Extract
In organizations, power dynamics and games are complex phenomena that reflect the interaction and behaviors between individuals and groups in search of influence and control. Through the use of office politics, control and manipulation of information, and ego warfare, certain individuals exert control (formal or informal) over others and mold the direction and operation of the organization. Understanding and effectively managing these dynamics is crucial to promoting a healthy and productive work environment, where collaboration, respect and transparency in interpersonal relationships are encouraged.
Contents
Strategies, Consequences and Balance of Power Conflicts in Organizations
In the organizational arena, power games manifest themselves as tools used by individuals and groups within an organization to gain influence, make key decisions, and advance their own interests. These strategies, sometimes subtle and sometimes blatant, are the reflection of emotional psychodynamics, which encompasses behaviors, systems and dynamics that define the ways in which the operations and relationships that shape and develop the identity and culture of a company.
Manfred F. R. Cates de Vries, in his work"The Neurotic Organization", explores the emotional psychodynamics of companies. His analysis highlights the importance of understanding how emotions influence the distribution of power, from the way conflict is addressed to the way success is celebrated. This psychodynamics materializes in two fundamental systems that act simultaneously in the organization:
A rational system which acts as the logical framework that shapes daily operations and establishes the strategic direction.
An emotional system that influences how employees relate to each other and to the company as a whole.
These rational structures and emotional dynamics shape the human interactions within an organization; Thus, emotions can contribute to and trigger power behaviors, while roles and organizational structures form the mechanisms to put them into practice. Or, they can lead to the construction of a High Performance business ecosystem in which the company and its collaborators can prosper harmoniously, collaborate constructively and mitigate power games so that the corporate culture be a faithful reflection of your values, principles and objectives.
Causes of Power Games
People can fall into rivalries and power conflicts for various reasons, and these situations usually arise in contexts where there are hierarchical structures. Some common reasons why a person may become involved in a power conflict include:
Uncertainty due to strong organizational change, such as restructuring, mergers or family successions.
Divergent visions and objectives, especially at levels where strategic decisions are made.
Lack of clarity in the direction, as well as the roles and responsibilities within an organization.
Competition for limited resources, such as budget, recognition or promotions.
Organizational culture that favors unfair competition, favoritism or lack of ethics.
Lack of open and transparent communication in the organization.
Leadership that fosters competition instead of collaboration.
Presence of insecurities personal or professional.
Strategies to Scale Influence in the Organization
These power gamesThey can manifest themselves in organizational life in various ways., among the most common are:
Office Politics
It consists of the astute use of interpersonal relationships to gain favor, increase influence, block the efforts of other power groups, and move up the organizational hierarchy. It is expressed by:
Nepotism: Favor family members or relatives and/or senior management.
Logrolling: Benefit each other in specific situations.
Coalitions: Promote a shared agenda.
Alliances: Promote a single agenda.
Information Control
Consists of the retention of information and its select disclosure to hinder the decision making, weaken the influence of other power groups and maintain control over the organizational narrative. It is expressed by:
Deliberate exclusion: Omitting people from issues that concern them.
Secrecy: Keep important information or decisions secret.
Ambiguity: Avoid making definitive commitments.
Information Manipulation
Consists of the information distortion to manipulate others' perceptions of an individual or group and decision making. It is expressed by:
Deviation of responsibility: Blaming others to protect one's own reputation.
Disinformation: Spread false information to undermine credibility.
Unfair attribution of credit: Taking credit for other people's achievements.
Ego Warfare
Consists of the competition between leaders or teams for the recognition and validation that gives rise to power and influence in the organization. It is expressed by:
Abuses of authority: Imposing decisions without considering the opinion of others.
Micromanagement: Become indispensable for daily operation.
Locks: Complicating processes to slow the advancement of others.
Subtle sabotage: Discreetly hinder the work of others.
Effects of Power Games
These conflicts, in turn, can have serious consequences for the organization among which stand out:
Disintegration of Teams and the emergence of a toxic organizational culture that affects the morale and productivity of employees.
Employee Rotation (silent or announced) who may feel alienated and unmotivated in an environment dominated by power games.
Paralysis and Stagnation because resources are allocated to internal conflicts instead of innovation and organization growth.
