Groups And Team Effectiveness

Groups And Team EffectivenessOrganisational behaviour is a methodical learning of the behaviour and reactions of persons, stems and sub systems that actions to understand, explain, predict and change human behaviour that occurs in the organisational context.Organizational behavior asshole be defined as the study and use of get alongledge about human behavior related to other elements of an shaping such as structure, technology and social systems (LM Prasad).Stephen P Robins defines Organizational behavior as a systematic study of the actions and attitudes that people exhibit indoors make-upsGroups and TeamsGroups and squads in the friendship play a actually signifi atomic number 50t in the mathematical exhibit of the association. For every achievement and breakd witness in the shaping teams and sorts play a study role. n be dates groups and teams inside the association function effectively while other disfunction. The employ of groups and teams inside an disposal stupefy enlarged on a oecumenical scale in current years.GroupA group is nonhing but two or additional persons who argon interacting and mutually dependent, agree come together to attain a common objective. A plow group is wizard which first and foremost interacts to sh atomic number 18 information and make decisions and to dish out their collection members of their bea. They dont enclose the chance to connect in collective work which wants joint fire. Here production is just the adding up of individuals split work. Hence in that location is no oft superior performance of work group.A figure of people who act together with one other are mentally witting of one another perceives themselves to be a compilation.Uniqueness of groupsGroup consciousnessA sense of shared purpose and identityShared communication and wage workShared closesInterdependenceInteractionGroups play a very important role on organizations. Groups are an essential feature of the work patterns of organiza tions.Types of groups at that place are two types of groupsFormal groupsIn-formal groupsFormal groupsFormal groups are created to achieve specific managerial objectives as well as be worried finished the management of work activitiesFormal group include command groups, task groups, affinity groupsCommand groups are usually included in the organizational graphTask groups is created to perform specific taskAffinity groups is created for new product nurtureFormal groups tend to be relatively permanent, although t here(predicate) may be a change in the membership of the teamInformal groupsIn-formal groups serve to please the emotional and communal want of group members not connected fundamentally to the farm duties to be undertakenIn-formal groups includes friendship groups and interest groupsFriendship groups arises out of the cordial relationships among members and the enjoymentThey get from being together.Interest groups are organized around a common activity or interest.They may be found on individual relations and association is able to hack across the official musical ar meanderment of the organization.Team A team is a collection of people computer programmened to work to gather interdependently and helpfully to gather the requirements of their clients by accomplishing a principle and goals. Teams are created for both long period and short period communication.Work teams have optimistic synergy which comes by their mutual effort. Hence the presentation level is wagerer than sum of human being inputs and consequently work teams have superior capability and better production than employment group. Hence an association must own employment teams with following characteristics which are collective presentation, optimistic synergy, temperament and mutual responsibility and balancing skills..Team work stool increase competitiveness by Improving productivityImproving quality and encouraging innovationImproving employee motivation and loadTypes of teamsTh ere are different types of teams exist in organizations today. Some evolved naturally in the organizations others have been formally created at the suggestion of enlightened management. The most common type of teams is quality circles, problem resolving power, virtual teams, and management teams. whole tone circlesMinute groups of players as of the comparable job region who frequently meets to talk about and advise solutions to occupation lay problems. Quality circles areProblem solvingProblem solving teams are temporary teams establish to attack specific problems in the work placeVirtual teamsTeams where the study interaction amongst members is by non-homogeneous electronic information and message procedureManagement teamsConsists of managers on or after a range of areas they manage work teams.MotivationMotivation refers to the mental forces that determine the direction of peoples behavior, their level of effort and level of persistence. Motivation is an internal state that d irects individuals toward certain(a) goals and objectives.Source of motivationHow does employee motivation impact organizational performance?Employee motivation plays a bang-up fraction in an organizations presentation and output consequences. Motivation encourages populace to try and attain their chosen job and goals. For many, motivation provides a sense of accomplishment and the good emotion of belonging to an association in control of their destination. Being part of something structured basin frequently offer much motivation for employees. Lack of motivation among the work strength can result in low encouragement to achieve, promote ban feeling about the association and the organizations concerns about its workers. Organizations who promote optimistic motivation express consciousness and acknowledgement about their staff further attractive creativity and efficiency resultsExtrinsic motivationRelated to tangible rewards, e.g. salary, security, conditions of work promotion,In trinsic motivationRelated to psychological rewards, e.g. a sense of challenge and achievement, receiving appreciationManagement and pourboireership plays a major role in the behaviour of the organization, now we go out see the relation they have towards there groups and teams.How Google motivate their employees?Google wrote a programme related to their employees they use their engineers what they did by the end of the hebdomad .Google use to send them email on every Monday, and focus the emails to collect in a file that everybody can examine. The mail will be transfer to every person and shames who did not respond by putting them top of the list. It has been fallowed every week from the time when we started, so each week of our companys history will have a evidence of what each person did. its good for presentation reviews, and if you are joining a development team, in a small number of minutes you can examine what your team members did the most recent weeks or months.How Google m otivates employeesManagementManagement is about changing behaviour and making things happen, it is an everyday activity involving interactions between people. Management is defined as the process of achieving organizational effectiveness