Organizational politics and Employee performance


Organizational politics is the behavior workers use to maximize the possibility of companies producing both positive and negative outcomes. Positive politics are actions that impact others in order to assist both the organization and the individual who plays politics. Examples of positive politics include the portrayal of a professional image and the exposing of one's achievements. Employee performance relates to how employees handle themselves in the workplace and how well they accomplish the tasks assigned to them. For every employee and the company as a whole, companies set performance goals in hopes that individual workers deliver good value to consumers, reduce duplication and function effectively.

 Employee output includes variables such as job quality, quantity and productivity, as well as the behavior workers exhibit in the workplace. Organizational politics affect the mindset of the employees, even serious employees lose their interest in work and attend office only for the sake of job. Employees quit their existing job due to high organizational politics, they work for the organization for name sake only.

The higher the personnel view on organizational policy means the lower job satisfaction and the greater the employees' turnover intention. It can be argued that the findings were comparable in both the public and private sectors.


Organizations are collection of huge number of people, who follow both individual and collective goa. Organizational politics allows three persons to adapt and make the organization succeed in ways which cannot be assured by the formal framework alone. Organizational politics brings life to an organization, otherwise it’s a lifeless skeleton.

In particular the roles of organizational politics are: resolving personal failures, dealing with transformation, channel personal interactions, and replacing formal authority.

Employee performance is described as how an employee performs his or her job, duties and performs the job in a way he or she needs. It refers to their output's effectiveness and performance. Performance also contributes to our evaluation of how important a person is to the group and organization.

Politics reduces an individual's productivity and impacts the organization's efficiency. General observation says that people in the workplace who play politics pay less attention to their job. They are more interested in pulling legs and biting back and spend much of their time criticizing their fellow employees. Employees struggle to reach goals within the stipulated time period as a result of office politics. Work gets delayed in such an organization. Individuals find it hard to focus on their jobs, in front of bosses, they are more interested towards spoiling the picture of the other guy. An individual involved in politics is guaranteed to make more mistakes as his focus is somewhere else. In the workplace, politics produces a toxic climate. It spoils the interactions among people. A person who plays politics at the company is usually hated by everyone. The mentality of workers is changed by politics. Even some serious workers lose interest in work and go to the workplace. Inner politics don’t allow employees to give their cent percent at work. In a political oriented company, it goes unnoticed. No matter how much hard work an employee puts into work, a non-performer can be the apple of his boss's eye simply because of politics, so the performers are demotivated. In order to get the best out of employees, discussions are necessary in the workplace. In the long run, weighing the pros and cons of an idea still helps. Employees playing politics are always looking for a chance to tarnish the image of their fellow employees. Employees feel demotivated when they are not suitably rewarded for their performances, or because of mere politics in the organization, someone who has not worked hard gets the benefits. It is rightly said that if discussed, problems evaporate. Because of the fear of secrets being leaked, individuals find it difficult to confront their fellow employees. Politics raises the level of stress to workers. Individuals are not machines that, without talking to each other, can work continuously for 8-9 hours. Having friends at the workplace who assist you when needed is important.

Information is manipulated by employees engaged in politics and it is never passed on in its real form. Superiors get a mistaken picture of what is actually going on in the company. In an organization where employees are engaged in politics, the wrong person walks away with the credit. Each workplace is political, and the higher you go in the organizational chart, the more political we get in the workplace. That's because more is at stake there.

Employees may be motivated by the presence of organizational politics in the hope that their benefits will not be hampered.
With the help of organizational politics, indiscipline actions from the employee's side can be controlled.
Workers can be active in corporate politics only for the sake of growing productivity and improve both professionally and personally.
Workers may get convinced of the organization's plans and priorities in the presence of political power.
Employers or management can offer the hopes and aspirations of employee dignity and recognition.
successful bargaining will take place in the presence of organizational politics and it is a democratic processes.
Corporate politics will efficiently use group effort to accomplish the organization's goals.
If organizational politics works well, appropriate candidates, as well as leaders, will run the organization well.


Every employee makes an individual contribution to the performance of the organizational unit and thus to the whole organization. If the performance of an organizational unit or individual employee falls behind for too long, as a result this will lead to reorganization. Particularly in an environment in which competition is angrier than ever, the importance of continuously performing increases.
Performance management may be a set of processes and systems aimed toward developing an employee in order that they perform their job to the simplest of their ability. Performance management doesn’t aim at improving all kind of skills.
Organizations can prevent or remedy many performance problems by ensuring that two-way conversations occur between managers and employees, resulting in a complete understanding of what is required, when it is required and how everyone's contribution measures up. Everyone benefits when:
• The employee knows where exactly he or she stands in relation to achieving goals and reaching performance milestones that contribute to career development, promotions and many more.
• The manager gains understandings into the motivations of the people working for him or her through the required conversations.
• The organization holds motivated employees who understand their role and the roles of others in contributing to the overall success of the organization.


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