AN ASSESSMENT OF STAFF PERCEPTIONS OF THE MENACE OF ORGANIZATIONAL POLITICS IN UNIVERSITY OF BAMENDA, CAMEROON

CHAPTER ONE

INTRODUCTION

Background of the study 

In the face of sociopolitical, economic, technological, and environmental challenges (for example, concerns about widespread trade wars, geopolitical uncertainties, environmental destruction, political mayhem, and technological infiltration), organizational stakeholders engage in continuous interaction to make sense of a situation, adapt to, or influence any emerging change (Kapoutsis and Thanos, 2018). However, any reform that threatens the status quo may fail unless the initiators secure the backing of dominant and influential members (Franke and Foerstl, 2018). This power dynamic between those who favour and oppose change is represented in political action. According to these talks, political behaviour can be described as an intentional action within a social environment to acquire, maintain, and refill power in order to promote personal and/or common interests (Kapoutsis and Thanos, 2018). From this perspective, an organization may engage in corporate politics (for example, lobbying policymakers or fundraising for political campaigns) to influence key government policies, or it may engage in politically motivated corporate social responsibility (e.g., environmental protection and sustainability initiatives) to explore solutions to global governance challenges. At the same time, within companies, staff workers at all levels of the hierarchy may engage in political activity in addition to their fundamental job-related efforts to reduce the gap between desired and actual goals (Kapoutsis et al., 2019). One of the most important consequences of political activity is the construction of a political background, which people take into account when deciding their future behaviour and attitudes.

When viewed through the eyes of employees, organizational politics takes on the shape of perceived organizational politics because it is generally regarded as undesirable and has been labelled as something negative in the workplace. Given the scarcity of resources and the assumption that people are selfish, it is impossible to avoid the consequences of politics in the workplace. Kanter (1979) in AL-Abrrow (2018) regarded 'group force' and 'power and politics' as universal, and she stated that the phrases were negative. Politics and power have a significant impact not only on team members, but on the entire institution. 

The subjective aspect of perceptions of organizational politics (PoPs) stems from the fact that they are not only invisible but also vary by individual. This subjective aspect influences the conclusion of whether an act is political or not, based on an individual's perceptions and experiences. AL-Abrrow (2018) made an excellent statement when he said that if he told someone to be very political, they would see it as either a praise or an insult. Individuals will now see politics based on their experiences or observations, which are mostly shaped by the types of interactions they have had at their specific workplace (Van Bavel & Pereira, 2018). If they have been negatively influenced by politics, they will perceive it as evil, whereas those whose positions have advanced through politics would regard it positively. The findings of different political studies reveal that, unfortunately, politics has an impact on institutional settings. Although a certain amount of politics is required for the group to function effectively and smoothly, an excess of it is detrimental to the entire group or team. Thus, organizational politics can have both positive and negative consequences for an organization (Maslyn et al., 2019). 

Recent research has demonstrated that organizational politics has a negative impact on staff morale, job satisfaction, and organizational commitment. For example, Nkongho (2022) investigates how political manoeuvring within academic institutions such as the University of Bamenda influences staff relationships and work outcomes, demonstrating that such behaviours might result in decreased job satisfaction and increased turnover intentions among employees. Similarly, Fonkem and Nyenti (2023) argue that perceived organizational politics can weaken trust and collaboration among employees, harming the institution's overall effectiveness and cohesion.

The University of Bamenda staff's understanding of organizational politics is shaped by a number of variables, such as individual experiences, institutional culture, and managerial practices. Tangwa and Ndom's (2024) recent study highlights several crucial factors that contribute to these beliefs, including inequitable resource distribution and opaque decision-making procedures. These results highlight the need for further research into the manifestations of organizational politics at the University of Bamenda and the effects they have on staff and institutional performance.

As universities attempt to build friendly and successful work cultures, addressing the effects of organizational politics is critical. By investigating staff perceptions and the underlying causes of political behaviour at the University of Bamenda, this study hopes to provide insights that can be used to inform strategies to mitigate the negative effects of organizational politics while improving overall organizational health and staff satisfaction.

 Statement of the problem

organizational politics within academic institutions, such as the University of Bamenda, has emerged as a major concern, influencing employee perceptions and overall workplace dynamics. Despite the institution's dedication to provide a productive and harmonious working environment, organizational politics frequently undermines these efforts, resulting in negative effects on employee morale and job satisfaction. This issue is especially important in academic environments because hierarchical structures, resource distribution, and decision-making procedures are typically impacted by political manoeuvring rather than merit-based concerns.

