It seems that politics has become more contentious than ever, and it's not surprising that ideological divisions spill over into the workplace.

Industrial-organizational psychologists, who study workplace relationships, say that controversial subjects such as religion, gay marriages, gun control and abortion can - and do - lead to conflict and reduced productivity in the office. Right now the hot button is politics, especially after the last two presidential elections.

"In a typical environment, we can usually discuss politics rationally, but all that seems to have changed this year," said Jessica Foster, PhD, an assistant professor of psychology at Purdue University, in West Lafayette, Ind.

Seeds of Discontent
"Harmonious relationships are essential to a productive office. If discussions become too divisive, then animosities develop, and that kind of negativity is harmful to both the office and the individuals involved," she added.

Sharp partisanship in the office can have long-term effects, Foster observed. "It can erode trust and impair relationships to the extent that it negatively impacts the work being done in the office."

"Our emotional reactions are not turned off and on easily," Foster continued. "An elevated emotional state can lead to anger and other dysfunctional actions."

Research shows there is a decrease in productivity, job satisfaction and concentration when people are emotionally upset, she added.

Keeping the Peace

What can be done to reduce the conflict and resulting harm to the office team? Individuals should probably heed the old rule of not talking about religion and politics - "especially now, when emotions are running high," said Paul Spector, PhD, a professor of psychology at the University of South Florida in Tampa.

Foster, Spector and Andrew Neiner, PhD, all agree that instituting a policy prohibiting political discussions is not the answer. Although some companies have policies forbidding such conversations, it creates a corporate atmosphere that is controlling, Foster said.

"Will a similar policy be developed about other controversial subjects, like gay marriage, where feelings also run high?" she asked.

Although conversations shouldn't be censored, management shouldn't adopt an "anything goes" attitude either. "That would enable the aggressive and vocal people in the office to dominate, and those who do not feel comfortable in arguing or debating will feel suppressed. Bad feelings will fester, and office morale will suffer," explained Spector.

Management Should Set the Tone
It is management's role to keep the peace.

"Bosses need to be tuned in to what is being said in the office," Spector said.

"If a manager notices that discussions are becoming contentious and polarizing, he or she must step in before serious damage is done to the work environment," said Neiner, who is an industrial psychologist in Atlanta. Employers should make it clear that divisive and negatively personal comments should not be part of office conversations.

In a tactful manner, it has to be mentioned to the office staff that work is being hindered and relationships are becoming frayed - and that the partisanship needs to be stopped, especially when someone's intelligence or loyalty to the country is being questioned.

"It is important for management to shift talk to teamwork and trust and encourage people to agree to not let politics interfere with the operation of the office," Neiner suggested.

It is also important that employees and managers respect each other's opinions and not let anyone make offensive or negative statements, stressed Neiner. But sometimes that is easier said than done, given the different personalities within the office and intense feelings about the issues.

These situations offer a great opportunity for employers to provide training sessions for employees about such issues.

"Companies can create specific forums where employees can discuss issues without getting personal and which help them develop tolerance and respect for others," said Foster.

When Bosses Get Political
What should you do when a manager or supervisor is blatantly supporting a candidate that an employee does not support?

"That is when you, and perhaps others, need to sit down with the manager and explain that his or her views and political agenda make you uncomfortable and that the office would be better served by avoiding partisan politics," Spector said.