GROUP 13
Members:
Nyckle vinz Donieto
John Raymund Baring
Jaima Espano
Topic :
The Impact of Power and Politics on Leadership and Decision Making
FACTS/ABOUT THE TOPIC:
The impact of power and politics on leadership can have a significant impact on organizational
productivity and employee performance. There are some important facts about this first 1. Power and
politics are inherent in organizations and can influence the behavior and actions of leaders and
employees. Organizational politics refers to the use of influence tactics to advance personal or
organizational interests. 2. Leadership style plays an important role in organizational performance.
People-oriented leadership, focused on building relationships and supporting employees, can reduce
stress, absenteeism, and turnover rates, while increasing employee satisfaction. Task-oriented leadership,
which emphasizes task accomplishment and goal achievement, can lead to increased stress, absenteeism,
and turnover if not balanced with people-oriented leadership. 3. Power in organizations can be formal or
informal. Formal power is based on expertise and authority, while informal power is based on
relationships and influence. Both forms of power can be used to influence others and achieve personal or
organizational goals. 4. Organizational politics can have both positive and negative effects on
productivity. Although politics is often associated with negative connotations, it can also be a natural and
useful tool for implementing strategy. Understanding the political landscape and sources of political
capital can help leaders navigate and manage organizational politics effectively. 5. The four domains of
organizational politics are grasses, rocks, high ground, and woods. These domains represent different
aspects of organizational dynamics and power relations. Leaders need to understand and navigate these
domains to enhance productivity and effectively manage power. 6. Managing organizational politics
requires awareness, transparency, and fairness. Leaders must be aware of informal networks and
influencers within the organization, maintain open communication, and create a reward system that
encourages positive behavior and change. 7. It is important to strike a balance between formal and
informal power, and treat everyone equally to avoid favoritism and maintain a level playing field.
Modeling good behavior and addressing conflicts in a timely manner can contribute to a positive and
productive work environment.
Information:
Here are some key points about the impact of power and politics on leadership and decision-making:
1. Power dynamics influence decision-making processes:
- Leaders with more power and influence can sway decisions to align with their own interests or
agendas.
- Political maneuvering and negotiation can determine which issues get attention and how they are
framed.
- Powerful coalitions or factions within an organization can block or promote certain decisions.
2. Political considerations impact strategic choices:
- Leaders may make decisions based on maintaining their own power and position rather than what is
best for the organization.
- Decisions can be influenced by the need to appease powerful stakeholders or constituencies.
- Short-term political gains may take precedence over long-term strategic objectives.
3. Power struggles hinder effective implementation:
- Resistance and obstruction from those who feel threatened by changes can undermine the execution of
decisions.
- Turf wars and lack of cooperation between departments or units can prevent coordinated
implementation.
- Resentment and mistrust can build if the decision-making process is perceived as unfair or biased.
4. Informal power networks shape leadership:
- Influential informal networks and relationships can supersede formal authority structures.
- Leaders who can navigate and leverage these networks tend to be more effective.
- Informal power brokers may have disproportionate influence over decision outcomes.
5. Ethical dilemmas arise from political pressures:
- Leaders may face pressure to compromise their principles or values to maintain power and influence.
- Decisions that benefit the organization may conflict with personal or political interests.
- Balancing competing stakeholder demands requires strong ethical leadership.
6. Transparency and inclusive processes can mitigate political risks:
- Open and participatory decision-making can reduce perceptions of unfairness and bias.
- Clearly defined decision criteria and accountability measures can limit political maneuvering.
- Cultivating a culture of trust and collaboration can help overcome political obstacles.
Explanation on Topic:
The impact of power and politics on leadership and decision-making is multifaceted. Power dynamics
within organizations can influence how decisions are made, who has a say in those decisions, and the
overall direction of the company. When power is abused or misused, it can lead to unethical behavior,
favoritism, and a lack of transparency. Politics in the workplace can create factions, alliances, and
conflicts that can impede effective decision-making. Leaders must navigate these political landscapes
while maintaining integrity and fairness. Effective leadership in this context involves understanding and
managing power dynamics, promoting a culture of trust and accountability, and ensuring that decisions
align with the organization's values and goals. Decisions made under the influence of power and politics
can have far-reaching consequences for employees, stakeholders, and the organization as a whole.
Therefore, it's essential for leaders to be mindful of these dynamics and strive to make decisions that are
ethical, transparent, and in the best interest of the organization.
How would you Explain the Topic:
Power and politics are integral components of leadership and decision making. Leaders must understand
and navigate these dynamics to drive effective decision making and promote organizational success.
They should strive to use power responsibly and engage in positive political behaviors to foster a healthy,
productive work environment.
