Analysing Politics in Walt Disney

Politics Walt Disney

Conflict, Politics, and Conflict Resolution

A major source of conflict that plagued Walt Disney in the previous periods was organizational conflict. In particular, organization conflict is defined as the battle that takes place when the goal-oriented behavior of one party impedes and interferes with the goals of another party. In this case, organizational conflict came about when Michael Eisner the CEO of Walt Disney started to lose the support of the board of directors owing to his centralized decision-making and as a consequence, failure of the company's performance (Jones, 2013). Eisner's centralized decision-making insisted that he approve all decisions for the company, which slowed down the organization. This hindered the development of new strategies.

Interventions used by Iger

The approach undertaken by Iger with respect to conflict resolution appears to be more of a compromising approach. In particular, the case study outlines the manner in which immediately after taking over the CEO position at Walt Disney, he reached out to the aggrieved parties. He made reconciliatory relationships with the Weinstein brothers by making a settlement (financial) with them. In addition, Iger also reconciled the torn relationships with Steve Jobs and Pixar that Eisner had previously caused. Iger made this possible by adding the number of jobs to the board of directors of the company (Jones, 2013).

Effects of Power on Organizational Structure

Identify sources and effects of power on organizational structure

In definition, power is referred to as the potential or actual capacity to influence others in a desired way or manner. The sources of power in an organization can be either structural or interpersonal (Aquinas, 2008).

1. Reward power

This source of power comes about when the power emanates from an individual's control over rewarding outcomes. This sort of power can bring about better performance, only if the personnel perceived a clear and resilient connection between performance and rewards (Aquinas, 2008).

2. Coercive Power

Coercive power comes about when exertion of power is actuated by evoking fear. This more often than not encompasses forcing individuals to partake something, usually through intimidations of punishment. This power can generate stress and anxiety in employees within an organization. More so, in serious cases, it can lead to increased employee turnover and absenteeism (Aquinas, 2008). This power is not quite beneficial to an organization.

3. Position Power or Legitimate Power

This refers to an individual's capacity to influence others through the position or status they hold within the organization. In essence, legitimate power is centered on the position itself.

4. Expert Power

This power refers to that which comes about from an individual's knowledge, expertise, or skills. Within an organization, individuals with expert power have a great deal of influence as others have the belief that they can benefit from the knowledge and information such experts are able to provide (Aquinas, 2008).

5. Referent Power

Referent power comes from the interpersonal relations that an individual creates and nurtures with other individuals within the organization. The individuals that possess this sort of power achieve it out of respect and admiration from others. In particular, the discernment emanating from the personal relationships produces the power that one has over others (Aquinas, 2008).

Power can have a great impact and influence on the organizational structure of any entity. Power has both a positive as well as a negative impact on the organizational structure. To begin with, power that is positive within an organization leads to increasing and enhancing productivity. This encompasses handing personnel the power to make decisions, acknowledging and rewarding their good performances and handing appointments to well performing employees to supervise other personnel. Such positive power increases the level of motivation and confidence of the employees, making them perform even harder and better. On the other hand, power can have a negative and adverse impact on the organizational structure. This encompasses the instances where the individuals with power positions have a lack of respect to those employees working under them. In particular, this sort of power seeks to attain achievement only through supersession and intimidations. The adverse impact of this power is that it decreases the quality of the work undertaken and brings about a high turnover rate of employees within the organization.