AN EXAMINATION OF THE EFFECTS OF ORGANIZATIONAL POLITICS ON EMPLOYEE PERFORMANCE USING ATLANTIC BANK, CAMEROON AS A CASE STUDY

CHAPTER ONE

INTRODUCTION

Background of the study 

Organizations are considered as complex networks of individuals and coalitions, each with its own set of interests, beliefs, values, preferences, views, and perceptions. The coalitions are always competing with one another for limited organization resources. Influence, as well as the power and political actions that enable and sustain it, is the principal weapon for use in competition and conflict. People in positions of formal authority are primarily responsible for setting organization goals. Goals are the consequence of continual manoeuvring and negotiation between individuals and groups. Most coalitions are transient: they change with issues and frequently span vertical and horizontal organization barriers. The workplace, which is frequently envisioned as a location for professional development and collaboration, can conceal a hidden dimension: the realm of organization politics. This complex web of power relations, personal goals, and informal influence can have a substantial impact on employee well-being and organization performance. Given these concerns, research on organization politics and employee performance has gained traction (Ferris, Perrewé, Anthony, & Gilmore, 2023).

According to Khan, Ali, and Shah (2022), organization politics is described as activities carried out within organizations to acquire, develop, and use power and other resources to achieve desired goals, and it is an unavoidable part of workplace dynamics. Given its deep consequences for individual and organization results, scholars and practitioners are particularly interested in the impact of organization politics on employee performance. Recent research suggests that organization politics can have a positive or negative impact on employee performance, depending on the context and type of the political behaviour involved.

Coalition building, networking, and power and resource negotiation are common manifestations of organization politics. While these activities can sometimes improve individual and organization success, they typically have negative consequences such as decreased job satisfaction, greater stress, and worse employee productivity. For example, Vigoda-Gadot and Talmud (2021) argue that perceived organization politics might lower staff morale and job satisfaction, reducing overall performance. Employees who perceive their workplace as highly political are more likely to feel frustrated, anxious, and disengaged, which can have a detrimental impact on their work production and efficiency. 

However, not all organization politics is negative. Some experts think that moderate political behaviour benefits both employees and organizations. Landells and Albrecht's (2022) study found that when people engage in political behaviour strategically and morally, it can lead to career advancement, improved job performance, and organization innovation. This viewpoint emphasises that the consequences of organization politics are complicated and multidimensional, influenced by human variations, organization culture, and the kind of political activity.

Understanding the dual nature of organization politics is critical for managers and leaders looking to create a productive work environment. organization politics must be managed effectively by recognising its presence, reducing its bad effects, and capitalising on its favourable elements to improve employee performance and organization success. Ferris et al. (2023) found that transparent communication, equal resource distribution, and developing a positive organization culture are critical measures for managing the effects of organization politics on employee performance. organization politics is an intrinsic component of workplace dynamics that has a substantial impact on employee performance. While it can have negative consequences such as lower job satisfaction and productivity, it can also have good impacts if managed properly. The challenge for organizations is to understand and navigate the complexities of organization politics in order to minimise negative consequences and maximise potential gains. Hence the need for this study.

 Statement of the problem

organization politics, which is frequently marked by power conflicts, manipulation, and self-serving behaviour, has become an increasingly pressing issue in modern companies. Despite rising recognition that organization politics influences workplace dynamics, there is still a large gap in knowing its precise implications on employee performance.

Lee and Chang (2018) found that politics is substantially associated with workplace stress, including decreased employee commitment and job satisfaction, as well as greater turnover intention. According to Sharma and Shukla (2023), employees' perceptions of organization politics can lead to a variety of negative outcomes, including communication gaps, concealing critical information, actively participating in gossip, wasting time, and weakening relationships with colleagues, peers, and immediate supervisors. Khalid (2019) conducted research to investigate the relationship between organization politics and job-related outcomes such as job satisfaction, commitment, and turnover intention. The outcomes of this study revealed that organization politics affects employee intention to resign in a positive manner; however, organization commitment and work satisfaction are negatively impacted. The study also suggested that, among all other variables, organization commitment had a stronger impact on employee turnover intentions. Recent research has shown that organization politics can have a variety of negative consequences for employees, including decreased job satisfaction, higher stress, and decreased productivity. Sharma and Shukla (2023) found that employees who perceive high levels of political behaviour in their organisation have lower levels of job satisfaction and motivation, which lowers their overall performance. The prominence of political manoeuvring frequently results in an environment in which merit-based successes are eclipsed by favouritism and bias, affecting employee morale and commitment (Khan et al.,2022).

