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Workplace politics involves processes and behaviors in human interactions that include power and authority. [ 1 ] [ better source needed ] It serves as a tool to assess operational capacity and balance diverse views of interested parties.
Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence". [1]
French and Raven defined social influence as "a change in the belief, attitude, or behavior of a person (the target of influence) which results from the action of another person (an influencing agent)", and they defined social power as the potential for such influence, that is, the ability of the agent to bring about such a change using ...
These factors include errors in job measurement techniques, acceptance and the justification of poor performance, and lack of importance of individual performance. The determinants of job performance consist of factors having to do with the individual worker as well as environmental factors in the workplace.
Herzberg's Two-Factor Theory also analyzes motivation in terms of lower and higher needs. Herzberg applies it specifically to the workplace and distinguishes between lower-lever hygiene factors and higher-level motivators. Hygiene factors are associated with the work environment and conditions.
Stage two, Storming, is characterized by conflict and polarization around interpersonal issues and how best to approach the task. These behaviors serve as resistance to group influence and task requirements and can cause performance to drop. As the team moves through the stages of development, performance and productivity increase.
Blau (1964), [6] and Emerson (1976) [7] were the key theorists who developed the original theories of social exchange. Social exchange theory approaches bargaining power from a sociological perspective, suggesting that power dynamics in negotiations are influenced by the value of the resources each party brings to the exchange (a cost-benefit analysis), as well as the level of dependency ...
Absenteeism can be defined as the lack of physical presence at a given place and time determined by an individual's work schedule. [56] Although employee absenteeism is usually associated with the job-related well-being or simply whether the employee feels happiness during the work, other factors are also important.