WorkPlace Thoughts Series
📍 Organisational Culture and Behaviour
There are many reasons why people quit their jobs. Some leave in search of greener pastures, while others seek the freedom and independence that come with self-employment. For some, it is about career growth, workplace frustrations, leadership challenges, or the desire for a healthier work environment.
The reasons are endless.
However, when it comes to seeking freedom through self-employment, the reality can be very different from what many imagine. Being self-employed comes with its own responsibilities, pressures, uncertainties, and challenges. It is a broad subject that deserves its own discussion.
Today, I want to focus on something that often goes unspoken but plays a significant role in every organisation: organisational politics.
What Is Organisational Politics?
Organisational politics refers to the informal actions, relationships, influence, and strategies people use to advance their interests, shape decisions, or gain influence within an organisation.
It is not always negative.
In some situations, organisational politics involves building relationships, understanding different interests, advocating for ideas, and creating alliances that help an organisation achieve its goals.
However, it can also become unhealthy when personal interests take priority over teamwork, fairness, accountability, and the organisation's mission.
This may include favouritism, information hoarding, manipulation, blame-shifting, exclusion, or competing for recognition at the expense of others.
The reality is that organisations are made up of people with different personalities, ambitions, backgrounds, responsibilities, and expectations. Wherever people work together, differences in interests and opinions are likely to emerge.
That is why organisational politics is something professionals need to understand, not simply something they should pretend does not exist.
📍 Quitting Because of Organisational Politics
Have you ever left a workplace because of organisational politics, only to encounter similar challenges in your next organisation?
Believe me or not, organisational politics exists in all workplaces. Changing organisations may change the environment, leadership, and people you work with, but it does not guarantee that you will escape workplace dynamics.
The lesson is not that you should tolerate toxic environments or remain in a workplace that compromises your wellbeing and values.
Rather, you should learn to distinguish between:
1. Healthy organisational dynamics that support collaboration and progress.
2. Unhealthy politics that undermine trust, fairness, and performance.
3. Serious workplace misconduct that requires appropriate reporting, support, or action.
The goal is not to become a political player. The goal is to become a professional who understands the environment, protects their integrity, and knows how to navigate it effectively.
As you build your career, develop your skills, or pursue self-employment, learning how organisations function can help you make better decisions.
And if you dream of building your own empire, remember this: your ability to work with people, manage conflict, build trust, and lead with accountability will matter just as much as your technical skills.
Final Thought
You cannot control every person's behaviour, every workplace decision, or every organisational dynamic.
But you can control how you respond, how you communicate, the relationships you build, and the standards you uphold.
Don't let organisational politics define your professional identity. Learn from the experience, protect your values, develop your skills, and make intentional decisions about your next step.
The workplace is not just a place to earn a living. It is also a place to learn, grow, build relationships, and understand people.
— Wilson Masaka | WorkPlace Thoughts Series
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