Discuss about the Group Dynamics for Managing Organizational Behaviour.
In the following incident, I am sharing an experience when I was recently appointed as the Human resource Assistant HR in the company ‘HR international group of consultant,’ the incident took place two years ago and caused the work place and the group dynamics to change.
Over a coffee, The HR manager of the company, Mark, in the boardroom shared a vision of how and what the organization is suppose to look like in the future and explained everyone about the idea to flourish the working of the organization and the work each one was suppose to perform. Mark was supportive and motivated the team in every perspective. The company had recruited the assistant HR and Interns in which there were five new employees including me, we were explained about the work, comforted and motivated by Mark. Out of the employees recruited one of them was Sharen, from the very beginning I was keen and focused and did really well in the work I opted, whereas Sharen seemed to be jealous of my performance and did not like the appreciation I usually received. (Adler, Gundersen, 2008)
Few days later we were assigned a group assignment in which Sharen was made to be the group leader, she divided the work to each of us, but due to her jealousy towards me she was not thinking as a group leader and was in a thought of how to bring my perform down. Sharen started portraying my negative image to the rest of the employees, this in turn brought a misconception in the group and the group did not feel motivated and was mislead by the group leader.
The group’s functioning was affected due to the less interaction and the forces operating between Sharen and me within the group, the structure and processes of the group lead the group dynamic issues. (Robbins, 2010)
The result of the assignment proved to be poor and the team suffered, communication had been the major problem and this situation caused a lot of issues and problems for employee, this also affected the performance and lead to job dissatisfaction, later due to the poor result the manager Mark who was a good team leader, a motivator and a good communicator with an experience of many years of working with so many employees of this type went through the work done by the employees and analyzed the problem that Sharen was misleading the group, and called for a meeting and discussed the issues. The employees realized that it is very essential to have a good team leader and a communicator for a proper functioning of the group.
The motivation vary between individuals, it is the high level of effort towards the goals of the organization with the amount of effort used with the ability to satisfy the needs of an individual. Motivating the employees at the workplace gives a positive result in the overall performance and job satisfaction of the individual along with meeting the organizational goals. There are basically two main theories of motivation, the early theories of motivation: content theory and the process theories of motivation. The early theories, these are four theories, Maslaw’s hierarchy of needs theory, Alderfer’s ERG theory, McClelland’s acquired needs theory and the Herzberg’s two factor theory. The process theories have the Equity theory and the Expectancy theory.
The two theories relevant to the scenario are the McClelland’s theory from the early theories of motivation and the equity theory from the process theories of motivation. There have been a number of problems that was being faced in the scenario because of the misconduct of the team leader, there was total lack of motivation within the group and the managing of the team leader with its members did not go on very well as they had issues regarding each other, Sharen the team leader had been dissatisfied by the appraisal of the other employees and always wanted to be at the top most, the scenario reflects the urge of competition that Sharen had within her but instead of paying more concern to her own performance she thought of degrading the performance of others and unknowing started bringing a negative vibe between the members of the group she lead by portraying a negative image of her colleague (Ching, 2015). The problems of lack of motivation that Sharen had can be analyzed by the McClelland’s acquired theory and the equity theory as she had high achievement, affiliation and the power she had. Sharen used the institutional power provided to her as personal power which proved to be undesirable. Sharen always compared her work with other employees work and always compared her own effort with others appraisal loosing her motivation. The issues lead to effect the overall performance when Sharen the group leader did not do her job well and there was a down fall in the result with poor performance by all the individual members due to her personal issues with the employee she thought of not letting that employee perform well and would be responsible for the result that would take place but this in turn had affected the others too, a proper assessment was required for the motivation of all by Sharen (Thomas, 2009).
The group dynamics has two parts in it, the group and the team, the group in the group dynamics focuses on the overall development of the group and acknowledge the results and evaluate the reasons for the individuals as per why they should be a part of that group, what stages of development, the competitions and intergroup development are required, the team building is the group of people working of a common, specific goal and purposes building with high performance is very much essential for the proper group leader to perform, the group leader should have the proper functioning of the group and the team he or she is leading, Sharen proved to be unsuccessful and did not come up being a good team leader as she lacked the ways of leading the group towards a shared goal. Sharen could not expand the team capabilities and implement the changes in the group, when she being the leader herself did not communicate well and also did not focus on the development of the group to attain the result in a positive way, the scenario clearly explains the problems that lead to the issues to the group dynamics, there was continuous conflict between the leader and the employee, Sharen did not build high performance team and herself made misconceptions between the members by bringing a negative impact and image about the employee as she did not want that the employee should perform well and should be responsible for the result. The manager who had been very supportive and had managed the employees with high motivation and communication had analyzed the situations and later took steps to discuss the situation with the team. The group dynamic had been affected and the result proved to be poor and the behavior of the group leader was unpleasant and misleading the members. There were issues regarding the role of the leader, Sharen being the leader instead of leading the group to the right direction brought about issues which she felt would satisfy her personal problem with the employee and indeed made a number of problems. The high performance requirement could make Sharen prove herself as a good team leader if she had focused and interacted well with each individual in the group, Sharen as a team leader could prove her abilities and would achieve a great performance appraisal if she had focused on the team building and her duties (Marcus, 2013).
