AN ANALYSIS OF THE NEXUS BETWEEN ORGANIZATIONAL POLITICS AND EMPLOYEE PERFORMANCE IN THE MANUFACTURING SECTOR IN NIGERIA

CHAPTER ONE

INTRODUCTION

Background of the study 

Organisational politics, which is defined as the actions individuals take to benefit themselves at the expense of the organisation or their colleagues, has received considerable attention in recent years because of its potential influence on employee performance, especially in the manufacturing industry. The dynamic and competitive nature of the manufacturing industry often necessitates a heightened level of interaction and collaboration among employees, making it fertile ground for political behaviours to emerge. These behaviours can range from alliance formations, manipulation of information, to favouritism, all of which can disrupt the normal flow of operations and influence employee morale and productivity (Ferris et al., 2019).

Employee performance in the manufacturing sector is of utmost importance, as it has a direct impact on productivity, the quality of output, and ultimately, the profitability of the organisation. The relationship between organisational politics and employee performance is indeed complex and multifaceted. On one hand, organisational politics can motivate employees to engage in behaviours that align with organisational goals in an attempt to secure rewards or recognition. However, it is important to note that this phenomenon can also result in heightened levels of stress, decreased job satisfaction, and a greater likelihood of employees intending to leave their positions, all of which have a detrimental effect on overall performance (Vigoda-Gadot & Drory, 2020). The manufacturing sector, with its emphasis on efficiency and output, may be particularly vulnerable to the adverse effects of organisational politics, as it can lead to disruptions in workflows, strained interpersonal relationships, and a toxic work environment.

In Nigeria, the manufacturing sector plays a critical role in the economy, contributing significantly to GDP, employment, and technological advancement. Nevertheless, the impact of organisational politics on employee performance within this sector has emerged as a topic of growing concern. Organisational politics refers to the activities carried out within organisations to acquire, develop, and use power and other resources to obtain one's preferred outcomes in a situation where there is uncertainty or dissension (Vigoda-Gadot & Drory, 2016). This phenomenon frequently gives rise to behaviours that may have either positive or negative consequences for both the individual and the organisation, contingent upon how they are effectively managed (Hochwarter et al., 2020).

In light of the Nigerian manufacturing sector, organisational politics is particularly prevalent due to factors such as competition for limited resources, hierarchical structures, and the need for job security in a challenging economic environment (Ogunyemi et al., 2022). These dynamics may lead to the emergence of power struggles, favouritism, and conflicts, all of which may significantly impact employee performance. Employee performance, in turn, is a crucial factor in determining the success of an organisation, as it has a direct impact on productivity, innovation, and overall competitiveness (Chen et al., 2019). Therefore, it is crucial for scholars and researchers to comprehend the correlation between organisational politics and employee performance in order to formulate effective strategies that can minimise the adverse impacts of politics and improve performance outcomes.

Recent studies have underscored the necessity for a more profound comprehension of the interconnection between organisational politics and employee performance within the manufacturing sector. For instance, according to the research conducted by Chinomona & Mofokeng (2022), it has been observed that political behaviours in the workplace tend to lead to a decrease in employee commitment and a decline in performance. This is because employees perceive such behaviours as unfair and harmful to their career advancement. Similarly, research by Asiedu-Appiah et al. (2021) suggests that in environments where organisational politics is prevalent, employees are more prone to engaging in counterproductive work behaviours, which can further undermine the overall effectiveness of the organisation.

Given the significant impact that organisational politics can have on employee performance, it is crucial for organisations in the manufacturing sector to develop strategies to manage and mitigate these behaviours, as this can greatly influence the overall effectiveness and productivity of the workforce. Understanding the factors that contribute to the prevalence of organisational politics and their effects on performance is crucial for establishing a work environment that promotes productivity, job satisfaction, and employee well-being (Hochwarter et al., 2022). This study aims to analyze the nexus between organizational politics and employee performance within the manufacturing sector, providing insights that can inform the development of more effective management practices.

 Statement of the problem

The relationship between organisational politics and employee performance has become a critical concern in the manufacturing sector in Nigeria. Organisational politics, which are often marked by power struggles, favouritism, and the use of influence tactics, have the potential to shape the work environment in ways that can either hinder or enhance employee performance. In the context of the manufacturing sector, where efficiency and productivity are of utmost importance, it is crucial to recognise the significant impact that organisational politics can have on employee morale, job satisfaction, and ultimately, performance. Studies have shown that organisational politics can lead to decreased job satisfaction, increased stress levels, and reduced commitment among employees, which negatively impacts their performance (Akanji & Odukoya, 2022; Igbinovia et al., 2021).

