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Politics and Power in the Workplace

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Politics and Power in the Workplace
Shari Murphree
Oklahoma Wesleyan University

POLITICS AND POWER IN THE WORKPLACE Politics and power in my workplace has gone through a transition in the last year. I will attempt to explain this transition and what it has meant to our organization. Political behavior is defined by Nelson and Quick (2013) as actions that are not officially authorized by an organization that are taken to influence others in order to meet one’s personal goals. Political behavior can be negative as well as positive, which I will show that our organization has experienced in the past year. A person must have the political skill in order to get things done through positive interpersonal relationships outside the formal organization (Nelson & Quick, 2013). Nelson and Quick (2013) describe power and empowerment, power being the ability to influence another person. Empowerment is sharing power within an organization. I will show how our organization has transitioned from a company with a few people thinking they had the power to a company of people with empowerment. It has been a good year for my organization; we are healthier than we have been in a very long time.
POLITICS IN THE WORKPLACE Political power can have negative consequences in an organization when behaviors are tactically undertaken to capitalize on self-interest (Nelson & Quick, 2013). This was happening in our organization a year ago. We had two leaders in our organization who were not team players and did not have the best interest of our organization, but only their own interests were of concern to them. For the sake of this story I will refer to the former Director of Patient Care as Wendy, and the former Director of Program and Education as Pat. These two positions in our organization are very important and crucial to our company. We are an inpatient psychiatric

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