The Power Game and the Players by Henry Mintzberg

Summary of the theory 

Henry Mintzberg (1983) chose to explain the organizational power theory using the allegory of the power game and players. In essence, it is explicated by Henry Mintzberg that organizational behavior is a power game, where different players referred to as influencers always struggle to gain the control of decisions and actions done in the entity. This theoretical perspective of Henry Mintzberg (1983) delves into the matter of how an organization is born. He observes that an entity begins when a group of influencers join together and decide to work in pursuit of a common mission as well as vision. Moreover, other influencers are then attracted to the formed organization where they come to satisfy their needs. It is these varying needs and goals of the influencers that make them to start applying systems of influence in order to achieve great control over the decisions and actions of the entity. Therefore, Henry Mintzberg (1983) concludes that for one to understand the organizational behavior he or she must seek to know the specific kind of influencers present, their particular needs in the entity and the way each of them is able to wield power in a bid to fulfill the goals. 

Conceptual critique of the theorist 

Henry Mintzberg is a renowned academic scholar on matters of business management internationally. Currently, Mintzberg is the professor of management studies in Canada. It is also vital to note that Mintzberg began teaching in the year 1968. He has also given much contribution to the field of organizational theory. The vast experience of being a scholar in business management gives Mintzberg the requisite qualifications to contribute credible and logical postulations as well as recommendations to the concept of organizational theory. His writing is premised on clear facts and even uses simple to comprehend allegories to explicate his perspective the organizational theory. He does not show any sign of biasness in his writing about this theory. Since the field of organizational management is where he has practiced for a long time, it is worthy to believe that the points and suggestions given are impeccable. 

Personal critique 

Mintzberg (1983) presents a systematic, consistent and coherent analysis of the organizational power in The Power Game and the Players . It is quite agreeable that there are vested interests among players who come together to start an organization. To achieve these vested and sharply varied interests, the influencers must apply strategies aimed at ensuring they gain the control over the decision-making and action implementation processes of the entity. These factors are the ones that shape the organizational behavior in a given company. Therefore, organizational theorists have to understand the power game in organizations and incorporate such knowledge in the development of their theoretical perspectives about business management in entities. 

Factually, there are three means through which one can work or behave in an organization. The first one is simply being loyal and working as instructed. Alternatively, a person may choose to leave the entity. Finally, there is the voice that can attempt to change the existing policies, practices and overall culture in the company. Moreover, it is believable that to become the real and ultimate influencer in an organization, just having resources and skills is not enough. One needs to expend energy and find effective ways of exploiting the available resources as well as skills top gain power in the organization. 

Locate the theories in a historical context 

The concept of organizational behavior became highly significant in business management when it emerged that the actions of stakeholders in an entity had an important effect on the performance of a company. Therefore, organizational behavior has been discussed by scholars for a very long time. 

References 

Mintzberg, H. (1983). The Power Game end the Players.  JM Shafritz and JS Ott .