Not all groups or organizations are equally political. Some are different from others changing from organisation to organisation.
The following factors contribute to the political behaviour:

Individual Factors: Employees who posses high self montior, strong focus of internal control, are likely to contribute political behaviour.They tend to maipulate the situation. An individuals competency to get sucessful in an organisation tends him to do political actions.

Organizational Factors: When an organisartions resources are declining,when the existing pattern in an organisation is changing or there are chances of getting promoted there are fair chances of politics.The less trust in the organisation the high chances of political actions.

Role ambiguity: It occurs when the prescribed behaviour of an employee is unclear. The more chance of anbiquety less chance of being visibledue to political actions to hide the traits.

The zero-sum approach: This trait is an outcome of the process if i win you lose. The status the winner gains is highlighted making the loser look bad infront of others.

Democratic Decison Making: Going angainst the will and decisons of other managers ccontribute to political conflicts within the oorganisations.

High Performance pressure: The more pressure you put on the employees more chances to do fraud and political tricks.

Political activity is probably more a function of the organization’s characteristics than of individual difference variables.The act of giving employees the power to make decisions, rewarding employees for strong performance and appointing employees who perform strongly to supervise other employees.Managers find it difficult to point out the political treaits of their subordinates making them do errors int he work. Strict supervison is required to find out such frauds within the organisations.

According to a recent survey of 5,828 job applications in the financial sector by Power hex, 15% of CVs of applicants to the financial sector contained some form of discrepancies, including hidden criminal records, lies about academic records or professional qualifications, amongst others. The percentage of CVs with discrepancies varies greatly depending on the type of financial service company to which the candidates were applying for. Th e percentage of CVs with discrepancies was 20% for stockbrokerage firms, 15% for insurance companies, and 10% for banks. Assume that these percentages are true for the population of financial companies in the United Kingdom and that 7% of all CVs with discrepancies were from candidates that applied for both insurance companies and banks with the same CV that was found to have discrepancies in both cases.

a. What is the probability that a randomly selected CV with discrepancies comes from a candidate that applied to either insurance companies or banks?

b. What is the probability that a randomly selected CV with discrepancies comes from a candidate that applied to either insurance companies or banks but not both?

c. What is the probability that a randomly selected CV with discrepancies comes from a candidate that did not apply to either insurance companies or banks?

d. Construct a probability matrix for this problem and indicate the locations of your answers for parts (a), (b), and (c) on the matrix.