...According to Meriam-webster a group is defined as two or more figures forming a complete unit in a composition or a number of individuals assembled together or having some unifying relationship. Group and organizational dynamics are in all areas of our lives. From the corporate jobs, small business owners to family and friends, each area of our lives consist of different groups. Working in groups can be challenging at times. Knowing your strengths as individuals as well as knowing your role in group settings can make the challenges easier. I will discuss group and organizational dynamics from six different areas: group vs. individual decision making; motivational patterns in group dynamics; conflict; competition; task functions; and maintenance function. Group vs. Individual Decision Making It has been said that two heads is better than one. When it comes to making a decision rather it’s in your personal or professional life many seek the opinions of others before making a final decision. When I worked in 911 call centers there were times when you had to work with a group of dispatchers on task throughout the city and then there were times when I needed to make a quick decision to make sure that officers in the field were safe on my own. I found myself at ease when making the group decisions because I knew that the bulk of what happened wouldn’t be on my shoulders. There was someone else to share responsibilities with me. When working with a group of people communication with...
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... | | |College of Social Sciences | | |PSYCH/570 Version 2 | | |Organizational Psychology | | |Dr. Kathleen Hughes De Sousa | Copyright © 2010, 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course is an in-depth look at organizational psychology and therefore covers the organizational side of the field, including the impact of the organizations on the individual and on groups of individuals. The dynamics and cultural characteristics of organizations are identified and described in-depth, and organizational development and change are given particular emphasis as well. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies...
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...Group Dynamics Most people within the organizations belong to some formal work group that establishes temporary or permanent groups to accomplish tasks and achievements. These groups consist of different people within the organization who work together to accomplish objectives of the company (Jex & Britt, 2008). It is important that there is an examination of the behavior of the groups so that a complete understanding of the behavior is obtained. There are many types of groups that people become a part of in their everyday life including family, community, church, and within their profession. Memberships to these groups are important because it plays an important role in their behaviors and attitudes. This paper will identify an organizational group of which I have been a part of and will give analysis of the group dynamics of my chosen group. As a part of the analysis the group will be described including the purpose, goals, and demographic nature such as gender, education, and so forth. The stages are development experienced by the group is described and the structure and effect of the structure on the effectiveness of the group is written to help readers understand the importance of the group. Explanation of the dynamics of group behavior within the group and analysis of the effect that group has on me concerning group polarization, conformity, and groupthink concepts. Counseling Department for Georgia Department of Corrections There are many reasons to why a...
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...Organizational Behavior Trends Abstract This group and team paper contains the essentials for the establishment of a high-performance team. First, the foundation of this paper consists of the explanation on how to become a high-performance team. Second, the definition and the impact of demographic characteristics and cultural diversity on group behavior are implemented in the paper. Description of how the affects of demographic characteristics and cultural diversity can enhance or divert high-performance. The five stages of group development such as forming, storming, norming, performing, and adjourning are explained in this group and team paper. Groups and Teams Paper A group of people can become a high-performance team by achieving accomplishments with self-gratification. These small groups of people may consist of diverse races, cultures, genders, ethics, religions, personality traits, and behaviors. Team members can successfully collaborate their skills to accomplish a common goal or task High-performance teams have core values; clear performance objectives; the right mix of skills; and diverse creativity (Hunt, J., Osborn, R., Schermerhorn, J., 2005). Open systems, group input factors, group dynamics, and inter-group dynamics are some sources that can help a group to become a high-performance team. These high-performance teams can achieve a more effective and efficient productivity when they collaborate in an open system. This system allows all members to...
