power, politics, and organization development

8/3/2019 Power, Politics, And Organization Development

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Submitted to- Submitted By-

Dr. Monika Srivastava Tanisha Agarwal


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` Power is the intentional influence over the beliefs ,

emotions, and behaviors of people.

` Power is defined as the capacity to effect (or affect)

organiszational outcomes


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Four different views about who gets power and how

` Emersons power-dependence theory

` French and Ravens bases of social power

`

Salancik andP

feffersstrategic-contingency model of power

` Mintzbergs observations on the gensis of power in

organisations.


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` This is related to a broader framework of soacial interaction

called social exchange theory, which posits that what goes on

between persons is an exchange of social

commodities:love,hate,respect,power,influence,information,pr

aise,blame,attraction,rejection,and so forth.


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He suggested five sources ,or bases, of social power as follows:

` Reward power

` Coercive power

`

Legitimate power` Referent power

` Expert power


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` This theory is built on the premise that organisational

behavior is a power game in which various players, called

influencers, seek to control the organisations decisions and

actions .


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` Organizational politics involve intentional acts of influence to

enhance or protect. the self- interest of individuals or groups.

` We are inclined to consider politics as neither good or bad per

se but believe that politics ,like power, has two faces .

Negative face

Positive face


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` Pleffers model Power in organizations

` Game theory


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Pleffers model Power in organizations-

` Political activities are seen to be the outcome of a number of

conditions . When these conditions exist ,power and politicsresult.

Game theory

Game theory provide a framework for understanding power and

politics .Some of these concepts are conflict, the payoffs

matrix ,the nature of interdependent relationships, and

integrative , and distributive bargaining.


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The Nature of OD in Relation to Power and Politics -

To increase collabrative problem solving is to increase the

positive face of power and decrease the negative face of

power .

Thus from its percepyion OD addressed issues of power and

politics by propsing that collaboration ,co-operation, and joint

problem solving are better ways to get things done in

organisations than relying solely on bargaining and politics.

The nature of OD in relation to Power and Politics can beexamined from several perspectives ,its strategy of change ,its

interventions ,its values and, the role of the OD practitioner.


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` First , organization development practitioners operate from apotentially strong power base they can use to advantage.

French and Raven & Michael Beer has given the frameworkfor this .

Second ,the models presented in the discussion suggest ways theOD practitioner can help organization members reduce thenegative face of power

Third , the concept of the positive and negative faces of powerand politics suggests where the practitioner is likely to be

more effective.Fourth, the OD practitioner realizes that power stems from

possessing a commodity valued by others .


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Nadler observes that power and politics reach their highest

pitch during the transition sate- that period after the change

program had begun when people know that old structures

,procedures,and behaviors, are no longer appropriate , but

before they know what is appropriate and are confident andcompetent in new roles and behaviors.


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Thank you

power, politics, and organization development

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