Dr. Nelly AbulataLecturer of Clinical Pathology (MD, MBA,DTQMH) October 29th, 2011
I. ObjectivesII. Facts about Kasr Al-AinyIII. DefinitionsIV. Concepts & RelationshipsV. Conclusion
1. To compare between different bases ofpower.2. To determine the positive & negativeaspects of Organizational politics.3. To determine tools for handlingworkplace politics and minimizing itsnegative effects on members, teams, andthe organization as a whole.
•More than 9 University Hospitals.•More than 5,200 beds.•More than 10,000. employees.•More than 3,000 staff members.•More than 1.5 million patients/yr.
Derived from the Greek word organon, which is derived from the word ergon – which means a compartment for a particular job. It is a group where tasks are distributed for a collective goal.
The ability of the organization structure to utilize all the mandatory resources in favor of organization development such as man , machine and other resources. It is a reservoir of potential influence.
Is the a process of influence The management of influence
Is the non-rational influenceon decision making
The degree to which respondentsview their work environment as:• political,• unjust•and unfair
A personality trait which represents the degree to which individuals place work at or near the center of their lives. It includes hard work, autonomy, fairness, wise and efficient use of time, delay of gratification, and the intrinsic value of work.
Sense of inner fulfillment and pride achieved when performing a particular job. It occurs when an employee feels he has accomplished something having importance and value worthy of recognition; sense of joy.
The existence of tensions and pressures growing out of job requirements. Includes the possible outcomes in terms of feelings or physical symptoms.
Burnout is a psychological response to chronic stressors. It is characterized by emotional exhaustion, depersonalization, and a reduction in personal accomplishment.
The process of working collaboratively with a group of people. In order to achieve a common goal.
It is the level at which anemployee is engaged in his orher daily work.
Is the relativeimportance at work toone’s self.
The desire to retain membership in the organization Belief in and acceptance of the values and goals of the organization Willingness to exert effort on behalf of the organization.
Sources Consequencesof Power of Power Expert Power CommitmentReferent PowerLegitimate Power Compliance Reward PowerCoercive Resistance Power
Managing Attacking and impressions blaming Creating Types of Controllingobligations Organizational information Politics Cultivating Forming networks coalitions
Extent to Which Political Activity is Likely (range 0-3) 1.3 Political activity (1.22) 1.2 is perceived to (1.07) 1.1 increase at higher organizational levels 1.0 .9 .8 (.73) .7 (.54) .6 (.50) .5 .4 .3 (.18) .2 .1 Production and Clerical and Technical and Lower Middle Upper blue collar white collar professional management managementmanagement Organizational Level
1. Organizational politics is an elusive type of power relationship in the workplace2. The negative side of organizational politics flares up 1. At times of organizational change 2. When there are difficult decisions to be made 3. A scarcity of resources that breeds competition among organizational groups.
1. Provide sufficient resources2. Autonomy, feedback, interaction, Cooperation3. Providing career development Opportunities (training, coaching, etc…)4. Trust & support5. Participation in the decision making
6. Introduce clear rules7. Free flowing information8. Remove political norms9. Peer pressure against politics10. Lead by example
“It is possible to harness power in the service of higher goals”“Politics can be a healthy way to get things done within organizations”