OFFICE POLITICS AND STAFF PRODUCTIVITY IN PUBLIC ORGANIZATION: A STUDY OF USSA LGA TARABA STATE FROM 2013-2017

CHAPTER ONE

INTRODUCTION

1.1 Background of the study

Power is a fundamental and inherent aspect of politics that arises as a means to express a person's objectives and lend authority to them (Wainwright, 2017). Power is the determining factor in resolving contentious situations, as it dictates the enforcement of certain preferences. According to Rahim (2018), most definitions and explanations of power include the idea that power is the capacity of a social actor to overcome obstacles and achieve desired outcomes.

Given the various challenges in society, politics, economy, technology, and the environment, organisational stakeholders are actively involved in ongoing communication to understand, adjust to, or shape any new changes that occur. However, any form of change that threatens the existing state of affairs is likely to be unsuccessful unless those who initiate the change are able to rally the backing of influential and powerful individuals (Franke and Foerstl, 2018). The dynamic of power between proponents and opponents of change is evident in political behaviour. Political conduct can be defined as a deliberate action within a social setting aimed at obtaining, maintaining, and increasing power to support personal and/or collective goals (Kapoutsis and Thanos, 2017). Within organisations, staff workers at various levels of the hierarchy may engage in political activity in addition to their primary job responsibilities. This behaviour is aimed at reducing the gap between the desired goals and the current state of affairs (Kapoutsis et al., 2019). One of the primary consequences of political activity is the establishment of a political context, which individuals take into account when shaping their future behaviour and attitudes.

According to management science, it is widely believed that organisational politics is always present but is morally questionable and harmful to individuals who believe that success is achieved through their competence, job-related efforts, and commitment to the organisation (Landells and Albrecht, 2017). This perspective has caused academic researchers and organisational managers to view politics with contempt or hold a biassed belief that politics is problematic and focused on personal gain (Lampaki and Papadakis, 2018). They believe that politics disrupts the smooth operation and effectiveness of the organisation, and therefore should be eradicated (Chinomona and Mofokeng, 2016; Sambrook and Herrmann, 2018). This perception was predominantly upheld by academic scholars and management practitioners until recent decades. Researchers in the field of organisational politics have found that it can have widespread negative impacts on important management functions such as resource allocation, decision making, policy implementation, rewards, and performance appraisals.

Organisational politics, as defined by many authors like Lekan (2013), Boswell and Rodrigues (2017), and Lampaki and Papadakis (2018), refers to the acts that influence human behaviour, activities, and, most importantly, the decision-making process through the utilisation of power. Organisational politics in a workplace refers to the deliberate exercise of power by individuals to further their own interests and personal objectives (Lam and Xu, 2019). Frequently, managers opt to utilise their authority and hierarchical status to influence the process of decision-making, develop policies, and undertake actions that promote their own interests and objectives within the business. They exercise their rights and autonomy in an immoral and discriminatory manner, making decisions that prioritise their own progress and benefit their supporters (Lampaki and Papadakis, 2018). When politics is misused, it involves opportunistic actions, manipulation of behaviours, and the transformation of organisational harmony into more contradictory and disastrous results. Detrimental consequences within an organisation include, but are not limited to, decreased job satisfaction, diminished motivation and dedication to organisational objectives, and consequently, a heightened intention to leave the organisation.

Nevertheless, modern researchers have endeavoured to restore equilibrium by examining the beneficial impacts of politics on both employees and the organisations they are affiliated with (Diego, 2017; Kapoutsis and Thanos, 2017; Landells and Albrecht, 2017; Elbanna et al., 2017; Malik et al., 2019). The researchers posited that political behaviour can be driven by either domestic/personal or global/shared interests, depending on the political mindset of the individuals involved (Eldor, 2017). Consequently, individuals may perceive organisational politics as either a challenge or a hindrance, depending on how well they align with the organisation (Bryne et al., 2017; Hanif et al., 2018). Opoku and Arthur (2018) argued that organisational politics, although traditionally seen as self-serving and detrimental, is not inherently toxic. They emphasised that it is not solely aimed at promoting self-interest and increasing self-centredness at the expense of others' well-being. Instead, they highlighted that it can be unfavourable to the goals and pursuits of others. 

