This results in organizational politics which may be good or bad for the company depending on the intent of those playing politics. Some play a fair game and for the benefit of the organization while others play politics to achieve personal ends. The question that begs answers therefore, is; is it possible or desirable to eliminate organizational politics? In this essay, I will argue that it is not possible to eliminate organizational politics as long as there are resources to be shared and it is not even desirable to do so as it supports company growth.
Organizational politics is defined by Griffin and Moorhead (2013: 387) as “the activities carried out by people to acquire, enhance and use power and other resources to obtain desired outcomes in a situation where there is uncertainty or disagreement.” Power is very vital in organizations as it determines who gets what, when and how and as such it is not unusual to find employees especially managers fighting for power so as to gain control (Gilmore & Williams 2013: 80). Sometimes power is achieved by the mere fact of a persons position in the organization (legitimate, coercive & reward power) hence those in power use all means to reserve it or gain it by ascending to a position of authority. This entails engaging in political behavior to achieve such ends especially if they feel their position is threatened. This political behavior (Cavanaugh, Moberg and Velasques 1981: 368) can be used for ethical or unethical purposes and should be avoided if it does not respect the rights of all affected parties, does not respect canons of justice and does not lead to efficient optimization of satisfaction of interests inside and outside organization. Although it may be unethical, Griffin and Moorhead (2013: 388) argue that trying to eliminate political behavior will seldom, if ever, work. Instead, this may increase the behavior due to resulting uncertainty and ambiguity. They argue that politics may provide possible