ASSESSMENT OF THE IMPACT OF OFFICE POLITICS ON ORGANIZATIONAL CHANGE AND INNOVATION IN CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the study

Organisations have transitioned from a period focused on production to an economy centred around information and knowledge work. In this new era, their success is increasingly dependent on their ability to successfully utilise information and leverage their corporate expertise. The knowledge management literature describes the immense reservoir of knowledge, expertise, and best practices that remain undiscovered and unused within organisations. Effective collaboration and the constructive sharing of information and knowledge are essential for driving organisational transformation and fostering innovation (O’Dell 2018). According to Marshal and Brady (2021), teamwork is considered the fundamental element for establishing and improving the modern workplace in the 21st century. 

According to Kane et al. (2017), organisational transformation encompasses the procedures by which organisations progress by embracing novel strategies, structures, technologies, or behaviours. This process of evolution is crucial for preserving competitiveness and adjusting to changing market needs and external factors. Bedeian et al., (2019) emphasise that achieving successful organisational transformation requires the implementation of efficient communication, unwavering leadership commitment, and active employee participation to harmonise the organization's goals with its new tactics. On the other hand, Innovation refers to the implementation of novel concepts, goods, services, or procedures within a company. In order to achieve growth and gain a competitive edge, it is crucial to have an environment that fosters creativity and supports taking risks (Basil & Tonye, 2019). Danny (2021) asserts that organisational innovation is impacted by multiple aspects, such as organisational size, structure, and environmental setting. An environment that is conducive to innovation promotes traits such as openness, adaptability, and a readiness to welcome change. Office politics sometimes fosters a poisonous and unfavourable work climate, which typically impedes organisational transformation and innovation.

Office politics is an intrinsic and sometimes unacknowledged part of the modern workplace, where the dynamics of interpersonal relationships cross with the pursuit of professional goals.  It is a domain where aspirations, individualities, and conflicts for authority blend together, occasionally in a subtle manner and other times in a more obvious manner, forming a complex network of influence and mystery. Office politics can have both positive and negative effects (Malik et al., 2019). On one hand, networking can serve as a catalyst for career advancement, enabling individuals to improve by forming strategic partnerships, utilising their influence, and obtaining backing from colleagues and superiors. Conversely, it has the potential to generate conflict, undermine trust, and establish a setting where individual benefits frequently outweigh shared objectives (Malik et al., 2019). In order to properly navigate office politics, it is crucial to first comprehend its fundamental principles.

Office politics, also known as organisational politics or workplace politics, refers to the dynamics and power struggles that occur inside a workplace environment. It is well acknowledged by scholars that while individuals can identify office politics, they frequently struggle to provide a precise definition for it (Olorunleke, 2017). Atta and Khan (2018) define office politics as the deliberate actions taken by employees to safeguard or improve their own or their group's interests through the exertion of influence. The workplace's political systems can be characterised as informal systems in which individuals leverage connections and networks to achieve desired outcomes (Thomas et al., 2020).  This definition elucidates the reasons behind the prevailing negative impression of corporate politics among many individuals. The justification is that certain individuals exhibit political behaviors that are completely self-centered, and the intended outcomes frequently prioritize their own interests over or at the detriment of others.  Politics often involve individuals engaging in deceptive behaviour within the workplace to further their own personal interests, which may not correspond with the goals of the group or the company (Olusegun, 2019). In such instances, the presence of organisational politics can have a negative impact on the achievement of corporate goals. Corporate politics are an essential and inherent aspect of organisational behaviour. 

Organisations consist of individuals who oversee and coordinate various resources in order to accomplish specific goals within an intricate and frequently unpredictable context (Olorunleke, 2017). Organisations frequently fall short of meeting their expectations in terms of objectivity and reason. Consequently, political behaviours become prevalent. These actions can be seen as a different interpretation of corporate politics, which refers to the use of social influence to achieve outcomes that either benefit the organisation or serve the individual's own interests, even if they contradict the goals of the company (Olorunleke, 2017). The predominant theme in defining organisational politics is the individual's pursuit of self-interests, disregarding the well-being of others inside the organisation (Park & Lee, 2020; Malik et al., 2019). Given the expansive scope of organisational behaviour, several researchers argue that office politics encompass behaviours that deviate from established organisational norms and cultures (Imran et al., 2018). While some researchers recognise that organisational politics can have both positive and negative aspects, most definitions prefer to associate it with negative connotations, namely referring to the self-interested behaviours of employees in their pursuit of desired objectives.

Office politics refers to a variety of actions that individuals engage in to get an advantage in the workplace. These behaviours encompass activities such as forming alliances, manipulating others, showing favouritism, and using personal relationships to one's advantage. Although office politics can occasionally be beneficial by facilitating networking and job advancement, it is frequently perceived negatively due to its association with conflict, unfairness, and diminished morale (Malik et al., 2019). Office politics refers to the intricate and often hidden power relations and influence among employees, which is an essential aspect of organisational life. Given the distinct socio-cultural and economic environment in Cameroonian organisations, it is especially important to comprehend the influence of office politics on organisational change and innovation. 

Cameroon, with its diversified cultural terrain and varying economic realities, provides an exceptional setting for examining office politics. The presence of traditional hierarchical systems, ethnic diversity, and economic differences can shape the way office politics is expressed and how it affects the activities of an organisation. Gaining insight into these processes is crucial for creating conditions that are favourable for promoting positive organisational transformation and innovation. The objective of this study is to evaluate the impact of office politics on the processes of organizational change and the promotion of innovation within these organizations.

