Organizational politics provides an understanding of informal conflict processes and collaboration within an organization. It can be classified into two sites which are the positive and negative sides. These two elements result in a very different outcome that can strongly influence an employee's performance and behavior. This can either benefit an organization or go against the direction of the organization. Basically, individuals involved in positive organizational politics will share the same direction and work together to achieve their goal, while individuals involved in negative organizational politics will be more self-serving and sabotage others to achieve their goal. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay According to Vigoda-Gadot and Drory, the negative or positive side of organizational politics depends on personality traits in politics. For example, when individuals with appropriate political skills are exposed to positive organizational policies, a fundamental and advantageous competition will develop between them. The competition that has developed is very helpful in combating a stressful work environment. In this case, they will influence each other in a positive way by trusting each other, giving each other confidence and sincerity (Drory & Vigoda-Gadot, 2010: 195; Gotsis & Kortezi, 2010: 504). Trust and sincerity are visible powers, behaviors, and strategies that can prevent negative policies like injustice, unfairness, and inequity (2010:197). Additionally, Ladebo, Vredenburgh, and Shea-VanFossen mentioned that the success of an individual or organization depends on their political skills. applied. According to Kurchner-Hawkins & Miller, positive political behavior helps achieve the vision and goals of the organization, evolves cooperation and trust among individuals, and creates an ethically balanced organization. Furthermore, Butcher and Clarke (2006:297) stated that a manager with good political skills plays an important role in managing political behavior in the workplace to avoid inequality. learn in an organization. A more flexible and innovative organizational form will be improved and will allow interaction within individuals to circulate learning (Coopey & Burgoyne, 2000). However, organizational politics has a negative side. Let's think about this statement: "What do you have in mind when someone tells you that you are a very political person?" Will you take it as a complement or as a tease? This statement was made by Block in 1988. In my opinion, a narrow-minded person will definitely take it as a tease and feel insulted by this statement. Researchers have found that most people understand organizational politics in a negative way. Thus, this leads to the unconscious development of a feeling of injustice, deprivation and inequity (Gotsis & Kortezi, 2010: 499; Harris et al, 2009: 2669; Ladebo, 2006: 256; VigodaGadot & Kapun, 2005: 258). politics can lead to ambiguity. In other words, an individual's voices and opinions tend to be muted and distorted (Vince, 2001: 1344). This is the best opportunity to create conflicts and misunderstandings between employees of a political organization. Consequently, they will tend to feel sabotaged by uncertainty, ambiguity and self-service actions (Harris et al, 2009: 2680). According to Vredenburgh and SheaVanFossen (2010), the circumstances.