Running head: ORGANIZATIONAL POLITICS AND DECISION MAKING

Organizational Politics and Decision Making

Dion Meneley
LEAD 570/ Southwestern College
Dr. Kristy Smith
March 4, 2016

ORGANIZATIONAL POLITICS AND DECISION MAKING

Organizational Politics and Decision Making

The ability to effectively adopt change is the difference between successful and mediocre
organizations (Anderson, 2015, p. 34). Effective leaders are able to facilitate change by
developing highly effective decision making criteria, utilizing critical and systems thinking
skills, and using organizational politics to their advantage. The purpose of this paper is to
discuss the process an effective leader goes through to make effective organizational decisions,
define organizational politics, and clarify how an effective leader navigates the politics within
their organization to achieve organizational goals.
Decision Making Process
Why? is the most powerful question you can ask during the critical thinking process
(Kallet, 2014, p. 33). Asking this question at the beginning of the decision making process helps
the organizational leader narrow his or her focus and identify the specific goal they are trying to
reach. A refined critical thinker raises vital questions and problems, gathers and assesses
relevant information, thinks open-mindedly, and communicates effectively with others in
figuring out solutions to complex problems (Paul and Elder, 2006, p. 4). The ultimate goal of
any organizational decision is for the result to have a positive effect in regards to finances,
morale, and overall production. In order for the end goal to be realized, the organizational leader
must ask more than just why they are making a particular decision.
In addition to asking why, a leader must also ask the following questions: What decisions
need to be made, who the active participants will be, how will members of the organization
execute the decision, and when will they make and execute the decision (Blenko, Mankins, and
Rogers, 2010, p. 1). Gathering relevant data, as it pertains to what decision needs to be made,

ORGANIZATIONAL POLITICS AND DECISION MAKING

requires the leader to identify potential obstacles. Potential obstacles include, but are not limited
to: Is the organization ready for the proposed change, is the organization capable of facilitating
the change, and are there sufficient resources available to see the decision through? When
deciding who the active participants in making a decision will be, the organizational leader must
first decide if they have sufficient leaders within their organization to navigate the decision
making process. An expert consultant is often hired when an organization does not possess
resources internally to complete a project (Anderson, 2015, p. 93). Bringing in an external
consultant is not as simple as it may seem. It is important to identify what type of consultation
will best benefit the decision making process. Anderson mentions the expert model, doctorpatient model, mechanic model, and the organization development consulting model (pp. 92-95).
Hiring the appropriate type of outside consultant helps ensure that the desired change is
actualized and is not a short term fix. In addition to who will be actively involved in making
organizational decision, it is vital that a timeline is set for making decisions. The leader needs to
evaluate if setting a hard deadline is necessary, or if they are willing to be more flexible in order
to reach the desired outcome. Once a decision is reached, clear communication of the decision
must be passed on to those it affects. Whether the decision was reached by consent or consensus,
the organization must accept it to facilitate change. In order to help members of the organization
move forward with execution of the change, it must be implemented at the appropriate time.
Following up on the decision and gathering feedback is essential if the change is going to
result in the desired outcome. Following up with and getting feedback from those affected by the
decision provides a way to determine the effectiveness of the implemented decision (Chand,
2015). The organizational leader, or whomever has been assigned to coordinate this stage of the