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...Rapfael Whiteside, THE FORMATION OF GROUPS & TEAMS The Formation of Groups & Teams Rapfael Whiteside Embry Riddle Aeronautical University MGMT 317 Organizational Behavior 01 December 2010 In this paper I will explain how and why teams and groups are formed, the different types of groups and effectiveness of work groups. The process of a group activity is the interaction and mutual influence among group members as they complete the group activity, communication, leadership, conflict, conflict resolutions and norms of behavior in the group. A group is two or more people who interact with each other to achieve certain goals or needs. The purpose is to accomplish the same goal using my skills, personalities, abilities and experiences to be more effective. “Group forming is a process and there are five stages for group development: forming, storming, norming, performing and adjourning.” (Hunter, Dale, Bailey, Anne, Taylor, Bill, 1995). Some characteristics of work groups that influence or affect the way members behave in the area of group performance can include the group size, group composition, group function, group status, group efficacy and social facilitation. Groups control their members with roles and rules. Role is the division of work among the group members. Rules are made to control group behavior. Work groups establish goals to achieve, using all...
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...TITLE: BEHAVIOURS IN ORGANIZATION QUESTION: GROUP DYNAMICS GROUP 6 NAMES: MATRIC NO: COMB: 1. FIFONYINKEN SERAH ANU 20120104022 GCP/YOR 2. ABDULQADIR SHUKRAH ADEFOLAKE 20120104049 GCP/ISS 3. MEDAHUNSI ELIZABETH I. 20120104023 GCP/YOR 4. AJIBUWA ROSEMARY ADERONKE 20120104033 GCP/CRS LECTURER-IN-CH ARGE DR. ONABAMIRO A. A WHAT IS A GROUP A group is defined as two or more individuals who are connected to one another by social relationships. Every organization is a group unto itself. A group refers to two or more people who share a common meaning and evaluation of themselves and come together to achieve common goals. In other words, a group is a collection of people who interact with one another; accept rights and obligations as members and who share a common identity. MEANING OF GROUP DYNAMICS The word dynamics means ‘force’. Group dynamics means the study of forces within a group. Since human beings have an innate desire for belonging to a group, group dynamism is bound to occur. In an organization or in a society, we can see groups, small or large, working for the well-being. The social process by which people interact with each other in small groups can be called group dynamism. A group has certain common objectives and goals and members are bound together with certain values and culture. In organizational development, group dynamics refers to the understanding of behaviour of people in groups that are trying to solve a problem or making...
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...[pic] Organizational Behavior Project Report Topic: GROUPING - Shashank Kumar Singh B10048 Business Management (2010-12) XLRI School of Business and Human Resources Organizational Behavior Grouping 1. Introduction A group can be broadly defined as a collection of two or more individuals, who have come together for a common purpose. Generally, the common purpose is apparent as is the case with trade unions- which are formed with the purpose of upholding the interests of the labor force, or reader’s clubs- formed for the purpose of sharing opinions and perspectives on various books. However, sometimes the common interests might not exactly be a purpose, but more of a necessity, as is the case with groups of friends formed at schools, hostels or between neighbours. The importance of groups cannot be emphasized on enough in our complex intertwined lives. At all levels, be they personal, societal, professional, recreational or any other, we seem to be part of one group or the other. The underlying principle of pursuit of common purpose is at the heart of the concept of grouping, through which one seems to reach higher levels of attainment- which might not have been possible through individual pursuits. 2. Conceptual framework Groups form an essential and constituting unit in an organizational setting...
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...History of Organizational Development Organizational Development A collection of planned interventions, built on humanistic-democratic values, that seeks to improve organizational effectiveness and employee well-being. OD Values: 1. Respect for people 2. Trust and support 3. Power equalization 4. Confrontation 5. Participation History of OD Relatively new field of study – 50’s & 60’s No unifying theory – just models of practice Emerged from study of group dynamics & planned change. Late 40’s T-groups – training groups, behavioral skills and individual insight into problem solving Kurt Lewin at MIT – RCGD, Teachers College/Columbia Four Trunk Stems of OD Laboratory Training Survey research and Feedback Action Research Sociotechnical Approaches How does OD Work? Lewin’s 3 Phase OD Model UNFREEZING Resistance to change lessened, need for change created (Equilibrium disturbed) MOVING From old behaviour to the new (Changes) REFREEZING Change made permanent Laboratory Training NTL – Nat’l Training Laboratory T-Group L-Group RCGD Other universities set up training labs Invention of flip chart Next 10 years were tough – frustration at inability to transfer NTL to real world – began to train teams. Major Contributors Kurt Lewin (T-Group) Kenneth Benne, Leland Bradford and Ronald Lippitt.(L-Group) Chris Argyris 1957, Yale, First to conduct team building sessions with CEO’s. Douglas McGregor...