Furthermore, the link between organization politics and employee performance is exacerbated by a lack of appropriate management solutions to address these concerns. Lee and Tan's (2024) research shows that many organizations fail to implement effective measures to reduce the negative consequences of political behaviour, resulting in a toxic work atmosphere that exacerbates performance concerns. Failure to address these concerns has a negative impact not only on individual performance, but also on overall organization efficiency.

As a result, most studies on organization politics regard it as a negative concept with a negative impact on organization conduct and performance. However, very few research consider it a positive construct whose presence improves employee skills, behaviour, and overall organization performance capabilities. This is the main gap that this research aims to address.

1.3 Objectives of the Study 

The primary objective of this study is to examine the effects of organizational politics on employee performance using Atlantic Bank, Cameroon as a case study. Specifically the study seeks:

To assess the extent to which organizational politics influences employee job satisfaction at Atlantic Bank, Cameroon.

To identify the key forms of organizational politics practiced within Atlantic Bank, Cameroon.

To examine the relationship between organizational politics and employee performance at Atlantic Bank, Cameroon.

To examine the strategies employed by employees to cope with or mitigate the effects of organizational politics at Atlantic Bank, Cameroon.

1.4 Research Questions

The following research questions will be answered in this study:

To what extent does organizational politics influence employee job satisfaction at Atlantic Bank, Cameroon?

What are the key forms of organizational politics practiced within Atlantic Bank, Cameroon?

What is the relationship between organizational politics and employee performance at Atlantic Bank, Cameroon?

What are the strategies employed by employees to cope with or mitigate the effects of organizational politics at Atlantic Bank, Cameroon.

1.5 Research Hypothesis

The stated hypothesis will validate this study:

Ho1: Organizational politics has no significant effect on employee performance using Atlantic Bank, Cameroon as a case study.

Ha1: Organizational politics has a significant effect on employee performance using Atlantic Bank, Cameroon as a case study.

1.6 Significance of the study

This study will help us gain a better understanding of how organization politics effects employee performance in Cameroon's banking sector. By focussing on Atlantic Bank, the study will shed light on how political behaviours and practices influence employee motivation, work satisfaction, and overall performance. Understanding these processes is critical for devising measures to control and reduce the harmful effects of organization politics.

The study's findings will be useful for Human Resources (HR) experts and management in business organizations. The study will provide actionable HR strategy suggestions by identifying specific ways in which organization politics influences employee performance.

Further, the project will give evidence-based insights that can be used to guide policy development at Atlantic Bank and other organizations dealing with comparable difficulties. It will help policymakers and top management appreciate the importance of policies that address organization politics and their impact on performance. This could lead to the development of more transparent and fair organization processes.

Finally, the study will add to the academic literature on organization behaviour and management, specifically in the context of Cameroonian banking institutions. It will generate empirical data and theoretical insights that may be applied to future studies on organization politics and employee performance. This paper will be useful to scholars and researchers interested in understanding organization dynamics in emerging markets.

1.7 Scope of the study

The study aims to examine the effects of organizational politics on employee performance using Atlantic Bank, Cameroon as a case study. Empirically, this study will assess the extent to which organizational politics influences employee job satisfaction, the key forms of organizational politics, the relationship between organizational politics and employee performance and the strategies employed by employees to cope with or mitigate the effects of organizational politics.

This study will be carried out in Atlantic Bank, Cameroon.

1.8 Limitation of the study

The researchers encountered slight constraints while carrying out the study. The significant constraint was the scanty literature on the subject owing that the effects of organizational politics on employee performance in Cameroon discourse is vast thus the researcher incurred more financial expenses and much time was required in sourcing for the relevant materials, literature, or information and in the process of data collection, which is why the researcher resorted to a limited choice of sample size covering only staff of Atlantic Bank, Cameroon. Thus findings of this study cannot be used for generalization for other business organizations within Cameroon. Additionally, the researcher will simultaneously engage in this study with other academic work will impede maximum devotion to the research. Howbeit, despite the constraint encountered during the research, all factors were downplayed in other to give the best and make the research successful.

1.9 Definition of terms

Organizational Politics: Organizational politics is the use of power and influence within an organization to achieve personal or group goals that do not necessarily correspond with the organization's objectives. It frequently entails strategic manoeuvring, persuasion, and networking to acquire an edge, control resources, or influence decisions. While it can occasionally result in beneficial outcomes, such as increased innovation and decision-making, it can also cause conflicts, undermine trust, and have a detrimental impact on overall performance.

Employee: An employee is an individual who works for an organization or business in exchange for compensation, typically in the form of a salary or wages. Employees perform tasks or duties assigned by their employer and contribute to the organization's goals and operations.

Employee performance: Employee performance refers to how effectively and efficiently an individual carries out their job responsibilities and contributes to the organization's goals. It typically includes aspects like productivity, quality of work, adherence to deadlines, and overall contribution to the team's success.