AN INVESTIGATION INTO THE CAUSES AND EFFECTS OF ORGANISATIONAL POLITICS ON THEORGANISATION AND EMPLOYEES IN CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the study

Every organisation relies heavily on its workforce, which interacts with other sources of production such as land, capital, and entrepreneurship, as well as with each other. The correlation between the workforce fosters camaraderie, which inevitably results in the formation of groups and/or associations. It is crucial to acknowledge that in every organisation, there are consistently two significant groups and/or associations (Kennedy, 2022). The first category is the formal group, which consists of recognised and established organisations such as trade unions or associations. These groups are very popular in practically all organisations. They consist of individual workers inside the same organisation who get together with specific aims and objectives. Importantly, they can be identified as a group through appointed leaders within the organisation. The informal group, often alluded to by scholars, is typically challenging to define inside the organisation. A clique is a group of like-minded individuals inside an organisation who are typically at the same level and have comparable responsibilities. They do not have any defined leaders, but their actions and accomplishments are highly influential (Kennedy, 2022).

The coexistence of both formal and informal groups inside an organisation necessitates the practice of politics and the fostering of solidarity within the organisation. It should be noted that an organisation is a smaller part of a community. Therefore, most attitudes and activities observed in society are often mirrored inside the organisations that exist within that community (Igho, 2023). The workforce of an organisation is considered a sub-set since it represents a significant portion of the households within a community. The cognitive processes of individuals are significantly shaped by their history, experience, knowledge, and notably, the social circle they associate with. Consequently, there will be interoffice power struggles among the employees (Manny, 2019). This is due to variations in our perception of matters. Organisational politics refers to the process of negotiating and resolving conflicts within an organisation that arise due to conflicting interests and differing perspectives among its members. It can also be defined as the pursuit of personal agendas and self-interest within an organisation, without considering the impact on the organization's efforts to achieve its objectives (Shoemaker, 2022). Engaging in political activities results in the formation of compromises, the practice of toleration, and the establishment of stable relationships, all of which contribute to the organization's ability to endure and thrive (Stephen, 2019).

Organisational politics commonly entail the formation of alliances based on specific topics, persuasions, and advocacy, as well as the strategic acquisition of resources and power. The primary instrument in the process is the ability to exercise control over information. Coalitions form as a result of negotiations between different interest groups, and a dominant coalition will eventually emerge (Wande, 2019). Organisational politics influence the prioritisation of issues inside the organisation and the manner in which they are handled and interpreted. The diagnosis of an issue is often influenced by the self-interest of powerful individuals and groups. Therefore, organisational politics has an impact on both the decision-making process and the actual decisions made. Informal norms, procedures, and human relationships may emerge outside the formal management structure. The political power system of a company can influence its organisational structure to the point where it becomes inadequate for achieving the desired structure. Furthermore, the organisation design preferred by the dominant political group may be perpetuated indefinitely once it is implemented (Bernard, 2022). Organisational politics refers to the deliberate use of discretionary behaviours to influence others in order to further personal aims. Power play involves the exertion of authority to achieve personal objectives, which may involve gaining further power, frequently at the cost of others. Behaviours are considered discretionary when they are not officially mandated or forbidden by the organisation (Drory, 2020).

According to Lukman et al. (2018), organisational politics occur when an organisation experiences significant limitations in resources, leading people and departments to engage in intense competition, such as for their departmental budget allocations. Politics become relevant within a company when the internal and external surroundings of the organisation are rapidly changing. Every organisation must establish a precise and well-defined objective to guide all its activities. However, when this objective is absent, employees may exploit the situation to their advantage, leading to the emergence of organisational politics (James et al., 2019). 

Political dynamics create a detrimental atmosphere in the workplace. When the environment is unfavourable, it negatively impacts the connections among persons (Roman, 2019). The individual who engages in political behaviour within the organisation is universally loathed due to their perceived laziness and arrogance. The attitudes of certain employees may be influenced by the political dynamics within the organisation. Even diligent employees may become disengaged from their work and only go to the workplace out of obligation. Internal power dynamics may hinder employees from fully dedicating their attention and commitment to their task. An employee's diligent efforts may be overlooked in a politically motivated organisation, regardless of their level of dedication (Emeka, 2023). An underachiever can gain favouritism from his boss only based on political reasons, which in turn can demoralise the high achievers. Engaging in discussions is crucial in the workplace to elicit optimal performance from employees. An assessment of the advantages and disadvantages of a concept is always beneficial in the long term. Employees who engage in political behaviour actively seek opportunities to damage the reputation of their colleagues. Employees experience a decrease in motivation when they are not adequately compensated or when someone who has not put in the effort receives rewards solely due to political reasons (Danny et al., 2023).