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... |OB 401 E | | |Organisational Behaviour | DEPARTMENT : MANAGEMENT AND ORGANISATION PROGRAMMES: Advanced Undergraduate Transfer Credit, PGE2 INSTRUCTORS : Don MINDAY, coordinator Slava DMITRIEV Jean-Bertrand LEFEBVRE Sophie HENNEKAM -TREGUIER Inju YANG-McCOURT FORMAT : 3 hours weekly: 1 ½ hr. of lecture, 1 ½ hr. tutorial 2 tutorial groups will follow a weekend seminar format CREDITS : 5 ECTS credits PRE-REQUISITE MODULES: None LEARNING OBJECTIVES : This module is designed to prepare students for their future role as business managers by giving them a conceptual framework which should help them to more effectively understand, predict, and influence behaviour in organisations. It is complementary to the 1st year module "Management relationnel" and the 2nd year module "Cross-Cultural Management" LEARNING OUTCOMES : At the end of this module, each student will be able to: 1. Assess and apply concepts, models, and tools related to the following topics... |Level |Topic ...
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...management: Motivating, disciplining, managing conflict, staffing, and training. 4. Networking: Socializing, politicking, and interacting with others Luthans conducted a survey over more than 450 managers and found that, there are three types of managers: [pic]1. Average Managers: They spend most of their time (32%) in traditional management. 2. Effective Managers: They spend most of their time (44%) in communication. 3. Successful Managers: They spend most of their time (44%) in networking. What is Organizational behavior? Organizational Behavior (OB) is a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness. Why Organizational Behavior Matters? In an organization, organizational Behavior is important because it helps to: 1. map out the organizational events 2. understand organizational life 3. know managers themselves and others as well 4. maintain cordial industrial relations 5. realize Importance of Motivation 6. realize Importance of marketing 7. ensure optimum utilization of employee skills. Which disciplines contribute to OB and how? Psychology: The science that seeks to measure, explain, and sometimes change the behavior of humans and other animals. It contributes in individual level in Learning, Motivation,...
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...Group Behavior Robert Watson Columbia College In an organizational context, group behavior is an important concept as it determines the cohesiveness and coherence of the organizational culture and organizational communication. For instance, unless the human resource department (HRD) function communicates the policies clearly and cogently, the employees would not participate and comply with them wholeheartedly. Hence, molding group behavior is important for organizations. However, this cannot be construed to mean that all employees must think and act alike. On the contrary, innovation cannot happen when group behavior is the same across all levels. The point here is that while organizations must strive for cohesiveness and coherence, they must not sacrifice the principles of individual creativity and brilliance that are at the heart of organizational change and innovation. In these turbulent times, there is a need for individuals to take a stand and be firm on the direction that the organization seeks to take. Of course, group behavior needs to be inculcated in organizations for the simple reason that employees must conform to the rules and regulations that govern organizations. Hence, there is a need for uniformity and consistency in the way organizational group behavior has to be molded. Group behavior must be encouraged by the HRD function as a means to ensure cohesiveness in the organization. In the technology sector, we often find employees straight out of campuses...