Despite the negative consequences, Eldor (2017) views organisational politics as a crucial component of an organization's social structure. Some researchers believe that it is a natural part of organisational behaviour that arises when people work together (Matthew et al., 2017; Landells and Albrecht, 2017). However, other researchers like Kartono et al., 2017; Letshaba and Chinomona (2019) view it as a negative factor that creates stress and hampers the effective functioning of an organisation. However, a thorough examination of existing literature shows that there is conflicting data about the effects of perceived organisational politics on various work outcomes. For instance, a study conducted by Basil et al. (2019) demonstrates that the influence of organisational politics varies among diverse cultures. The study elucidated that cultural disparities result in variations in organisational political practices among different nations, as well as influencing how employees respond to the perception of politics.

The Ussa Local Government Area (LGA), situated in Taraba State, Nigeria, provides a relevant case study for examining the correlation between office politics and staff productivity. The years between 2013 and 2017 witnessed notable political and administrative advancements, offering an ample backdrop for analysing the impact of office politics on the operations of public organisations in this area. Ussa Local Government Area encountered a range of difficulties throughout this time, such as political instability, changes in leadership, and alterations in policies. These elements frequently contribute to the emergence of office politics, as staff and executives may compete for positions, resources, and influence inside the organisation. Gaining an understanding of how these interactions influenced the efficiency of the staff can offer valuable insights into the wider consequences of office politics in public organisations. Therefore, the necessity for this investigation arises.

1.2 Statement of the Problem

Politics is ubiquitous and takes on diverse manifestations. The office is not exempt. It exhibits a substantial correlation with human behaviour and attitude. Office politics sometimes stems from an employee's ambition to progress in their career or to ensure employment stability (Sharma, 2024). Competent and ambitious individuals progress based on their abilities, whereas less capable and insecure individuals often resort to manipulative strategies like participating in office politics and spreading bad rumours to curry favour with their superiors and safeguard their job security.

Research conducted by Lee and Chang (2013) suggests a significant correlation between politics and work-related stress. This correlation is associated with decreased employee commitment and job satisfaction, as well as an increased intention to leave the job. Khalifa (2019) highlighted that employees' perceptions of organisational politics can lead to negative consequences, including communication breakdowns, withholding important information, engaging in gossip, wasting time, and damaging relationships with colleagues, peers, and supervisors. In their study, Khalid and Ishaq (2017) conducted research to investigate the relationship between organisational politics and job-related outcomes, including job satisfaction, commitment, and turnover intention. The results of this study suggest that organisational politics has a beneficial effect on employee turnover intention, while having a negative influence on organisational commitment and work satisfaction. The research suggested that among all other factors, organisational commitment had a stronger influence on employees' intention to leave the company. The research conducted by Naseer et al. (2018) found that there is a negative relationship between organisational politics and extrinsic motivation. This is demonstrated by a lack of emotional attachment and commitment to the organisation. As a result, there is a lack of trust between employees and the organisation, as employees do not have confidence in the external factors that influence the organisation.

The main objective of this study is to examine the impact of office politics on the productivity of personnel in Ussa LGA. Public organisations are required to function with efficiency and effectiveness in order to provide public services. Nevertheless, when office politics becomes widespread, it can result in a noxious work atmosphere, diminish employee morale, and impede overall organisational effectiveness.  Between 2013 and 2017, there have been signs that internal power dynamics may have impacted the effectiveness and productivity of operations within the Ussa Local Government Area. Nevertheless, there is a dearth of extensive research that examines the influence of these political behaviours on staff performance and organisational outcomes in this timeframe. Therefore, the necessity for this investigation arises.

Objectives of the study

The primary objective of this study is to critically investigate office politics and staff productivity in Public organization in Ussa LGA, Taraba from 2013 t0 2017. Specific objectives of this study are to:

To determine the prevalence of office politics in Public organization in Ussa LGA, between 2013 to 2017.

To assess the prevalent types of office politics in Public organization in Ussa LGA, between 2013 to 2017

To assess the causes of office politics in Public organization in Ussa LGA, between 2013 to 2017

To assess the effect of office politics on staff productivity in Public organization in Ussa LGA, between 2013 to 2017

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 level of prevalence of office politics in Public organization in Ussa LGA, between 2013 to 2017?