The organisational landscape in Cameroon is influenced by an intricate interaction between traditional cultural norms, hierarchical structures, and contemporary economic practices. It is crucial to comprehend the reasons and consequences of organisational politics in this specific setting in order to effectively deal with its harmful effects on both organisations and their personnel. Therefore, the necessity for this investigation arises.

1.2 Statement of the problem

Organisational politics, which refers to the deliberate actions taken by people and groups to obtain an edge in the workplace, has become a major concern in commercial organisations. Although there are instances where such political behaviour might have positive results, it is more common for it to have adverse effects such as diminished morale, decreased efficiency, and compromised organisational integrity. The issues in Cameroon are worsened by the distinct socio-cultural and economic environment, which amplifies the effects of organisational politics.

Mbonda (2023) asserts that the cultural norms prevalent in Cameroon, which frequently prioritise close-knit community bonds and interpersonal connections, might unintentionally foster bias and nepotism. Although deeply rooted in culture, these practices actively contribute to organisational politics and foster the perception of an unjust work environment. According to Michael (2020), political behaviour within organisations is frequently motivated by the desire to achieve personal goals, power, and recognition. Employees may employ tactics such as manipulation, lobbying, and alliance-building to attain their desires, often disregarding organisational objectives and teamwork. Amadi & Aregbesola (2018) suggest that economic instability and restricted job possibilities contribute to increased competitiveness among employees, which in turn leads to office politics in Nigerian institutions. This intensified competition motivates individuals to participate in political activities in order to safeguard their positions and promote their professional growth. Furthermore, the absence of openness in organisational processes and decision-making leads to the emergence of ambiguity and confusion. The workplace fosters political behaviour since individuals actively want to acquire knowledge and exert influence over decisions in order to benefit themselves (Mbonda, 2023).

Although it is crucial to cultivate a work climate that is open and promotes teamwork, numerous Cameroonian organisations have challenges due to the widespread impact of organisational politics. Workplace environments characterised by strict hierarchical structures, economic instability, cultural norms that promote favouritism and nepotism, and a lack of transparency foster a milieu conducive to political manoeuvring (Mbonda, 2023). This context not only diminishes staff morale and productivity but also impedes organisational performance and decision-making (Koffi, 2022). The issue is exacerbated by the scarcity of research and practical approaches to tackle the precise origins and consequences of organisational politics within the Cameroonian setting. Gaining a comprehensive understanding of these dynamics is crucial in order to create effective solutions that can reduce the adverse effects and foster a fairer and more efficient work environment.

Objectives of the study

The primary objective of this study is to critically investigate the causes and effects of organizational politics on organizations and employees in Cameroon. Specific objectives of this study are to:

To identify the key factors contributing to organizational politics in Cameroonian workplaces.

To examine the specific effects of organizational politics on employees and organizational performance in Cameroon

To evaluate the Impact of Organizational Politics on employee morale and productivity in Cameroonian workplaces

To propose strategies to reduce the negative impact of organizational politics on workplaces

1.4 Research Questions

The following research questions which are in line with the objectives of this study will be answered in this study:

What are the factors contributing to organizational politics in Cameroonian workplaces?

What are the effects of organizational politics on employees and organizational performance in Cameroon?

What is the Impact of Organizational Politics on employee morale and productivity in Cameroonian workplaces?

What are the strategies to reduce the negative impact of organizational politics on workplaces?

1.5 Research Hypotheses

To determine the effectiveness of this study, the following research null hypotheses will be formulated to guide the study and it will be tested at 0.05% levels of significance.:

Ho: Organizational politics have no significant effect on employees and organizational performance in Cameroon.

Ha: Organizational politics have significant effect on employees and organizational performance in Cameroon.