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...Institute of Business Administration, University of Dhaka Group Dynamics Our group for the Organizational Behavior assignment was selected by our course instructor for Organizational Behavior. Though this was a formal group, the fact that we had previously worked together and that the allotted time was limited meant that the group development processes took place quickly and the norms were already established to a great degree. All of us joined in the group discussions which was a good way to solve group conflicts. The work was divided according to individual expertise and we were sub-divided into groups; I had to work with another member on relating the motivational theories with the leader’s behavior while two other members worked on the leadership style aspects of the report. Then, the separate works of the sub-groups were compiled th by the 5 member. There was no distinct leader in our group because we were homogenous and of the same level of experience. Therefore it can be seen there was no distinct forming, norming and storming phases. But this did not have any negative impact on our performance. Tuckman’s Model of our team’s development is detailed in the table below: Stage Explanation Forming The team was formed by the instructor. Storming Subject of the assignment was chosen. Roles of the members were decided upon. Norming Members got to know each other properly. Performing All the members did what they were assigned to do. Adjourning ...
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...Reflection on Team Experience Today in many industries and organizations group/team work is a tool for effective achievement of organizational goals. Understanding the way groups develop and how they impact organizational success is important to the effective use of groups in organizations. One of the most common models to describe how groups develop was described by Tuckman. Tuckman studied group development as it was seen in group therapy. This was then extrapolated to involve the development of all groups and teams that exist in areas such as those seen in organizations. In 1966, Tucker proposed that group development progressed through four identifiable stages which were named forming, storming, norming and performing. The Tuckman model for the stages of group development is one of the most cited models in the business world. Over the years there were other studies that also agreed that groups go through stages and they had identified that there appeared to be an “ending” stage as well. In 1977 Tuckman with Jensen reviewed who the stages of group development had evolved over the years since his first proposal of the stages of group development and in response to other studies they added a final stage of group development which the called adjourning (Tuckman & Jensen, 1977). The adjourning stage will not be reviewed in this paper since there was no real adjourning stage with this group. Another model for group development is the punctuated equilibrium (PE) model which was proposed...
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...Organizational Culture and Leadership Defined California University of Management and Sciences Part III Case Study Professor Victor Hernandez MBA Chih-Min Liao 2014/8/29 Table of content CH.12 HOW CULTURE EMERGES IN NEW GROUPS------------------------------------------3 Introduction---------------------------------------------------------------------------------------3 Group Formation through Originating and Marker Events--------------------------------3 Stages of Group Evolution----------------------------------------------------------------------5 Conclusions---------------------------------------------------------------------------------------6 Ch.13 How Founders/Leaders Create Organizational Cultures------------------------------------7 Introduction --------------------------------------------------------------------------------------7 Culture Beginnings through Founder/Leader------------------------------------------------7 Example of Culture Evolution------------------------------------------------------------------9 Conclusions--------------------------------------------------------------------------------------13 CH14. How Leaders Embed and Transmit Culture--------------------------------------------------14 Primary Embedding Mechanisms--------------------------------------------------------------15 What Leaders Pay Attention to, Measure, and Control-------------------------------------15 Leader Reactions to Critical Incidents and...
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...that this group is in the storming stage of group development. The text states that during the storming stage there is high emotion and tension among the group. The team also could have many changes during this stage. During this time there are membership expectations and obstacles that are standing in the way to complete them. The reason that they are at this stage of group development is because Christine is having difficulty getting the team together for meetings and there is tension among the group members. The group member Mike is never making the meetings and is allowing his personal life to effect the group. There are some characteristics of the norming stage because most members did complete their work, but the problem with Mike is affecting them to be completely in the norming stage. I believe that it is very important for Christine to understand the stages of group development. The stages give a clear picture of what they mean and the benefits that each stage has. She would better understand the stages and have a better understanding of how to get to each level if she knew more about them. Christine is being faced with some problems. The primary problem she is being faced with is that she is having difficulty getting the whole group to work together and understanding the importance of the group. The secondary problem is having Mike on the same page as the group and attending the meetings. Mike hasn’t attended the meetings and seems to be distant from the group. Christine...
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