Identification of Power Conflicts
Identifying early warning signs is essential to addressing problems before they manifest and negatively impact organizational culture and business performance. Some of these signs to identify that there are power games in action include:
Preferences based on personal relationships instead of professional merits.
Lack of equal opportunities of professional growth and development.
Poor communication channels, where information flows only in one direction.
Resistance to change driven by fear of loss of position or status.
General distrust between collaborators, areas and towards management.
Lack of collaboration, where teams and areas operate in isolation.
Lack of transparency in decision making and internal communication.
Constant conflicts and tensions between colleagues.
Rotation constant or massive number of collaborators.
The prevention and proactive approach of these games are essential to building a work environment where collaboration, equity and mutual growth are priorities. By effectively managing these challenges, companies can strengthen their position and build stronger and more committed teams.
Managing Power Conflicts: Counteracting Effects on the Organization
To face the challenges derived from power games in an organization, it is crucial to implement specific strategies that measure and counteract imbalances in the distribution of power. Since power is often intangible and manifests itself in subtle and informal ways, measuring it requires a combination of the following strategies:
Evaluate perceptions with specific questions in workplace climate surveys and conduct confidential individual interviews to understand perceptions about power levels.
Observe social interactions and behaviors to identify connections and patterns that may indicate the presence of power games.
Analyze promotions and development opportunities to identify biases or concentrations of power at different levels or departments.
Evaluate if the business policies and processes promote equity and participation, or if they contribute to the unequal concentration of power and its abuse.
Subsequently, countering power conflicts can be achieved through the design of effective organizational policies that address key aspects of the company's culture and internal structure. Some suggestions are:
Transparency mechanisms that ensure relevant information is available for all those involved in decision making.
Accountability and accountability mechanisms that include performance management systems that prevent favoritism and unfair competition, ensuring equal opportunities.
Confidential complaint mechanisms that allow employees to report inappropriate behavior without fear of retaliation.
Training and mentoring mechanisms that promote healthy relationships and avoid destructive conflicts, focusing on social skills, emotional intelligence and conflict resolution.
Ethics mechanisms that emphasize the importance of integrity and ethical conduct, applying clear and proportional sanctions to punish inappropriate behavior.
The effective implementation of these policies requires a continuous commitment of management and active participation of all collaborators. Periodic review and updating will ensure the relevance and effectiveness of these policies over time.
Overcoming Power Conflicts: Counteracting Effects on a Personal Level
In the case of the person immersed in power conflict, the experience can be challenging and stressful. However, there are strategies to deal with this situation that start with keeping calm and self-control to think clearly and be able to respond effectively.
The best way to avoid power conflict is to establish healthy and harmonious boundaries so as not to take things personally and be able to analyze the situation objectively and identify the people involved, the interests at stake and the possible motivations behind the conflict. Understanding the root of the problem will help you address it more effectively. Setting healthy boundaries also helps prevent abuses of power and maintain a respectful work environment.
Addressing the conflict honestly and openly with the parties involved is key to resolve misunderstandings and find win-win solutions. Working toward compromise can be more constructive and contribute to healthier work relationships.
Once this is done, it is important to maintain a detailed record of interactions related to the conflict, since if the conflict persists and significantly affects your well-being, this may be useful to address the problem with human resources or superiors. Objective documentation supports your position.
Remember that dealing with power conflicts can be a gradual process. Patience and persistence are key to finding sustainable solutions. Furthermore, it is always important to act ethically and in line with the values of the organization in which you work.
Conclusions: Finding a Healthy Balance
Ultimately, finding a healthy balance in power plays is essential for the sustainable growth and long-term prosperity of any company. It is important to recognize that not all power plays are harmful. Power, properly channeled, can be a positive force for positive change and the achievement of shared goals.
Promoting an environment of collaboration and empowerment can shift focus from competition to cooperation. When employees feel valued and empowered, negative power games tend to decrease.
Understanding the psychological and emotional complexities in organizations, as well as the mechanisms that are used to shape the organization itself, is essential so that leaders and companies can be better equipped to confront power plays and build a healthy and equitable work environment, based on the sustainable success of the business and the mutual growth of all collaborators.
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About Pablo Tellaeche (Author):
Owner and main consultant of TACs Consultores, Speaker and University Professor; seeks to bring a true and positive Lean Culture and Digital Transformation to every company with which he has the pleasure of collaborating.
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