Quote: "Organizational behavior or organisational behaviour (see spelling differences) is the: 'study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself'."
The distribution and use of power within an organization and how politics influence decision-making and behavior.
Power: A fundamental concept in organizational power and politics, power can be defined as the ability to influence others and control resources. It can come from formal authority, expertise, or personal attributes such as charisma.
Politics: Politics refers to the process of gaining and using power within organizations. This includes tactics such as networking, coalition-building, and manipulation.
Organizational structure: The way an organization is structured can impact power dynamics. Understanding the formal and informal structures within an organization can help individuals navigate power and politics.
Leadership: Leaders play a crucial role in organizational power and politics. The leadership style and behaviors of those in power can shape the culture and norms of an organization.
Conflict: Conflict is common in organizations and can arise from power struggles or differences in values and goals. Managing and resolving conflict is essential for creating a productive and positive work environment.
Influence tactics: Different tactics can be used to gain power and influence within an organization, such as persuasion, bargaining, and coercion. Understanding the most effective tactics can help individuals navigate power and politics successfully.
Cultural norms: Every organization has its unique culture and norms that shape power dynamics. Understanding and adapting to these cultural norms can be crucial for individuals to survive and thrive in the organization.
Networking: Networking refers to building relationships with others that can be leveraged for power and influence. Strong networks can provide individuals with access to resources and information that they may not have otherwise.
Decision-making: How decisions are made within an organization can impact power and politics. Understanding the decision-making process and who has the most influence can help individuals navigate power dynamics effectively.
Ethics: Power and politics can sometimes lead to unethical behavior within organizations. Understanding ethical principles and values is essential for individuals to maintain personal integrity while navigating organizational power dynamics.
Coercive Power: It is the power to force others to comply with rules, regulations, or decisions. Coercive power is usually exercised through fear of punishment or loss of benefits.
Reward Power: This power is the ability to provide incentives to someone in exchange for compliance. Reward power can include promotions, salary raises, bonuses or even compliments.
Legitimate Power: This power comes from the formal authority vested in a person by an organization, such as a job title or position. Legitimate power is based on the belief in the legality and appropriateness of the person's position.
Expert Power: This power comes from the knowledge, skills, and experience of a person. Expert power is derived from the belief that the person has a high level of competence or expertise in a particular area.
Referent Power: This power is derived from the respect and admiration others have for a person. Referent power is based on the personal characteristics of the individual, such as charisma, likability, or trustworthiness.
Information Power: This power is derived from own control of information or access to information. Individuals or groups with information power have an advantage in decision-making, bargaining and negotiation.
Network Power: Some people naturally build large networks, and network power is derived from the size and influence of an individual's network.
Political Power: It is the ability to influence individuals, groups, or organizations to achieve personal or shared goals.
Cultural Power: A type of power that comes from cultural factors, such as language or shared values.
Communication Power: Power derived from the ability to effectively communicate in order to persuade others.
Resource Power: The ability to control or provide resources (such as money or staffing) that other individuals or groups require to perform their duties or reach their goals.
Charismatic Power: It is the ability to influence others through personal qualities such as charm, confidence, and persuasiveness.
Institutional Power: Institutional power is derived from the structural and procedural arrangements, including laws, policies, and norms of organizations, which regulate interactions among individuals and groups.
Ethical Power: It is the power that comes from acting ethically, adhering to moral codes and principles that others trust and respect.
Gender Power: This power is derived from gender differences and is more prevalent in male-dominated environments.
Dominance Power: Dominance power is derived from the ability to physically dominate other individuals or groups through strength, intimidation, or aggression.
Quote: "Organizational behavioral research can be categorized in at least three ways: individuals in organizations (micro-level), work groups (meso-level), and how organizations behave (macro-level)."
Quote: "Chester Barnard recognized that individuals behave differently when acting in their organizational role than when acting separately from the organization."
Quote: "Organizational behavior researchers study the behavior of individuals primarily in their organizational roles."
Quote: "One of the main goals of organizational behavior research is 'to revitalize organizational theory and develop a better conceptualization of organizational life'."
Quote: "Organizational behavior differs from individual behavior as it encompasses the study of human behavior in organizational settings."
Quote: "Organizational behavioral research can be categorized at least three ways: individuals in organizations (micro-level), work groups (meso-level), and how organizations behave (macro-level)."
Quote: "Chester Barnard recognized that individuals behave differently when acting in their organizational role than when acting separately from the organization."
Quote: "Organizational behavior aims to understand the interface between human behavior and the organization itself."
Quote: "One of the main goals of organizational behavior research is 'to revitalize organizational theory and develop a better conceptualization of organizational life'."
Quote: "Organizational behavior research focuses on studying human behavior in organizational settings."
Quote: "Organizational behavioral research can be categorized at least three ways: individuals in organizations (micro-level), work groups (meso-level), and how organizations behave (macro-level)."
Quote: "Studying organizational behavior helps in understanding human behavior within an organizational context."
Quote: "One of the main goals of organizational behavior research is 'to revitalize organizational theory and develop a better conceptualization of organizational life'."
Quote: "Organizational behavior focuses on the interface between human behavior and the organization itself."
Quote: "Organizational behavior researchers study the behavior of individuals primarily in their organizational roles."
Quote: "Organizational behavioral research can be categorized at least three ways: individuals in organizations (micro-level), work groups (meso-level), and how organizations behave (macro-level)."
Quote: "Chester Barnard recognized that individuals behave differently when acting in their organizational role than when acting separately from the organization."
Quote: "One of the main goals of organizational behavior research is 'to revitalize organizational theory and develop a better conceptualization of organizational life'."
Quote: "The primary focus of organizational behavior research is the study of human behavior in organizational settings."