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Presented By:Presented By:
Sudip DuttaSudip Dutta
PGDM 2010PGDM 2010 -- 20122012TermTerm IIII
ORGANIZATIONAL BEHAVIORORGANIZATIONAL BEHAVIOR
POWER & POLITICS IN FMCG INDUSTRYPOWER & POLITICS IN FMCG INDUSTRYPOWER & POLITICS IN FMCG INDUSTRYPOWER & POLITICS IN FMCG INDUSTRY
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INTRODUCTIONINTRODUCTIONINTRODUCTIONINTRODUCTION
Power is one of the most desired human wants.Power is one of the most desired human wants.
Power in business world, may be defined as :Power in business world, may be defined as :
The exercise of influence or control over anothersThe exercise of influence or control over anothers
behavior.behavior.
Politics, in business world, may be defined as :Politics, in business world, may be defined as :
The tactics to obtain a desired goal, position or status in anThe tactics to obtain a desired goal, position or status in an
organization.organization.
The organizational management & leadership practiceThe organizational management & leadership practiceof a company depends largely on power and politics.of a company depends largely on power and politics.
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OBJECTIVE OF THE STUDYOBJECTIVE OF THE STUDYOBJECTIVE OF THE STUDYOBJECTIVE OF THE STUDY
To identify 2 senior managersTo identify 2 senior managers in FMCGin FMCG organizationorganization
& to analyze the effect of Power & Politics on their :& to analyze the effect of Power & Politics on their :--
Career progression.Career progression.
Achievement of goals of the organization.Achievement of goals of the organization.
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METHODOLOGYMETHODOLOGYMETHODOLOGYMETHODOLOGY
EMAMI LTD., a leading FMCG organizationEMAMI LTD., a leading FMCG organization wwasasapproached by us.approached by us.
Mr. Nayan Bhattacharya, Sr. Officer (Mgmt. ServicesMr. Nayan Bhattacharya, Sr. Officer (Mgmt. Services
Division) & Mr. Hemanth Kothari (Asst. ManagerDivision) & Mr. Hemanth Kothari (Asst. Manager
Corporate Services) were interviewed based onCorporate Services) were interviewed based oncertain questionnaires on:certain questionnaires on:
How PowerHow Power--oriented am I ?oriented am I ?
Whats my preferred type of power ?Whats my preferred type of power ?
How good am I at playing politics ?How good am I at playing politics ?
Whats my preferred conflictWhats my preferred conflict--handling style ?handling style ?
Whats my negotiating style ?Whats my negotiating style ?
Is my workplace political ?Is my workplace political ?
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PROFILES OF THE INTERVIEWEDPROFILES OF THE INTERVIEWEDPROFILES OF THE INTERVIEWEDPROFILES OF THE INTERVIEWED
Mr. Nayan BhattacharyaMr. Nayan Bhattacharya
Senior OfficerSenior Officer Management Services DivisionManagement Services Division
ICWA, CA (Inter)ICWA, CA (Inter)
Total Experience at Emami Ltd.Total Experience at Emami Ltd. October 2006October 2006to present.to present.
Mr. Hemanth KothariMr. Hemanth Kothari
Assistant ManagerAssistant Manager Corporate ServicesCorporate Services
PGDM (Finance), Globsyn Business School(06)PGDM (Finance), Globsyn Business School(06)
Total Experience at Emami Ltd.Total Experience at Emami Ltd. April 2008 toApril 2008 to
present.present.
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FINDINGS & INTERPRETATIONFINDINGS & INTERPRETATIONFINDINGS & INTERPRETATIONFINDINGS & INTERPRETATION
Based on the questionnaire titled HOW POWERBased on the questionnaire titled HOW POWER--ORIENTED AM I ?; we found that theORIENTED AM I ?; we found that the
Machiavellianism (Mach) score is HIGH, signifyingMachiavellianism (Mach) score is HIGH, signifying
that they are :that they are :
PragmaticPragmatic Maintains emotional distanceMaintains emotional distance
Believes that end can justify means.Believes that end can justify means.
People with high Mach manipulate more, win more,People with high Mach manipulate more, win more,
are persuaded less. They are more likely to shade theare persuaded less. They are more likely to shade thetruth or act unethically in ambiguous situations wheretruth or act unethically in ambiguous situations where
the outcome is important for them.the outcome is important for them.
moremore
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FINDINGS & INTERPRETATIONFINDINGS & INTERPRETATIONFINDINGS & INTERPRETATIONFINDINGS & INTERPRETATION
Based on the questionnaire titled WHATS MYBased on the questionnaire titled WHATS MYPREFERRED TYPE OF POWER?; we found thatPREFERRED TYPE OF POWER?; we found that
Legitimate and Expert power is dominant signifyingLegitimate and Expert power is dominant signifying
that they :that they :
Prefer to influence others based on their formal positionPrefer to influence others based on their formal positionand based on possessing knowledge or skill.and based on possessing knowledge or skill.
moremore
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FINDINGS & INTERPRETATIONFINDINGS & INTERPRETATIONFINDINGS & INTERPRETATIONFINDINGS & INTERPRETATION
Based on the questionnaire titled HOW GOOD AM IBased on the questionnaire titled HOW GOOD AM IAT PLAYING POLITICS ?; we found that :AT PLAYING POLITICS ?; we found that :
Their scores were HIGH signifying that they were havingTheir scores were HIGH signifying that they were having
better political skills.better political skills.