Sharing information helps the individuals to articulate the real meaning and make a flow of exchanging the ideas and information, a good communicator should also be a good listener, active listening also helps in active response without much difficulties, communication leads to a better understanding and results in the a positive analysis of the situation. The ideas when expressed freely will be always beneficial and will always help to analyze the importance to follow the ways and lead the situation well. The communication is the interchange of information, it is essential for survival in every perspective of life, the communication in the organization is the way of expressing the ideas and ways to inform each other regarding the work to be done or the requirements, a good communication skill is very essential and is required to flourish the organization or any group with a proper functioning, the communication gap leads serious issues within the organization and also between the members who are the part of that group, it is very essential for a team leader to be a good communicator and adviser, the communication also means the sending and receiving of the information or exchange of messages through proper means. In the scenario stated above the communication was a major issue that had changed the overall misleading of the group, the leader did not communicate well with the members and due to the lack of exchange of information within the group the result had been poor and the performance of the overall group was affected. The exchange of information between the employee and Sharen was not proper and due to which, the employee misunderstood and mislead the work to be done (Satell, 2015).
The communication plays a very important role and also it has many barriers, Sharen had a closed mindedness and highly dogmatic as she was found to be difficult with opening up to information she had and also a poor communicator and because of which she was an ineffective manager. The barriers to communications can be minimized but in the Scenario it is very clear that Sharen did not want to communicate well as she did not want the employee to do well and give a good performance, if the two would have communicated well and worked with focus, the problems and issues would have been resolved and the mindset of Sharen could have changed, bringing a good result with positive feedback for performance of all the members.
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Motivation, group dynamics and communication ACTIONS |
RATIONALE |
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Motivation of the people identified in the scenario |
Motivating the employees at the workplace gives a positive result in the overall performance. Sharen should be motivated by the manger even more and should be given opportunities to prove herself with proper guidance about the problems that can let her performance down, she should be made to work on some different projects other than the other employees and should be praised for her performance, as motivating the employees at work gives a good positive result and also improves the performance and build confidence in managing the work well with a lot of positive attitude and perception towards the other employee in the organization. |
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Actions taken to improve group dynamics. |
The group dynamics can be improved by building a team with skills that would be essentially important to the overall performance of the group; the group members so chosen should be well informed at their work and should have a clear idea about the task. The development of the group should be at the priority so that the group members gain skillful learning and understanding between them. The intergroup development and working as team is the most important factor that helps the group to perform well with building high performance (Davis, 2014). |
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Actions taken to improve the communication. |
The action taken to improve communication of the employees helps to the organization to work with a great ease. The group communication with the members and the leaders was the main problem in the above scenario. The leader Sharen did not communicate well because of her closed mindedness. The communications can be improved by providing the appropriate use of minimizing the communication barriers between the two and also making Sharen realize the issues that took place because of her misleading communication and the misconduct. The most important action to be taken to improve communication is to give advice to Sharen and also making her a good listener (Robinson, Segal,& Smith, 2016) |
Reference
Adler, J, N, Gundersen, A, 2008, International dimensions of Organizational Behaviour, Thomson south-west, USA
Ching, B, 2015, Literature reviews on the theories of motivation, viewed on 6th January 2017, < https://www.linkedin.com/pulse/literature-review-theories-motivation-brandon-ching-phd>
Davis, C, 2014, Organizational Behaviour, Group Dynamics & Teamwork, viewed on 6th January 2107, < https://www.linkedin.com/pulse/20140718083451-209199866-organizational-behaviour-group-dynamics-teamwork>
Foster, N, 2017, Good communication starts with good listening, viewed on 6th January 2017, < https://www.mediate.com/articles/foster2.cfm>
Hinds, J, 2016, How to get motivated and be a productive in the morning, viewed on 6th January 2017, < https://www.getmotivation.com/motivationblog/>
Marcus, K, D, 2013, Group Dynamics: Theory, Research, and Practice, viewed on 6th of January 2017, < https://www.apa.org/pubs/journals/gdn/>
Robbins, P, S, 2010, Organizational behavior, Dorling Kindersley (India) Pvt.ltd, India
Robinson, L, Segal, J, Smith, M, 2016, Effective Communication, viewed on 6th January 2017, < https://www.helpguide.org/articles/relationships/effective-communication.htm>
Satell, G, 2015, Why Communication Is Today’s Most Important Skill, viewed on 6th of January 2017, < https://www.forbes.com/sites/gregsatell/2015/02/06/why-communication-is-todays-most-important-skill/#3d6d9d3b3638>
Thomas, M, 2009, 30 Wonderful Articles and Sites for Self Motivation, viewed on 6th January 2107, < https://www.entre-propel.com/motivation/30-wonderful-articles-and-sites-for-self-motivation/
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