ORGANISATIONAL POLITICS AND CORPORATE PERFORMANCE IN NIGERIA LOCAL GOVERNMENT
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ORGANISATIONAL POLITICS AND CORPORATE PERFORMANCE IN NIGERIA LOCAL GOVERNMENT
Chapter one
INTRODUCTION
Background of the study.
Organisations are social entities that involve a struggle for resources, personal conflicts, and a variety of influence methods employed by individuals and groups to attain various benefits and goals. Power and politics are incredibly important in business, as they influence everything from decision-making to employee interactions.
The impact of power in large and small businesses is decided by whether employees use positive or negative power to influence others in the workplace.
Politics may have a direct impact on who has power and whether the overall climate of the firm promotes productivity. Organisational politics is a problem in many organisations.
People come to work with a range of objectives, not just one overriding one. These goals promote conflict and competition among employees within the organisation. According to Chaudhary et al. (2012), organisational politics comprises using organisational power for personal advantage rather than organisational aims.
According to George and Jones (2011), organisational politics can be dysfunctional for the organisation; but, when organisational interests intersect with employee interests and are used for the benefit of the company, it can be functional and useful.
Personal benefits may include access to physical or intangible rewards such as status or pseudo-authority, which influence the behaviour of others. Individuals and companies may engage in office politics, which can be exceedingly detrimental because it seeks personal gain at the expense of the organisation.
Self-serving political actions can undermine our social groupings, collaboration, knowledge exchange, and a range of other organisational functions. As a result, it is necessary to focus on organisational politics and create an acceptable political environment.
In general, poor organisational politics has the potential to lower an organization’s productivity and impair its ability to function at the most basic levels. Office politics may undoubtedly damage an employee’s job performance, because if a person believes that no matter how hard he works
he will never be recognised for his efforts just because he is not in the good graces of his line manager, his performance will suffer. So he arrives at work and makes no additional effort to secure the organization’s growth.
As a result, organisational initiative, innovation, morale, and performance are enhanced. Some people consider organisational politics as a means of resolving internal difficulties, and employees utilise their grasp of organisational politics to make sense of the workplace.
Although corporate politics can be detrimental, organisations can foster a comprehensible political culture among their personnel. Establishing clear standards and lines of authority allows employees to get answers faster and spend more time producing high-quality work, increasing productivity.
Organisations that promote negativity and conflict will suffer as a result. If employees are encouraged to engage in dishonest or unethical activity in order to progress, and favouritism takes precedence over work quality, the organization’s productivity will suffer and turnover rates will rise.
1.2 Statement of the Problem
Organisational politics has played a significant role in both the commercial and governmental sectors in influencing organisations to attain their goals and objectives. It is now frequently employed in the management process to help organisations achieve their goals and objectives.
Politics, according to Judge and Sanghi (2008), is subjective. For example, blaming coworkers may be interpreted as assigning blame to someone, hiding oneself may imply documenting decisions, and scheming may be interpreted as anticipating the actions of others.
According to Vince (2001), office politics can push some individuals farther into a corner, elicit defensive behaviours, and lead to job unhappiness. Many managers have concentrated on the negative features of organisational politics but have been unable to abolish it due to the techniques implemented.
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