1.6 Significance of the study

The importance of this study is in its capacity to tackle the difficulties presented by organisational politics and provide pragmatic remedies for enhancing workplace dynamics. The research is to analyse the factors that influence political behaviour in Cameroonian organisations and examine its impact on organisational effectiveness, employee well-being, and the overall work environment. The ultimate goal is to promote more efficiency, enhance employee satisfaction, and foster a fair and productive workplace. 

Gaining insight into the underlying factors and consequences of organisational politics is essential for enhancing organisational efficiency. Organisations can boost overall efficiency by implementing specific initiatives to limit the influence of political behaviour and streamline decision-making processes, through addressing its core causes. This can result in a more unified and efficient work environment, ultimately aiding in the accomplishment of organisational objectives. Organisational politics have a substantial impact on employee morale, job satisfaction, and mental well-being. The objective of this study is to reveal the influence of political behaviour on workers' work experiences, namely their stress levels and job satisfaction. By tackling these concerns, organisations can establish a more salubrious work atmosphere, diminish staff attrition, and enhance retention rates.

Moreover, the results of this study will offer significant perspectives for managers and leaders on how to effectively manage and mitigate political behaviour within their organisations. Gaining insight into the intricacies of organisational politics can aid in formulating enhanced management strategies, establishing more equitable methods of compensation, and cultivating open and transparent channels of communication, thus encouraging a workplace environment characterised by fairness and equality. Gaining a deeper comprehension of organisational politics and its impacts can result in the adoption of enduring business strategies that not only improve organisational performance but also foster ethical conduct and social accountability. This can enhance the organisational reputation and contribute to long-term success.

Moreover, policymakers and organisational consultants can utilise the knowledge acquired from this study to inform the creation of policies and interventions that target the mitigation of adverse impacts caused by organisational politics. Policy proposals that are effective can contribute to the development of a work environment that is both transparent and fair. This, in turn, can have significant impacts on the overall business environment in Cameroon.

Moreover, the findings of the study can provide valuable insights to policymakers and industry regulators on the influence of organisational politics on knowledge sharing and organisational success. Policymakers can utilise these observations to develop frameworks or standards that promote optimal practices in knowledge management and organisational behaviour.

This research contributes to the current understanding of organisational politics by explicitly examining the Cameroonian setting. This study offers a detailed comprehension of how cultural, economic, and structural elements in Cameroon impact political conduct within organisations. This document can be utilised as a point of reference for future academic research and can make a valuable contribution to the advancement of theoretical frameworks in the field of organisational behaviour.

1.7 Scope of the study

Broadly, this study focus is to critically investigate the causes and effects of organizational politics on organizations and employees in Cameroon. Specifically, this study seeks to identify the key factors contributing to organizational politics in Cameroonian workplaces and examine the specific effects of organizational politics on employees and organizational performance in Cameroon. 

Further, this study will focus on evaluating the Impact of Organizational Politics on employee morale and productivity in Cameroonian workplaces and it also seeks to propose strategies to reduce the negative impact of organizational politics on workplaces.

 The study is carried out in Cameroon. 

1.8 Limitations of the study

As with any human endeavour, the researchers experienced many minor constraints during the investigation. The main limitation was the lack of extensive literature on the subject, due to the limited availability of data about the study of how organisational politics impacts organisations and employees in Cameroon. Hence, a significant allocation of time and exertion was necessary to ascertain the appropriate materials, books, or information and amass data. 

Furthermore, this study is constrained by its small sample size and narrow geographic scope, focussing just on Cameroon. Therefore, the conclusions of this study cannot be extended to other situations, thus requiring further investigation. 

Moreover, the researcher's restrictions were primarily due to financial constraints, as they are a student without any source of income to sustain themselves. The exorbitant transportation charges at the research location posed a challenge in meeting the expenses for transportation fees.

Furthermore, the researcher faced a time constraint due to the need to do this research while still fulfilling the obligations of attending lectures and participating in other educational activities.

1.9 Definition of terms

Politics: Politics is activities aimed at improving someone's status or increasing power within an organization.

Organizational politics: Also known as office politics and workplace politics, it involves the use of power and social networking within a workplace to achieve changes that benefit individuals within it.

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