Model Answer
0 min readIntroduction
Political behaviour in organizations refers to the intentional acts by individuals or groups to influence, acquire, or use power to achieve desired outcomes. It’s a pervasive aspect of organizational life, often operating outside formal channels. While often viewed negatively, it isn’t inherently detrimental; it can drive innovation and change. Understanding the factors contributing to this behaviour is crucial for effective leadership and organizational management. This is particularly relevant in today’s complex organizational landscapes where informal power dynamics often outweigh formal hierarchies.
Individual Factors
Several individual psychological characteristics contribute to political behaviour:
- Personality Traits: Individuals high in Machiavellianism (a tendency to manipulate and exploit others), narcissism (a sense of entitlement and grandiosity), and psychopathy (lack of empathy and impulsivity) are more likely to engage in political behaviour. These traits, collectively known as the “Dark Triad”, predispose individuals to prioritize self-interest.
- Perceptions and Attribution: How individuals perceive fairness, trust, and the motives of others significantly influences their political actions. If employees perceive the system as unfair, they are more likely to engage in political behaviour to protect their interests. Attribution theory explains how individuals interpret the causes of events, influencing their responses.
- Needs and Motivations: Maslow’s hierarchy of needs suggests that individuals motivated by higher-level needs (esteem, self-actualization) may engage in political behaviour to gain recognition or achieve personal goals. A strong need for power and affiliation can also drive political maneuvering.
- Political Skill: This refers to the ability to understand others’ emotions, build rapport, and navigate complex social situations. Individuals with high political skill are adept at influencing others and achieving their objectives.
Organizational Factors
The organizational context plays a crucial role in shaping political behaviour:
- Power Structures: Organizations with centralized power structures and limited opportunities for participation often foster political behaviour as individuals compete for scarce resources and influence.
- Resource Allocation: When resources (budget, promotions, recognition) are limited and allocated subjectively, it creates fertile ground for political maneuvering. Competition for these resources intensifies political activity.
- Organizational Ambiguity: Vague job descriptions, unclear goals, and a lack of formal rules create ambiguity, allowing individuals more latitude to pursue their own agendas.
- Performance Evaluation Systems: Subjective performance evaluations can encourage political behaviour as employees attempt to manage impressions and influence evaluators.
- Organizational Culture: A culture that rewards political savvy or tolerates unethical behaviour can normalize and encourage such actions.
Types of Political Behaviour
Political behaviour manifests in various forms:
| Type of Behaviour | Description | Example |
|---|---|---|
| Networking | Building relationships to gain influence. | Attending industry events and cultivating contacts. |
| Coalition Building | Forming alliances to increase power. | Employees from different departments uniting to advocate for a project. |
| Impression Management | Presenting oneself in a favourable light. | Highlighting accomplishments during performance reviews. |
| Conflict Resolution | Using strategies to manage disagreements. | Mediating disputes between team members. |
It’s important to note that while some political behaviours are constructive (e.g., advocating for positive change), others can be destructive (e.g., spreading rumours, sabotaging colleagues).
Conclusion
Political behaviour is an inherent part of organizational life, driven by a complex interplay of individual psychological factors and organizational dynamics. While it can be detrimental if unchecked, it can also be a catalyst for innovation and change. Organizations should strive to create a transparent, fair, and equitable environment that minimizes the need for political maneuvering while fostering constructive dialogue and collaboration. Effective leadership involves understanding these dynamics and managing them proactively to achieve organizational goals.
Answer Length
This is a comprehensive model answer for learning purposes and may exceed the word limit. In the exam, always adhere to the prescribed word count.