Nevertheless, it is worth noting that there is a scarcity of empirical studies that specifically investigate this connection within the manufacturing sector in Nigeria, despite the notable implications it has on the sector's productivity and competitiveness. The existing literature tends to focus more broadly on the impact of organisational politics in various sectors, with limited attention to the unique dynamics of the manufacturing industry. This gap in research is particularly concerning given the manufacturing sector's vital role in Nigeria's economic development. Thus, it is imperative to conduct a comprehensive analysis that delves into the impact of organisational politics on employee performance within this particular sector. This analysis will offer valuable insights that can guide the development of strategies aimed at mitigating any adverse effects and ultimately improving productivity (Chukwuma & Njoku, 2023; Olaniyan & Adebayo, 2022).

This study aims to address the aforementioned gap by examining the precise ways in which organisational politics impacts employee performance within the Nigerian manufacturing sector. By doing so, it aims to contribute to the existing body of knowledge and offer practical recommendations for managers and policymakers to improve organisational outcomes in this critical industry.

1.3 Objectives of the Study 

The primary objective of this study is to analyse the nexus between organizational politics and employee performance in the manufacturing sector in Nigeria. Specifically the study seeks to:

To determine the prevalence level of organizational politics in the manufacturing sector in Nigeria.

To assess the relationship between organizational politics and employee productivity in the manufacturing sector.

To assess the coping strategies employed by employees to navigate organizational politics and their impact on performance.

To propose strategies for reducing the negative impact of organizational politics on employee performance in the manufacturing sector in Nigeria.

1.4 Research Questions

The following research questions will be answered in this study:

What is the prevalence level of organizational politics in the manufacturing sector in Nigeria?

What is the relationship between organizational politics and employee productivity in the manufacturing sector?

What are the coping strategies employed by employees to navigate organizational politics and their impact on performance?

What are the strategies for reducing the negative impact of organizational politics on employee performance in the manufacturing sector in Nigeria?

1.5 Research Hypothesis

The stated hypothesis will validate this study:

Ho1: There is no significant relationship between organizational politics and employee productivity in the manufacturing sector in Nigeria.

Ha1: There is a significant relationship between organizational politics and employee productivity in the manufacturing sector in Nigeria.

1.6 Significance of the study

Firstly, this study contributes to the academic discourse by filling a gap in the existing literature on organizational behavior. While much has been written about organizational politics and employee performance in general, there is limited research focusing specifically on the manufacturing sector in Nigeria. By providing empirical data and analysis in this context, the study enriches the existing body of knowledge and serves as a foundation for future research in similar sectors or regions.

Secondly, the findings of this study can inform management practices within manufacturing firms. Understanding how organizational politics—such as power struggles, favoritism, and the manipulation of organizational resources—affects employee morale, job satisfaction, and overall performance can help managers develop strategies to mitigate the negative effects of such politics. 

Lastly, the significance of this study extends to policy-making at both the organizational and governmental levels. The insights gained from this research can guide the development of policies that promote ethical behavior and accountability within manufacturing firms. For policymakers, understanding the role of organizational politics in employee performance can help in crafting regulations that foster healthy workplace environments, which are essential for the sustainable growth of the manufacturing sector in Nigeria.

1.7 Scope of the study

The study aims to analyse the nexus between organizational politics and employee performance in the manufacturing sector in Nigeria. Empirically, this study assesses the prevalence level of organizational politics in the manufacturing sector in Nigeria, the relationship between organizational politics and employee productivity in the manufacturing sector, the coping strategies employed by employees to navigate organizational politics and their impact on performance and strategies for reducing the negative impact of organizational politics on employee performance in the manufacturing sector in Nigeria.

This study will be carried out in Dangote Cement Plc, Obajana.

1.8 Limitation of the study

Like in every human endeavour, the researchers encountered slight constraints while carrying out the study. The significant constraint was the scanty literature on the subject owing that it is a new discourse 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. Additionally, the researcher will simultaneously engage in this study with other academic work. However in spite of the constraint all these constraint were downplayed to give the best.

1.9 Definition of terms

Politics: Politics is the activity or process of making decisions and governing within a group, organization, or country. It involves managing public affairs, creating laws, and addressing issues related to power and authority.

Organizational politics: Organizational politics refers to the use of power, influence, and maneuvering within a workplace to achieve personal or group goals, often at the expense of others or the organization's overall objectives.

Employee: An employee is a person who works for a company or organization in exchange for wages or a salary. Employees perform specific tasks or duties as part of their job responsibilities.

Employee performance: Employee performance refers to how well an individual performs their job duties and responsibilities. It includes factors such as the quality and quantity of work produced, efficiency, and overall contribution to the organization's goals.

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