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I like it so much...Hi<br /><br />I read this post two times.<br /><br />I like it so much, please try to keep posting.<br /><br />Let me introduce other material that may be good for our community.<br /><br />Source: <a href="http://performanceappraisalexamples.blogspot.com/" rel="nofollow">Performance appraisal examples</a><br /><br />Best regards<br />Henrycurtishttps://www.blogger.com/profile/17555546628322934327noreply@blogger.comtag:blogger.com,1999:blog-7452569708908454368.post-8653985871244716122008-01-12T23:24:00.000-08:002008-01-12T23:24:00.000-08:00The fundamental part issue here is communication. ...The fundamental part issue here is communication. Conflicts arise due to lack of adequate communication and when certain assumptions made are not clarified. Assumptions are required to be properly spelt out / communicated and these assumptions are required to answered / eliminated, as the case may be (it is easier said than done). <BR/><BR/>Politics come to play when two or more individuals "EGO" comes into play. Though the rational mind of the individual may be in agreement with the clarification provided to the assumptions, the sub conscious mind does not agree. This is the ego of the individual. <BR/><BR/>It is extremely difficult to overcome the "ego". Once, the individual(s) overcomes the ego, politics cease to exist. Overcoming the ego means becoming selfless... and this rarely happens. Therefore, we need to accept politics as an intergral part of the system and continue to work with it.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7452569708908454368.post-90958537091380077362008-01-12T21:10:00.000-08:002008-01-12T21:10:00.000-08:00Conflict will always occur because you can't stop ...Conflict will always occur because you can't stop two or more people from having different opinions and ideas. <BR/><BR/>Internal politics, as you defnine it, should be avoided because it is a systematization of conflict. It engenders conflict. <BR/><BR/>Periodic and normal conflict can be dealt with between healthy, productive, and mission driven employees. <BR/><BR/>Conflict caused by internal politics cannot because it's foundation and lifeblood is irrational protection of one's own department, position or whatever. What is being protected is not the overall success of the organization. Therefore, you are correct. It must not be tolerated. Normally internal politics is caused by the leader of a division or group. That leader must be quickly reprimanded or removed. <BR/><BR/>I don't think it's often hard to tell the difference. I think that an honest person striving to achieve that goals of an organization who brings up new and controversial ideas is easy to tell from a person who is just trying to assert his or her own agenda.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7452569708908454368.post-61379580716199038222008-01-11T03:55:00.000-08:002008-01-11T03:55:00.000-08:00I enjoy reading your very professional blog - keep...I enjoy reading your very professional blog - keep up the amazingly good job!<BR/><BR/>Thx, JoakimJoakim Nilssonhttps://www.blogger.com/profile/16140249555473509751noreply@blogger.comtag:blogger.com,1999:blog-7452569708908454368.post-20555051534659015522008-01-09T19:13:00.000-08:002008-01-09T19:13:00.000-08:00In an organization where managers put their person...In an organization where managers put their personal goals above organizational goals and performance is not tied to rewards, employees tend play a survival game. Politicking becomes a tool to build their survival wing. An employee learns to build two wings, the expert wing and the survival wing. When both wings flap they soar high in a toxic organization. Employees who are good at depositing the good feelings into the emotional bank of their bosses to influence them to make decision in their favor have a better competitive edge over others to move up the hierarchy.<BR/><BR/>Politicking can be marginalized in a transparent organization with clear cut policies, systems and people in place. Managers are concern about achieving the bottom line. Promotion is based on merits. Employees holding position of power must have high integrity with the technical, people, management and entrepreneur competencies to make things happen with their peers, through their subordinates and for their customers focusing on accomplishing organization vision, mission, goals and objectives.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7452569708908454368.post-49200870004179720912008-01-09T19:11:00.000-08:002008-01-09T19:11:00.000-08:00Politicking is a natural process in every organiza...Politicking is a natural process in every organization particularly among those in the position of power. Politicking becomes rampant in an opaque, toxic organization with unclear, ambiguous policies and systems often in violation of the basic principles of management. When things screwed up in a toxic organization, the management is unable to track down the underlying causes as to what, who, when, where and how things get screwed up. Finger pointing, mistrust, suspicions, rumor mongering become widespread creating an unhealthy working environment.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7452569708908454368.post-80803174231197130112008-01-09T19:10:00.000-08:002008-01-09T19:10:00.000-08:00Dibyendu,The ability to manage is compounded by th...Dibyendu,<BR/><BR/>The ability to manage is compounded by the articles of the governments and the states regulatory by-laws, and the corporate interests. Consequently, internal friction is compounded by these and other concerns when dealing with personalities and the resultant conflicts, they're are no simple answers, and each institution and its policies have to be guided by the circumstances and the occurrence under each consideration at the time of resolution - meaning that each has to be dealt with uniformly but uniquely and efficiently for all concerned ... they're are no pat solutions, only requirements to mitigate and work them through.<BR/><BR/>My best regards, Vernon C./VpcAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-7452569708908454368.post-40489937715964541782008-01-09T14:22:00.000-08:002008-01-09T14:22:00.000-08:00Very definitive article. I use a simple analogy fo...Very definitive article. <BR/>I use a simple analogy for office politics. It is tribal. There is the management tribe and the underlings tribe. And within each tribe there are sub-tribes. <BR/>The game is to be aware of the tribal affiliations and the characterisitcs of each tribe so as to better know how to interact with them.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7452569708908454368.post-39547349399824391352008-01-09T10:13:00.000-08:002008-01-09T10:13:00.000-08:00A good manager would care less about how to avoid ...A good manager would care less about how to avoid internal politics but more about implementing good people management and a positive, appreciative working athmosphere. If the working athmosphere is a great one, internal disruptive politics will dissappear automatically.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7452569708908454368.post-46250435597767074312008-01-09T10:12:00.000-08:002008-01-09T10:12:00.000-08:00Dibyendu: This is an excellent article. All too of...Dibyendu: <BR/><BR/>This is an excellent article. All too often people (employees in organizations) seem to forget that a right balance is necessary between their personal goals and the success goals of the organization. A stable equillibrium is much needed between multiple objectives, many of them often conflict. <BR/><BR/>On a day to day operation, bad mouthing needs to be controlled. If we all remember one proverbial saying -- that if you have nothing good to say, don't say it -- it helps tremendously. If one must speak negative, that should be the last resort. Anyone who begins to blabber negative air at the slightest issue or abbrasion is (at best stated) inexperienced or unwise. The same goes about gossip. <BR/><BR/>Well, anyways. Thanks for sharing your thoughts. <BR/><BR/>Happy new year. <BR/><BR/>Regards, <BR/>SouravAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-7452569708908454368.post-46123790138675275452008-01-09T01:46:00.000-08:002008-01-09T01:46:00.000-08:00Dibyendu, Politics as you have quite rightly point...Dibyendu, <BR/><BR/>Politics as you have quite rightly pointed out is in every organisation. I also believe that everyone at some stage will most likely be involved in it. Essentially politics is the process of having an opinion and encouraging others to share or align at some level with those opinions. Internal politics is best described as opinions that people have about others within their internal environment, which is shared with others, generally soliciting an alignment of views. <BR/><BR/>As individuals, we will always work towards forming an opinion about someone that we have a relationship with (indirectly or directly). That opinion is not necessarily generalising them as good or bad, but largely about actions we have heard, read, or experienced and how those that are relevant to us should be perceived. That whole process of understanding a person then gets a little more murky when we voice that opinion and solicit responses from others and that is not necessarily 'bad' as per the definition of internal politics (provided in the the Blog). Good leadership can inspire continual positive opinions that can lead to better morale. But soliciting aligned opinion is often more a litmus test exercise than having a concrete opinion. <BR/><BR/>I found the details on the Blog in resolving conflict quite well written, and agree for the most part. As Jorge pointed earlier it is a difficult area to be comprehensive with in such a short space. I thank you for the opportunity to read your ideas. The only other thing that I would add that is important in minimising conflict is maturing a culture of process and decision making transparency (Transparency being the key word). Discussing individually is fine to deal with personal decisions and indiscretions, however if there is conflict based on politics, bringing people in conflict together and having very visible processes in tackling it allows people to believe there is a fair and equitable process in place (and this is more applicable as the size of the organisation becomes larger). Isolationist methods of managing conflict does not propagate an environment of trust and at the end of the day, trust is the key element in minimising conflict. <BR/><BR/>Regards, <BR/><BR/>ChrisAnonymousnoreply@blogger.com