Organizational politics provides an understanding of the processes of informal conflict and collaboration in an organization. It can be classified into two sites which are positive and negative sides. Both of these give rise to very different outcomes that can strongly influence employee performance and behavior. It can benefit an organization or go against the direction of the organization. Basically, individuals who engage in positive organizational politics will share the same direction and work together to achieve their goal, while individuals who engage in negative organizational politics are more self-serving and will sabotage others to achieve their goal. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay According to Vigoda-Gadot & Drory, the negative or positive side of organizational politics depends on the personality traits in politics. For example, when individuals with adequate political skills are exposed to positive organizational policies, basic and advantageous competition will develop between them. The competition that has developed is very helpful in eliminating the stressful work environment. In this case, they will influence each other in a positive way by trusting, giving each other trust and sincerity (Drory & Vigoda-Gadot, 2010: 195; Gotsis & Kortezi, 2010: 504). Trust, confidence and sincerity are visible powers, behaviors and strategies that can prevent negative policies such as injustice, injustice and inequity (2010: 197). Furthermore, Ladebo, Vredenburgh and Shea-VanFossen stated that the success of an individual or organization depends on the political skills applied. According to Kurchner-Hawkins & Miller, positive political behavior is leading to realizing the organization's vision and goals, developing cooperation and trust among individuals, and creating 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 in order to avoid inequalities. Furthermore, a board-oriented form of politics will motivate an individual towards more persistent politics. learning in an organization. A more flexible and innovative organizational form will be improved which will allow interaction within individuals to circulate learning (Coopey & Burgoyne, 2000). However, there is a downside to organizational politics. Let's think about this statement “What do you have in mind when a person tells you that you are a very political person? Will you take it as a complement or as a joke?" This statement was stated by Block in 1988. In my opinion, a narrow-minded individual will definitely take it as a mockery and will feel insulted by the statement. The researchers found that most people understand organizational politics in a negative way. Therefore, this leads to the unconscious development of a sense of injustice, deprivation and inequity (Gotsis & Kortezi, 2010: 499; Harris et al. al, 2009: 2669; Ladebo, 2006: 256; VigodaGadot & Kapun, 2005: 258). Politics can lead to ambiguity (Vince, 2001). : 1344). This is the best opportunity to create conflicts and misunderstandings among employees of a political organization. Hence, they will tend to feel sabotaged by uncertainty, ambiguity and self-serving actions (Harris et al, 2009: 2680) According to Vredenburgh and SheaVanFossen (2010) common organizational circumstances of uncertainty, lack of resources and disagreement..