with in transforming surroundings by interconnected competence, efficiency and fairness, obtaining the majority from incomplete resources, and functioning with and by other people.Elements of managementPlanningOrganizingCommandCo-ordinationControlLeadershipLeader ship is a affaire of making difference and is a combination of persuasion and compulsion that results in making people do things they might not other tonic have done. approximate management prefaceership helps to develop team work and the mixing of person and assembly goals, it aids essential motivation by emphasize the significance of the work people do and importance on interpersonal behaviour in a broader situation.A balance between management and leadershipIn the organization the t eam leader seems to be halo affixed, whereas the phase manager is seen to have incredible of sigma. Leader establish direction for group and gain the group members commitment and motivate them to achieve goals to move in that direction, whereas manager brings to brain less-charismatic persons annoying to construct people in to more competent device in the caper engine.Considering the definition of management we can see that leadership is actually a sub-category of management.Applying these concepts for manager and leader at bottom the location of a team, we discover attractive results If there be a team leader that is obvious to be uninterrupted by income of the team member necessities, or have a personality plan more important than the teams goals, then the leader is obvious to be more of a manager and become alienated from the team members. On the other hand, the team leaders most conventional and loyally followed are persons who reveal worry for the team members as folks with a ctual necessities, and are persons who put The reason of the group above there.Googles Organizational BehaviorMain factors and procedures that organisational behaviour contributed to the success of GoogleGoogle is one of the majority flourishing internet based industry.The achievement of the Google is fixed on its majestic organizational entrusts and core competencies.Google formulae of accomplishment are not only its knowledgeable expertise but withal its insistent ability to come up with both inventive and profit oriented projects.The inventive ability of Google combined with incorporated process in the supportive refining creates sustainable competitive benefit.For instance ,Google describes as investigate engine leader to facilitate create latest fangled opinion by physically powerful speed or what they call the 70-20-10rule where the staff preponderantly engineers are buoyant to use 70%of their functioning time on top of central trade functions,20% on related melodic phras e functions ,and 10% on areas completely of their own choice.The Googles are aggravated to put in their suggestions, thoughts, or no matter which that pertains to possible income gaining actions all the government agency through a range of means like meetings, intranet, and additional forms of message.Team work is another main factor for Google achievement. it is confirmed that engineers effort in teams in doing projects. The teams have whole freedom relating to their projects and the habits in which they will attempt on it.Organizational communication is also a core means of Google. Communication serves four most important functions within a group or organization as well as control, motivation, emotional expression, and information. This serves as the lane through which ideas , suggestions, and in sights that would potentially produce alter and innovative features within the organization or discussed.On the feature of HRM, Google has a distinct employment method that is surrounde d on the improved significance on appreciated intelligence and mind power more than experience.Major factors that make a payment to the extraordinary achievement of google are the capability on the way to innovate, exceptional teamwork in the middle of Googles, flourishing message process, and distintinctive service events. These are given critical factors and core competencies that make up the successful organizational. http//ivythesis.typepad.com/term_paper_topics/2009/08/googles-organisational-culture.htmlNegative aspects of Google cultureWhen there is positive aspect there are chances for detrimental aspects in the same way there are some negative aspects for Google.Google is having a very good reputation in the internet industry though they have a very good status in the internet business here are a small number of criticisms in the organizational background of the company.The negative features of Google culture are nonappearance of clear organization structure, work principle s, poor worker relations and its casual work culture.The unclear definition of management structure leads to organizational divergence. Divergence is a hazard because staff has conflicting values and practice different situations.Management theorys used as a corpse of awareness that will direct the engineers and project managers in constructing excellent decisions for the advantage of the whole organization.Google is also criticized for its unique recruitment process. Critics describes the process of Google recruitment is narrow.Google is also called up on its problematic employee relations and in efficient organizational behaviorGoogle on no account kept their schedule or activitys on time and forever turns up late for clients presentation.Positive and negative aspects of organisation will have enamour of groups and teams .in the organisation some teams and groups function effectively while some other groups and teams in organisation disfunction. This will directly reflect on the positive and negative aspects of the organisation, now we will critically evaluate why some teams and groups in the organisation function effectively while some others dysfunctional?The exercise of groups and teams within organisations has enlarged on an international scale in current years. This detail on your own suggests with the intention of a group demographic confers several concrete benefits to an organisation. Group is a set of people brought jointly through the set of plan that their personality skills resolve to higher productivity when combined. The employees may comprise equal skills in a particular field of the companys movement. For ex. The group research and development employees brought to gather for the focus groups involved in the development of Google chrome.Google chromeGoogle chrome is a browser designed by the Google to work exclusively with web applications. Designed goals and directions of Google chrome are as followsUser interfaceArchitectureRemote applicat ion accessHard ware supportIntegrated media playerPrintingLike handlingSecurity.http//en.wikipedia.org/wiki/Google_Chrome_OSGroups may also have complementary skills that allow them assist in the direction of a common goal. The staffs with in the corporation have enormous impact upon how the corporation functions and on its output, so it is significant for business to scrutinize and re-examine their organisational behaviour.Factors and process which influence