Politics as an "Autoimmune Disease" Within an Organization: How Internal Struggles Can Harm Organizational Health- Dr. Zuber M. Shaikh, DLitt., PhD

In the world of organizational management, politics is a double-edged sword: sometimes it motivates change and progress, but more often, it creates friction, mistrust, and inefficiency. Describing politics within an organization as an “autoimmune disease” offers a powerful analogy that sheds light on its self-destructive nature. Just as autoimmune diseases cause the body to attack its own cells, organizational politics can lead individuals or groups to prioritize personal interests at the expense of the organization’s overall goals, ultimately weakening its health, functionality, and growth.

Understanding the Analogy: Autoimmune Disease and Organizational Politics

Autoimmune diseases occur when the immune system, designed to protect the body from foreign threats, mistakenly identifies healthy cells as enemies, attacking them instead of supporting them. The body, in essence, becomes its own worst enemy. In a similar way, organizational politics can cause departments, teams, or individuals to act in self-interest, competing against each other rather than collaborating for the greater good. This internal competition can damage trust, weaken morale, and consume resources that could otherwise drive innovation and progress.

The effects of organizational politics are rarely beneficial. Much like an autoimmune condition, where the body’s own defense system becomes a source of harm, workplace politics can transform employees' dedication to their roles into conflict and division. Over time, this internal friction drains energy, resources, and morale, weakening the organization’s ability to achieve its objectives.

Symptoms of Political “Autoimmunity” in Organizations

Just as autoimmune diseases manifest through a range of symptoms, political dysfunction in organizations reveals itself in various detrimental ways. Here are the primary “symptoms” and their impacts on organizational health:

1. Erosion of Trust and Collaboration When politics are rife, trust becomes a casualty. Employees start to view colleagues with suspicion, assuming ulterior motives behind their actions. This distrust, in turn, reduces openness and collaboration, as individuals are less inclined to share ideas, information, or resources. Instead of a unified team working toward common goals, the organization becomes a collection of isolated factions. This lack of collaboration ultimately harms productivity and stifles creative problem-solving.
2. Misallocation of Resources and Focus In a politically charged organization, time, energy, and resources that should be directed toward achieving strategic goals are wasted on defending positions, forming alliances, and navigating conflicts. The organization’s “immune system” is essentially responding to non-existent threats within itself. Rather than innovating or enhancing customer experience, resources are drained by internal conflicts, diverting focus from critical tasks that could drive growth and improvement.
3. Low Morale and Increased Turnover An environment thick with political undertones is often characterized by low morale. Employees who feel their efforts are undermined by office politics are more likely to disengage, withdraw, or leave the organization entirely. The continuous churning of talent not only incurs replacement costs but also disrupts team cohesion and erodes institutional knowledge. This is akin to how an autoimmune disease wears down the body, reducing its resilience and weakening its overall health.
4. Impaired Decision-Making Decisions influenced by politics are rarely based solely on rational analysis or alignment with organizational goals. Instead, they are often shaped by personal agendas, favoritism, or power dynamics. This politicized decision-making can lead to inefficient strategies, misaligned objectives, and wasted resources. Like a misfiring immune system that attacks its own cells, decisions made in a political environment may work against the organization’s best interests.
5. Decline in Innovation and Risk-Taking A highly political atmosphere breeds caution and conformity, as individuals may avoid taking risks or proposing innovative solutions out of fear of stepping on someone’s toes or disrupting the status quo. As a result, creativity suffers, and the organization becomes less adaptable and less competitive. The inability to take risks or pursue new ideas due to political apprehension limits an organization’s capacity to grow, evolve, and respond to market demands.

The Root Causes: Why Politics Arise and Persist

Understanding why politics emerge is critical to addressing and mitigating them. Several common factors fuel the rise of politics within an organization:

• Ambiguity in Roles and Responsibilities: When employees are unclear about their roles or responsibilities, competition over resources, credit, or authority often emerges, fostering a political environment.
• Lack of Transparency: Without clear communication from leadership, employees are left to make assumptions, leading to rumors, alliances, and potentially harmful actions based on incomplete or inaccurate information.
• Poorly Defined Organizational Goals: When there is no shared vision or direction, individuals or departments may push their agendas in an attempt to influence the organization’s path.
• Leadership Gaps: Leaders who are not actively engaged or who fail to model positive behavior may inadvertently enable political maneuvering to take hold.

Mitigating the Effects: Treating Organizational Politics

Just as autoimmune diseases can be managed with proper care and treatment, there are strategies leaders can adopt to minimize political dysfunction in the workplace. Here are several effective approaches:

1. Promote Transparency and Open Communication Leaders should strive to make information accessible and ensure that organizational goals, decisions, and priorities are clearly communicated. When employees have a shared understanding of objectives and expectations, the likelihood of political behavior diminishes. Open communication fosters a sense of unity and reduces suspicion, creating an environment where collaboration can flourish.
2. Establish Clear Roles and Responsibilities Clarifying roles, responsibilities, and reporting structures minimizes the competition and ambiguity that often fuel political behavior. When employees understand their position and contribution within the organization, they are less likely to engage in actions that undermine others.
3. Align Incentives with Organizational Goals If personal gains or rewards are aligned with collective goals, employees are more likely to work collaboratively. Acknowledging teamwork, innovation, and contributions to shared objectives reduces the appeal of individual or factional competition.
4. Encourage a Culture of Accountability Holding all employees, including leadership, accountable for their actions creates an environment where merit and performance are valued over influence and power. Transparent performance metrics, fair evaluation processes, and consequences for political behavior reinforce a culture of integrity.
5. Lead by Example Leaders have the most influence in shaping organizational culture. By demonstrating collaborative, ethical, and transparent behavior, they set a standard for others to follow. Leaders who openly acknowledge and address political behavior send a clear message that such actions are unacceptable and detrimental to the organization.

Fostering a Healthy Organizational Immune System

When an organization’s “immune system” is functioning well, it identifies and addresses external threats while supporting internal cohesion and strength. In a healthy organization, individuals work collaboratively, focused on shared objectives rather than personal gain. They view each other as allies rather than adversaries, creating a positive atmosphere that fosters innovation, adaptability, and growth.

Politics will inevitably arise in some form within any organization; however, by recognizing its potentially harmful effects and actively managing its causes, leaders can prevent it from becoming an “autoimmune disease.” Instead of allowing politics to take hold and undermine organizational health, leaders can create a culture that values collaboration, transparency, and mutual respect. In doing so, they build a resilient and cohesive organization where employees are empowered to work towards shared success.

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