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Dr. Nelly Abulata Lecturer of Clinical Pathology
(MD, MBA,DTQMH)
October 29th, 2011
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I. Objectives
II. Facts about Kasr Al-Ainy
III. Definitions
IV. Concepts & Relationships
V. Conclusion
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1. To compare between different bases of power. 2. To determine the positive & negative aspects of Organizational politics. 3. To determine tools for handling workplace politics and minimizing its negative effects on members, teams, and the organization as a whole.
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•More than 9 University Hospitals.
•More than 5,200 beds.
•More than 10,000. employees.
•More than 3,000 staff members.
•More than 1.5 million patients/yr.
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Derived from the Greek word organon, which is derived from the word ergon – which means a compartment for a particular job.
It is a group where tasks are distributed for a collective goal.
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The ability of the organization structure to utilize all the mandatory resources in favor of organization development such as man , machine and other resources.
It is a reservoir of potential
influence.
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Is the a process of influence
The management of influence
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Is the non-rational influence on decision making
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The degree to which respondents
view their work environment as: • political, • unjust •and unfair
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A personality trait which represents the degree to which individuals place work at or near the center of their lives.
It includes hard work, autonomy, fairness, wise and efficient use of time, delay of gratification, and the intrinsic value of work.
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Sense of inner fulfillment and pride achieved when performing a particular job.
It occurs when an employee
feels he has accomplished something having importance and value worthy of recognition; sense of joy.
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The existence of tensions and pressures growing out of job requirements.
Includes the possible outcomes
in terms of feelings or physical symptoms.
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Burnout is a psychological response to chronic stressors.
It is characterized by emotional exhaustion, depersonalization, and a reduction in personal accomplishment.
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The process of working
collaboratively with a group of people.
In order to achieve a common
goal.
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It is the level at which an employee is engaged in his or her daily work.
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Is the relative
importance at work to one’s self.
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The desire to retain membership in the organization
Belief in and acceptance of the
values and goals of the organization
Willingness to exert effort on behalf of the organization.
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Commitment
Reward Power
Legitimate Power
Coercive Power
Expert Power
Referent Power
Resistance
Compliance
Sources of Power
Consequences of Power
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Types of
Organizational
Politics
Managing impressions
Attacking and blaming
Creating obligations
Cultivating networks
Controlling information
Forming coalitions
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Ex
ten
t to
Wh
ich
Po
liti
cal A
ctiv
ity
is L
ike
ly (
ran
ge
0-3
)
Production and blue collar
Clerical and white collar
Technical and professional
Lower management
Middle management
Upper management
1.3
1.2
1.1
1.0
.9
.8
.7
.6
.5
.4
.3
.2
.1
Organizational Level
(.18)
(.50) (.54)
(.73)
(1.07)
(1.22) Political activity is perceived to
increase at higher organizational levels
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Negative aspects
Decreased job satisfaction
Increased anxiety and stress
Increased turnover
Reduced performance
Positive aspects
Overcoming personnel inadequacies
Coping with change
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1. Organizational politics is an elusive type of power relationship in the workplace
2. The negative side of organizational politics flares up
1. At times of organizational change
2. When there are difficult decisions to be made
3. A scarcity of resources that breeds competition among organizational groups.
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1. Provide sufficient resources
2. Autonomy, feedback, interaction, Cooperation
3. Providing career development Opportunities (training, coaching, etc…)
4. Trust & support
5. Participation in the decision making
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6. Introduce clear rules
7. Free flowing information
8. Remove political norms
9. Peer pressure against politics
10. Lead by example
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“It is possible to harness power in the service of higher goals”
“Politics can be a healthy way to get things done within organizations”
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