Category: Organisation theory and behaviour

Ambiguous Goals When the goals of a department or the entire organization are ambiguous then there is more room available for playing politics. Some people may use the ambiguity to manipulate the situation for their benefit. Scarce Resources When resources Read More …

Organizational politics are activities that allow people in organizations to achieve goals without going through formal channels. Whether political activities help or hurt the organization depends on whether the person’s goals are consistent with the organization’s goals. In the rational Read More …

Power is necessary in an organization because it helps managers fulfill their leadership responsibilities; it also helps all employees influence others in pursuit of organizational and personal goals. Two key benefits are the Ability to inspire commitment (as a reaction Read More …

Definition of Power Power is easy to feel but difficult to define. It is the potential ability of a person or group to influence another person or group. It is the ability to get things done the way one wants Read More …

The following methods of overcoming-resistance to change are as follows: i). Participation: Participation is generally considered the most effective technique for overcoming resistance to change. Employees who take part in planning and implementing change are better able to understand the Read More …

Some of the main reasons for organizational resistance against change are as follows: Organisation culture: Recall that the culture of an organisation develops over time and may not be easy to change. The pervasive nature of culture in terms of Read More …

Although organizations initiate changes in order to adjust to the changes in their environments but people sometimes resist them. Therefore, managers need to recognize the manifestations of resistance both in themselves and in others, if they want to be more Read More …

Internal forces for change come from inside the organization. This may come from both human resource problems and managerial behavior. Human Resource Problems: These problems stem from employee perceptions about their work environment and conflict between an employee and organization Read More …

Internal forces for change come from inside the organization. This may come from both human resource problems and managerial behavior. Human Resource Problems: These problems stem from employee perceptions about their work environment and conflict between an employee and organization Read More …

The following are the three stages of change according to Lewin’s Change Model: Unfreezing The focus of this stage is to make organization open to change. In doing so individuals are encouraged to replace old behaviors and attitudes with those Read More …