They knew precisely what they were supposed to do inThey knew precisely what they were supposed to do indifferent social situations at work in a sincere, anddifferent social situations at work in a sincere, and
engaging manner that disguises any ulterior, selfengaging manner that disguises any ulterior, self--servingserving
motives.motives.
moremore
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FINDINGS & INTERPRETATIONFINDINGS & INTERPRETATIONFINDINGS & INTERPRETATIONFINDINGS & INTERPRETATION
Based on the questionnaire titled WHATS MYBased on the questionnaire titled WHATS MYPREFERRED CONFLICTPREFERRED CONFLICT--HANDLING STYLE ?;HANDLING STYLE ?;
we found that :we found that :
Their primary style of conflictTheir primary style of conflict--handling was AVOIDING,handling was AVOIDING,
i.e. the desire to withdraw or suppress the conflict.i.e. the desire to withdraw or suppress the conflict. This clearly shows that they were very powerThis clearly shows that they were very power--oriented.oriented.
moremore
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FINDINGS & INTERPRETATIONFINDINGS & INTERPRETATIONFINDINGS & INTERPRETATIONFINDINGS & INTERPRETATION
Based on the questionnaire titled WHATS MYBased on the questionnaire titled WHATS MYNEGOTIATING STYLE ?; we found that :NEGOTIATING STYLE ?; we found that :
They were experts in negotiation, i.e. they favorThey were experts in negotiation, i.e. they favor
collaboration, rationality and direct communication style.collaboration, rationality and direct communication style.
moremore
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FINDINGS & INTERPRETATIONFINDINGS & INTERPRETATIONFINDINGS & INTERPRETATIONFINDINGS & INTERPRETATION
Political behavior, defined as selfPolitical behavior, defined as self--serving behaviorserving behaviornot formally sanctioned by the organization, exists tonot formally sanctioned by the organization, exists to
some extent in every organization.some extent in every organization.
Based on the questionnaire titled IS MYBased on the questionnaire titled IS MY
WORKPLACE POLITICAL ?; we found that :WORKPLACE POLITICAL ?; we found that : The workplace had moderate political activity.The workplace had moderate political activity.
Highly political organizations are generally stressful for theHighly political organizations are generally stressful for the
employees, having high levels of absenteeism, and jobemployees, having high levels of absenteeism, and job
dissatisfaction; which is not the case for EMAMI Ltd.dissatisfaction; which is not the case for EMAMI Ltd.
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CONCLUSIONCONCLUSIONCONCLUSIONCONCLUSION
We found that the managers at EMAMI Ltd. are having highWe found that the managers at EMAMI Ltd. are having high
Mach levels, applies legitimate & expert powers, and are goodMach levels, applies legitimate & expert powers, and are good
at playing politics; showing that they are very powerat playing politics; showing that they are very power--orientedoriented
managers.managers.
Their conflictTheir conflict--handling styles are avoiding type which also ishandling styles are avoiding type which also isvery prevalent amongst powervery prevalent amongst power--oriented managers.oriented managers.
PowerPower--oriented people are generally good at negotiating whichoriented people are generally good at negotiating which
is evident in this case also.is evident in this case also.
Although the managers have a considerable amount of powerAlthough the managers have a considerable amount of power& control over their sub& control over their sub--ordinates, they dont use it in anyordinates, they dont use it in any
adverse way to create any major political conflicts in theadverse way to create any major political conflicts in the
workplace.workplace.
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RECOMMENDATIONSRECOMMENDATIONSRECOMMENDATIONSRECOMMENDATIONS
Reward power can sometimes be used by theReward power can sometimes be used by the
managers at Emami Ltd. to keep the employeesmanagers at Emami Ltd. to keep the employees
motivated so that they can perform better.motivated so that they can perform better.
Collaborating and Compromising conflictCollaborating and Compromising conflict--handlinghandlingstyles can be implemented for creating a healthystyles can be implemented for creating a healthy
workwork--environment.environment.
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LIMITATIONS OF THE PROJECTLIMITATIONS OF THE PROJECTLIMITATIONS OF THE PROJECTLIMITATIONS OF THE PROJECT
The major limitations of this project are listed asThe major limitations of this project are listed as
under :under :--
Paucity of timePaucity of time
Limited Sample Size, the entire c/s of the people in variousLimited Sample Size, the entire c/s of the people in various
organizations could have strengthened the research.organizations could have strengthened the research.
Scope of research was limited only to the FMCG industry.Scope of research was limited only to the FMCG industry.
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BIBLIOGRAPHYBIBLIOGRAPHYBIBLIOGRAPHYBIBLIOGRAPHY
Literature ReviewLiterature Review
Powers, Michelle (June23, 2008). Power & Politics.Powers, Michelle (June23, 2008). Power & Politics.
http://www.associatedcontent.com/article/826311/power_and_politics.hhttp://www.associatedcontent.com/article/826311/power_and_politics.h
tmltml
Texas Tech University (August 31, 1998). Power and Politics. DivisionTexas Tech University (August 31, 1998). Power and Politics. Division
of Outreach and Extended Studies.of Outreach and Extended Studies.
http://www.depts.ttu.edu/hs/rhim520/htm_files/0012.htmhttp://www.depts.ttu.edu/hs/rhim520/htm_files/0012.htm
QuestionnairesQuestionnaires
www.prenhall.com/salwww.prenhall.com/sal -- SELFSELF--ASSESSMENT LIBRARY,ASSESSMENT LIBRARY,
OrganizationalOrganizational BehaviorBehavior S.P.RobbinsS.P.Robbins
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THE ENDTHE ENDTHE ENDTHE END