What are the prevalent types of office politics in Public organization in Ussa LGA, between 2013 to 2017?

What are the causes of office politics in Public organization in Ussa LGA, between 2013 to 2017?

What are the effect of office politics on staff productivity in Public organization in Ussa LGA, between 2013 to 2017?

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: The level of prevalence of office politics in Public organization in Ussa LGA, between 2013 to 2017 is low.

Ha: There level of prevalence of office politics in Public organization in Ussa LGA, between 2013 to 2017 is high.

1.6 Significance of the study

The research on "Office Politics and Staff Productivity in Public Organisation: A Study of Ussa LGA Taraba State from 2013-2017" has significant importance for several stakeholders, such as the organisation, its staff, policymakers, and the wider public sector. 

This study offers significant insights into the impact of office politics on staff productivity, particularly within the Ussa Local Government Area (LGA). The study enhances our comprehension of workplace dynamics that can affect overall organisational efficiency by examining how political behaviours influence employee performance. Managers and administrators in the public sector might utilise the results of the study to improve their management techniques. Gaining insight into the influence of office politics can assist in developing more effective training programs, implementing successful dispute resolution tactics, and cultivating a favourable organisational culture.

Furthermore, the results can assist the administration of the Ussa Local Government Area (LGA) and other comparable public institutions in identifying the particular manifestations of office politics that exist within their work environments. By being aware of these challenges, it becomes possible to create specific methods and interventions to deal with them, which in turn promotes a more efficient and peaceful work environment.

Furthermore, the study emphasises the negative impact of office politics on employee motivation, job satisfaction, and turnover. It highlights the importance of implementing effective strategies to enhance worker morale and engagement. Implementing the suggestions derived from this research has the potential to improve employee well-being and decrease turnover rates, which would be advantageous for both employees and the organisation.

Furthermore, policymakers and organisational leaders can utilise the knowledge acquired from this study to shape the development of rules and guidelines with the objective of mitigating the adverse effects of office politics in public sector organisations. This can result in enhanced governance and improved service provision.

This study contributes to the scholarly literature on organisational behaviour and public administration by offering empirical evidence on the correlation between office politics and worker productivity. It functions as a point of reference for future research in comparable situations and has the potential to encourage additional exploration into the intricacies of workplace dynamics in public organisations. This study establishes a basis for future investigations into the relationship between office politics and productivity in various organisational contexts, encompassing both public and private sector institutions. The framework provides a means to investigate the impact of different elements on workplace dynamics and results.

1.7 Scope of the study

Broadly, this study focus is to critically investigate office politics and staff productivity in Public organization in Nigeria. Specifically, this study seeks to determine the prevalence of office politics in Public organization in Nigeria and assess the prevalent types of office politics in Public organization in Nigeria. 

Further, this study will focus on assessing the causes of office politics in Public organization in Nigeria and it also seeks to assess the effect of office politics on staff productivity in Public organization in Nigeria.

 The study is carried out in Ussa Local Government Area, Taraba state, Nigeria. 

1.8 Limitations of the study

Like any human endeavour, the researchers encountered numerous minor limitations during the investigation. The primary constraint was the scarcity of comprehensive literature on the topic, resulting from the limited accessibility of data concerning office politics and staff productivity in the Public organisation in Ussa LGA, Taraba from 2013 to 2017. Therefore, a substantial investment of time and effort was required to determine the suitable materials, books, or information and gather data. 

Moreover, this study is limited by its limited sample size and restricted geographical coverage, concentrating exclusively on Ussa, LGA, Taraba state. Hence, the generalisability of the findings in this study is limited, necessitating additional research. 

Furthermore, the researcher's limitations were predominantly attributed to financial restraints, as they are a student without any means of money to support themselves. The expensive transportation fees at the research location presented a difficulty in covering the costs associated with transportation expenses.

In addition, the researcher encountered a time limitation as a result of the necessity to do this research while simultaneously completing the responsibilities of attending lectures and engaging in other educational endeavors.

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 workplace 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.

Staff productivity: staff productivity is generally understood as the ability of an employee to take input (instructions, direct, requirements, etc.) and turn them into output. Effectively, it's the measure of how employees produce input and turn it into output, in a given period of time.

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