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In understanding the structure as well as principles and practices within the organizational setting, it is valuable to regard the system in the aspects of power and politics. This is because of the significant relation between power and politics and organizational management trends and leadership theories. In fact, an organization is a political system in itself because it serves as a venue where an expression of both similar and opposing interests among managers, leaders and subordinates exist and are eventually settled.

However, an analysis of the situation reveals that it all boils down to the reality that organizational politics as well as its relation with management and leadership activities only revolve around the need to attain and exude power. Such accumulation of influence, in turn, translates organizational and individual interests into worthy real-world principles and practices. Therefore, it is essential that the power and politics in organizational set-up are carried-out through concrete and beneficial management and leadership activities in order to realize them as effective tools in real-life applications.

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Organizational Management and Leadership Practice Management and leadership practices in an organizational setting are significantly related but at the same time depict total difference. This premise is better realized through the management and leadership functions. Management calls for “planning, organizing, directing (or leading), and controlling” (DuBrin, 2006, p. 5). On the other hand, leadership practices serve to represent the interpersonal features of management. This is because leadership is responsible “with change, inspiration, motivation, and influence” (DuBrin, 2006, p.

5). An analysis of organizational management and leadership practices signifies the influence and effect that they create. Management and leadership go hand in hand. While leadership is only one component of management, their impact is remarkably made with the way how top position such as those of mangers influence the leaders to empower the rest of the workforce of an organization. In short, while a manager functions to only be overseeing the organization, his or her kind of administration enables a leader to, in turn, influence the personnel to perform at their best (DuBrin, 2006).

The impact of such organizational setting and practice is felt during times that issues arise. For instance, the decision-making practice of the management is a critical aspect because it elicits support or opposition even if it is aimed for the general welfare. With the nature and characteristic however of leadership, any position by the management is likely to be implemented smoothly. This is because of the expertise and natural quality of leaders to influence the human element of an organization thereby making an endeavor works to the advantage of the entire organization (DuBrin, 2006).

If the mentioned considerations are to be employed, leaders, due to their influential practices; serve to be the inspirational model while managers are responsible for the maintenance of the bureaucratic system of the organization. This situation is appropriate because the respective practices and eventual impact of management and leadership are proven with the ability of managers to control the organization and the skills of leaders to motivate the people within the organization (DuBrin, 2006). Organizational Power and Politics

The relationship between power and politics helps in the better understanding of the organizational system specifically in realizing the value of management and leadership practices. This is because the political nature and image allow for efficient appreciation and ultimate recognition of power-related relationships that are important in daily organizational dealings. Hence, when there is power and politics in organizations, it is apparent that management and leadership practices also exist and perform their respective function (Ratzburg, 2002).

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