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Organizational politics is itself similar to a game, one that requires an assumption of risks just like any contact sport. "It must be played with diligence and a full understanding of the landscape, players and rules." [9] "The dynamics of the situation should always dictate a reexamination of the players and how they fit into the landscape."
In one paper, power was defined "as a possibility to influence others." [47]: 1137 Research experiments were done as early as 1968 to explore power conflict. [47] One study concluded that facing one with more power leads to strategic consideration whereas facing one with less power leads to a social responsibility. [47]
French and Raven defined social power as the potential for influence (a change in the belief, attitude or behavior of a someone who is the target of influence. [3] As we know leadership and power are closely linked. This model shows how the different forms of power affect one's leadership and success.
Power culture – concentrates power among a small group or a central figure and its control radiates from its center like a web. Power cultures need few rules and little bureaucracy, but swift decisions can ensue. Role culture – authorities are delegated within a defined structure.
The dynamics of a particular group depend on how one defines the boundaries of the group. Often, there are distinct subgroups within a more broadly defined group. For example, one could define U.S. residents (‘Americans’) as a group, but could also define a more specific set of U.S. residents (for example, 'Americans in the South').
Cog's ladder of group development is based on the work, "Cog's Ladder: A Model of Group Growth", by George O. Charrier, an employee of Procter and Gamble, published in a company newsletter in 1972. The original document was written to help group managers at Procter and Gamble better understand the dynamics of group work, thus improving efficiency.
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]
Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected.