Office Survivor Picking Size matter.

A major issue con­cern office pol­i­tics, is whether “inter­nal pol­i­tics” is a prob­lem in orga­ni­za­tions. As a  Deriv­a­tive , another ques­tion arises: Are employ­ees  use the work­place for their own  per­sonal  ben­e­fit  or does they are moti­vated first to the ben­e­fits of the organization.

Before we present our method, lets start with a com­mon exam­ple .For that mat­ter the com­mon sit­u­a­tion is an vicious argue among senior man­age­ment. a con­flict between the two CEO’s , which every one has its own agenda and a way or strate­gic direc­tion. Each side dug in his posi­tion and will not go with­out a fight. one way to avoid stag­na­tion , and to effect the other to your side,is to use inter­nal pol­i­tics. Each side is try­ing to col­lect voices to sup­port his posi­tion. (Please note that there is another way of res­o­lu­tion of the con­flict such as mediation).

Now, the office sur­vivor need to decide which size he sup­port. time for some office pol­i­tics. In most cases, (approx­i­mately 95%), the deci­sion for who to align with or who seems to get his upper hand in the con­flict (from a sub­jec­tive per­spec­tive) is based on the fol­low­ing considerations:

• Choose who promises var­i­ous oppor­tu­ni­ties in the future — in other words — per­sonal benefits.
• Choose by the gen­eral ten­dency of the man­age­ment. who although the board did not decided in pub­lic, its has its own spe­cific ten­dency to ben­e­fits one of the sides. try to sniff about it and align your­self with it. its Impor­tant to remem­ber that the man­age­ment  also decides accord­ing to its per­sonal ben­e­fits and not always its chooses what seems to be a bet­ter option for the good of the company. 
• use your own per­sonal impres­sions of the can­di­dates, talk with other employ­ees and see the global ten­dency.
  

Only when the orga­ni­za­tion encoun­tered dif­fi­cul­ties — then the com­pany takes as mea­sures a  brave deci­sions. then  the dif­fi­cult ones will be accepted.

Most of the times man­agers are reluc­tant to go with the pro­posed changes are Car­di­nal (which seems to ben­e­fit for the organization).when a  a sword is rest­ing on their necks — only then a major change appears  - even with a replace­ment of the managers:only then  a coura­geous deci­sions can be accepted with­out pol­i­tics and with­out  per­sonal favors.

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