power The person is able to give special benefits or rewards to people, and you find it advantageous to trade favors with him or her.

• Legitimate power The person has the right, considering his or her position and your job responsibilities, to expect you to comply with legitimate requests.

• Expert power The person has the experience and knowledge to earn your respect, and you defer to his or her judgment in some matters.

• Referent power You like the person and enjoy doing things for him or her.

EMPOWERMENT  The freedom and the ability of employees to make decisions and commitments  Managers disagree over definition of empowerment  Empowerment as delegating decision making within a set of clear boundaries

versus  Empowerment as “a process of risk taking and personal growth”

 Company must help employees acquire the relevant skills  Employees need to be supported in their decision making, and not criticized when they try to do something extraordinary  Employees need to be recognized for their efforts

Characteristics of Empowered People ♦ Sense of self-determination

– Employees are free to choose how to do their work; They are not micromanaged ♦ Sense of meaning

– Employees feel that their work is important to them; They care about what they are doing ♦ Sense of competence

– Employees are confident about their ability to do their work well; They know they can perform ♦ Sense of impact – Employees people believe they can have influence on their work unit; Others listen to their ideas

POLITICAL BEHAVIOR  Those activities that influence, or attempt to influence, the distribution of advantages and disadvantages within the organization.  Legitimate: normal everyday behavior  Illegitimate: extreme political behaviors that violate the implied rules of the game  Politics may be good or bad for the organisation

TYPES OF ORGANIZATIONAL POLITICS

Managing impressions

Creating obligations

Attacking and blaming

Types of organisational politics

Cultivating networks

Controlling information

Forming coalitions

CONDITIONS FOR ORGANIZATIONAL POLITICS

Personal characteristics

Scarce resources

Conditions supporting organisational politics Tolerance of politics

Complex and ambiguous decisions

Development of political skills ♦ Social Astuteness- ability to read the people ♦ Organizational Astuteness- ability to read the

organization ♦ Interpersonal Influence ♦ engender Trust

EFFECT OF POLITICS ON ORGANISATION ♦ Staff Morale ♦ Productivity ♦ Profitability ♦ Customer Satisfaction ♦ Shareholder Return

CONTROLLING POLITICAL BEHAVIOR Provide sufficient resources

Introduce clear rules

Free flowing information

Remove political norms

Hire low-politics employees

Increase opportunities for dialogue

CONTI…………

Awareness

Manage change effectively

Clear definition of jobs

Peer pressure against politics