Recent research has shown that organizational politics can severely disrupt work environments, resulting in reduced staff trust, increased job dissatisfaction and decreased organizational commitment (Ng & Feldman, 2023).

In the setting of academic institutions, there is rising concern that institutional politics may be influencing staff perceptions of justice and equity. This perception of unfairness can take many forms, including favouritism in promotions, biassed performance evaluations, and unequal access to resources and opportunities. Such tactics affect not only individual employees, but also the institution's general effectiveness and reputation.

Ayuk and Nkongho (2022) discovered that organizational politics in Nigerian institutions frequently leads to a decrease in staff motivation and involvement, which may also apply to the University of Bamenda. The problem is compounded by a lack of transparency in decision-making processes and clear procedures to counter political behaviour. Employees who see their work environment as politically heated may experience increased stress and disengagement, affecting their performance and well-being.

The current dilemma is exacerbated by the requirement for actual evidence on how University of Bamenda employees perceive and respond to organizational politics. Understanding these impressions is critical for devising methods to reduce the detrimental impact of politics on employee morale and institutional effectiveness. Without a thorough understanding of the underlying issues and their impact on employees, it becomes challenging to implement effective interventions that can foster a more equitable and supportive work environment.

1.3 Objectives of the Study 

The primary objective of this study is to assess staff perceptions of the menace of organizational Politics in University of Bamenda, Cameroon. Specifically the study seeks:

To identify the key forms of organizational politics perceived by staff at the University of Bamenda.

To analyze the relationship between organizational politics and staff performance at the University of Bamenda.

To assess the coping strategies employed by staff to deal with organizational politics at the University of Bamenda.

To provide recommendations for addressing and reducing the negative impacts of organizational politics on staff at the University of Bamenda.

1.4 Research Questions

The following research questions will be answered in this study:

What are the key forms of organizational politics perceived by staff at the University of Bamenda?

What is the relationship between organizational politics and staff performance at the University of Bamenda?

What are the coping strategies employed by staff to deal with organizational politics at the University of Bamenda?

What are the recommendations for addressing and reducing the negative impacts of organizational politics on staff at the University of Bamenda?

1.5 Research Hypothesis

The stated hypothesis will validate this study:

Ho1: There is no significant relationship between organizational politics and staff performance at the University of Bamenda.

Ha1: There is a significant relationship between organizational politics and staff performance at the University of Bamenda.

1.6 Significance of the study

This study is critical for understanding how organizational politics affects employee views and the overall work environment in business organizations. The study contributes to a better understanding of the underlying dynamics that influence employee morale, work satisfaction, and productivity by analysing the kind and extent of political behaviour within organizations.

Recognising the impact of organizational politics on employee morale is critical for building effective job satisfaction initiatives. The findings can assist managres handle grievances, reduce stress, and foster a more supportive work environment, resulting in higher employee retention and motivation.

Further, the findings of this study can help to shape policies and practices targeted at minimising the harmful consequences of organizational politics. This includes developing clear norms for ethical behaviour, encouraging merit-based decision-making, and enabling avenues for employee feedback and dispute resolution.

Finally, this study contributes to the scholarly literature on organizational politics, notably in higher education institutions in Cameroon. It provides empirical data for comparative research and leads to a more comprehensive knowledge of organizational behaviour in various cultural and institutional contexts.

1.7 Scope of the study

The study aims to assess staff perceptions of the menace of organizational Politics in University of Bamenda, Cameroon. Empirically, this study will assess the key forms of organizational politics perceived by employees, the relationship between organizational politics and employee performance, the coping strategies employed by employees to deal with organizational politics and provide recommendations for addressing and reducing the negative impacts of organizational politics.

This study will be carried out in the University of Bamenda.

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 assessment of staff perceptions of the menace of organizational Politics 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 the University of Bamenda. Thus findings of this study cannot be used for generalization for other business organizations or educational institutions 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.

Perception: Perception is the process by which individuals interpret and make sense of sensory information from their environment. It involves recognizing, organizing, and interpreting stimuli such as sights, sounds, and smells to form a meaningful understanding of the world. This process is influenced by individual experiences, beliefs, and expectations.

Menace: A menace is something that causes trouble, harm, or danger. It can refer to a person, situation, or thing that poses a threat or creates a challenging problem.

---

---