1.2 Statement of the problem

Office politics, which involves power dynamics, biassed treatment, and the manipulation of personal connections to impact decision-making in the workplace, is a widespread problem that can have a substantial impact on different aspects of an organisation. The influence of office politics on organisational change and innovation is a significant concern inside Cameroonian organisations. Office politics can impede the processes of adjusting to market demands and establishing a culture of innovation, notwithstanding their significance.

Research has demonstrated that the dynamics of office politics can impede or disrupt change efforts by generating opposition among influential individuals or by diverting attention from organisational objectives to individual interests. The resistance can be demonstrated by acts of sabotage, dissemination of misinformation, or the development of coalitions that hinder the process of change (Olotu, 2022). Tonepri et al. (2020) argue that political manoeuvring within an organisation can create a biassed atmosphere where only ideas supported by personal relationships rather than merit are acknowledged. This might impede the process of creative thought and the execution of groundbreaking solutions, since individuals may be less inclined to participate or exchange ideas in an environment characterised by political tension. Moreover, the existence of office politics can have an impact on the entire organisational culture, influencing employees' perceptions of justice, trust, and collaboration. The modified culture can additionally impact the organization's capacity to adapt and innovate with effectiveness (Mandy et al., 2021).

The presence of conventional hierarchical systems, ethnic diversity, and economic gaps among regions in Cameroonian organisations might worsen the extent and consequences of office politics. These interactions can result in opposition to change, suppression of creativity, inefficient use of resources, and reduced employee satisfaction, all of which have a detrimental impact on organisational effectiveness (Dante, 2023). In light of the growing necessity for Cameroonian organisations to maintain competitiveness and develop innovation in a swiftly evolving worldwide market, it is crucial to comprehend the influence of office politics on their capacity to execute change and cultivate innovation. Nevertheless, there is a dearth of extensive research that examines these particular effects within the distinct socio-cultural and economic framework of Cameroon. This study aims to address this knowledge vacuum by examining the various manifestations and frequency of office politics in Cameroonian organisations, as well as evaluating their impact on organisational change and innovation. 

Objectives of the study

The primary objective of this study is to critically assess the impact of office politics on organizational change and innovation in Cameroon. Specific objectives of this study are to:

To assess the Impact of Office Politics on Organizational Change and innovation in Cameroon.

To assess the Impact of Office Politics on collaboration among employees in organizations in Cameroon

To assess the Impact of Office Politics on trust among employees in organizations in Cameroon

To offer recommendations to minimize the negative impact of office politics on organizational change and innovation

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 is the Impact of Office Politics on Organizational Change and innovation in Cameroon?

What is the Impact of Office Politics on collaboration among employees in organizations in Cameroon?

What is the Impact of Office Politics on trust among employees in organizations in Cameroon?

What are the recommendations to minimize the negative impact of office politics on organizational change and innovation?

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: Office politics have no significant impact on Organizational Change and innovation in Cameroon.

Ha: Office politics have significant impact on Organizational Change and innovation in Cameroon.

1.6 Significance of the study

This study can provide significant insights for both practitioners and researchers by emphasising the intersection of office politics with organisational change and innovation, particularly in the specific context of Cameroon. 

The dynamics within organisations can be greatly influenced by office politics. The study aids in comprehending the influence of political behaviours on several facets of organisational life, such as decision-making, leadership efficacy, and staff morale, by evaluating its impact.

In addition, the implementation of organisational change is frequently confronted with opposition, and the dynamics of office politics can either impede or support this process. Gaining a comprehensive understanding of how the dynamics of office politics impact change projects can offer valuable insights into effectively addressing resistance and facilitating seamless transitions. Innovation is essential for the expansion and competitive advantage of an organisation. The dynamics of office politics can have a dual effect on innovation: they can either stimulate it by cultivating a competitive atmosphere or hinder it by erecting obstacles to collaboration. The study can elucidate the impact of political dynamics on creative processes and the execution of novel ideas.

Moreover, by concentrating on Cameroon, we gain a distinctive viewpoint, as the behaviours of organisations and the dynamics of politics can change greatly in diverse cultural and socio-economic settings. The report provides specific insights that might be highly beneficial for businesses and organisations that are operating in or collaborating with Cameroon. The discoveries can assist organisations in formulating ways to efficiently handle office politics, guaranteeing that it bolsters rather than destroys organisational objectives. This involves developing strategies to minimise adverse effects and maximise beneficial features of political conduct.

Moreover, the study might provide valuable insights for policy-making and leadership training programs by emphasising the importance of clear and open communication, equitable practices, and tactics to cultivate a favourable organisational culture.

In essence, the study would enhance the scholarly literature on office politics and organisational behaviour by specifically examining Cameroonian organisations. The study will fill a notable research void and establish a basis for future investigations into comparable processes in different cultural and economic environments. 

1.7 Scope of the study

Broadly, this study focus is to critically assess the impact of office politics on organizational change and innovation in Cameroon. Specifically, this study seeks to assess the Impact of Office Politics on Organizational Change and innovation in Cameroon and assess the Impact of Office Politics on collaboration among employees in organizations in Cameroon. 

Further, this study will focus on assessing the Impact of Office Politics on trust among employees in organizations in Cameroon and it also seeks to offer recommendations to minimize the negative impact of office politics on organizational change and innovation.

 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 evaluation of the influence of office politics on organisational change and innovation 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 geographical scope, focussing solely 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 costs at the research location posed a challenge in terms of covering 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.

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

Organizational commitment: Organizational commitment refers to the level of engagement and dedication team members feel toward their individual jobs and the organization. It also describes the different reasons professionals remain with an employer rather than seek opportunities elsewhere.