ORGANIZATIONAL POLITICS AND DECISION MAKING

decision making process, must be sure that they are receiving detailed information through either
scheduled reports or personal interviews.
Organizational Politics
Organizational politics are activities that are not required as part of an individuals
formal role but that influence, or attempt to influence, the distribution of advantages and
disadvantages within the organization (Robbins, Judge, Millett, and Boyle, 2013, p. 351). In
short, it is the use of power outside what is specifically mentioned in a job description. Although
organizational politicking tends to bring negative thoughts to mind, it is an essential practice
when referencing organizational change. Politicking within an organization is not strictly
reserved for those in power. It is also used by subordinates as a way to gain power and influence
in any given process. Organizational politicking can be used as a means to resolve conflict, or as
a means to progress in ones career. In order to understand organizational politicking, it is
important to understand how to be effective in such an environment.
For the sake of this discussion, I am going to focus on organizational politics in an ethical
manner. As with any social behavior, the unethical practice could also be addressed.
Corporations and other organizations are social systems within which people compete for
advancement; in so doing they make use of others (Pettigrew, 2014, p. 18). The first thing a
person must identify when they begin the practice of organizational politicking; as it pertains to
furthering their career, is what they are trying to achieve. Although it is important to display
strength, it is also equally important to be professional. One of the best methods to begin to
climb the professional ladder is to begin making allies with those in power. Asking questions,
and taking on the role of a protg is a great way to position you for future promotions. In

ORGANIZATIONAL POLITICS AND DECISION MAKING

addition; it never hurts to treat your peers with respect and kindness in the event that they receive
the promotion before you. Personal achievement is one way to practice organizational politics;
however, implementing change requires an organizational leader to utilize the skill in a different
manner.
When a leader wants to implement a decision or orchestrate organizational change, they
can do it on their own or gain the support of those around them. Organizational politicking is a
necessary skill that requires focus, control, and determination if it is to be used effectively. As
with personal politicking, it is vital that you know what you are looking to achieve. Focusing on
business objectives will keep the organizational leader from getting caught up in the pettiness
that can occur on a daily basis. Although the goal of the leader is to influence those around him
or her to initiate change, they should not attempt to exert influence under all circumstances
(March, 2013, p. 7). The most effective practitioners or organizational politics know how to let
those around them feel as if they are an important part of the decision making process. This can
be achieved through influence or it can occur organically as a result of quality leadership. If the
leader is focused on business objectives, they will avoid getting personal when politicking.
Taking the time to listen and understand what people within the organization are thinking and
feeling can help an effective leader seem like a trusted member of the group without actually
participating in the daily gossip. By doing this, they will be better able to influence members of
the organization when it is time to implement a decision. Finally, when a leader is utilizing
organizational politics, they must always be aware that others within the organization may be
using the same practice to further their career; and as a result, sabotage those in authority.

ORGANIZATIONAL POLITICS AND DECISION MAKING

Conclusion
Implementing change within an organization is a complex undertaking. Defining what
the objectives are and devising a detailed plan to navigate the organization through the decision
making process is an absolute necessity. Understanding the ever-changing dynamics within the
organization will help the leader identify potential allies and those who can be expected to bring
conflict to the process. Effective leaders are able to facilitate change by utilizing organizational
politics and sound decision making skills to their advantage, with the ultimate goal of achieving
organizational success.

ORGANIZATIONAL POLITICS AND DECISION MAKING

References
Anderson, D. (2015). Organization development: The process of leading organizational change.
Thousand Oaks, CA: Sage.
Blenko, M., Makins, M., and Rogers, P. (2010). Decision insights: Set up your most important
decisions for success. Retrieved March 4, 2016 from
http://www.bain.com/Images/Bain_2010_Decision_Insights_3.pdf
Chand, S. (2015). Decision making: 7 steps involved in decision making | business magagement.
Retrieved March 4, 2016 from http://www.yourarticlelibrary.com/decision-making/decisionmaking-7-steps-involved-in-decision-making-business-management/25659/
Kallet, M. (2014). Think smarter: Critical thinking to improve problem-solving and decision
making skills. Hoboken, NJ: John Wiley & Sons, Inc.
March, J. (2013). Handbook of organizations. New York, NY: Routledge.
Paul, R., Elder, L. (2006). The miniature guide to critical thinking concepts and tools. Retrieved
March 4, 2016 from https://www.criticalthinking.org/files/Concepts_Tools.pdf
Pettigrew, A. (2001). The politics of organizational decision-making. Abingdon, Oxon:
Routledge.
Robbins, S., Judge, T., Millett, B., and Boyle, M. (2013). Organisational Behaviour. (7th ed.).
Pearson, Australia: Pearson Education, Inc.