group effectivenessTask orientation- an efficient groups is the majority possible to stay alert on its aims and targets that some one personality on your own and will be a great deal more focused than a dysfunctional group. This possibly will be achieved of through an organization goals and targets for the group as they progress through a task.Motivation through hierarchical flattening- The introduction of equality by the adding up of management within the group structure. The crash of barriers stuck between support staff and organization can lead to extra stress-free working(a) environment. Also organization with in group can uphold the focus and direction of the group. A successful group will be skilled to introduce a new member to the culture of the organization rapidly so the new member may not waste time in settling in.Group norms can serve to facilitate goal achievement- if each group member knows how he is to behave and what is expected of them, and then greater productivity is sure to ensue.If suitable rewards are deliberately offered to the maximum acting group then opposition will increaseIn a successful group the aims and targets are complete clear to all members, no one is puzzled or left exclusive of a task, nor are farm duties duplicated.Based up on social identify theory and the ordinary relish to uphold optimistic self perception people like to identify with high status groups and subsequently will work hard to stay associated with them.The stereotyping of out-group factors can facilit ate in -group unityHigh expectations placed upon a group can lead its members to function more effectively. Some possible benefits of high expectations areIncreased responsibilityIndependence and trustPraiseRoom for creativitySeek commentsOver look minor setbackA group working successfully will make easy cultural differences, for sheath, Americans and French tend to prefer not to work in a group where as the Nipponese do.The construction of a successful group may be due to its members living and socializing jointly, for example the Google employees live together in apartment movement accommodation this creates a sense of group harmony and also defines each members role in the strict hierarchy within the organization.Factors and process which influence groups to dysfunctionGroup norms can delay goal achievement, particularly if an associate of the group is intractable. In a group where norms are unidentified or deviated as of certain employees as an alternative of tolerant and adh ering to the norms, it takes longer for upcoming members to connect in and be accepted.One of the major flaws in a dysfunctional group is similar to to be communal loafing the responsibility of each person is diminished, they everyone feel they can get away with a minor amount of work than if they are functioning alone. This might be due to the idleness on the part of staff or inaccurate organizational behavior on the division of the employer, for example having groups consisting of too numerous members or not allocating the accurate quantity of work to a group.Unclear instructions or briefs provided by higher indorsement could lead to a team performing poorly.If a new member of the group joins, it will take time for them to learn the group norms, dysfunctional groups may be the result of regular membership reshufflingA dysfunctional group may be the result of combining contrasting cultures an example of this is the alignment of Chrysler and Daimler-Benz-the cultures clashed and t he groups of the two sets of employees did not get along.Motivational incentives can cause disharmony among group members, if members of the group pitted against one another in competition this can often backfire and be counterproductive with the faster slowing down to keep pace with their slower working friends.Competition for leadership can lead to loss of focus and productivityA social phenomenon called group conceptualise can result from certain conditions, usually when the group is successfully and has excited for a while. The symptoms of group think arePressure to conform applied by other members of the group- this can stifle individual input.Self censorship-a group member may hold their spittle if they feel they are in the minorityFeeling of unanimity and invulnerability-individuals in a group, especially a successful one, may develop an arrogance that could lead the group in rash and risky directionsA group may become dysfunctional if it is under threat this is called the c rises factor and can panic group members in to rash choices and sub-par work.A group can deteriorate in performance if it is rife with negative stereotyping-the perception-the perception of a whole individual based up on specific attributes has implications for selection, promotion and performance evaluation.If individuals do not feel pride in a group then they will attempt to change the status of the group and try to detach themselves from itA group may become dysfunctional if low expectations are placed upon them. Some negative impacts of low expectations includeDecreased responsibilityDirective instructionsEmphasis of mistakesLess attention paid to comments/suggestionsTo predict how groups behave certain psychological models can be applied specifically tuck mans model of group development and Gersicks punctuated equilibrium model. The following is a representation of tuck man and gersicks model superposeA group working effectively will progress through the stages quickly to the performing stage after resolving any leadership disputes and establishing norms early on. Effective groups will contain members that have complementary skills and personalities, a group may work well if they have been formed for a long time or if they have worked to gather before as this greatly diminishes the effects of stages1-3 of tuckmans model. A dysfunctional group will spend longer on the earlier stages not performing this could be due to number of factors either attributable to the individuals within the group or the management that assembled the group. The management may have chosen individuals that are not suited to the task they may not posess the necessary skills, or have little cooperation or leadership qualitys. It could simply be due to the fact the group members do not get along socially, this can lead to lower productivity so it may be wise to form a group of individuals of prior acquaintance. This could however have a negative impact if the colleagues have a social relationship they may not focus up on the task in hand.General Electric Case StudyManaging Groups and Teams within OrganizationsRecognize and understand group dynamics and development Understand the difference between groups and teams Compare and contrast different types of teams Understand how to design effective teams Explore teams and ethics Understand cross-cultural influences on teams In Durham, North Carolina, Robert Henderson was opening a factory for General Electric (GE). The goal of the factory was to manufacture the largest commercial jet engine in the world. Hendersons opportunity was great and so were his challenges. GE hadnt designed a jet engine from the ground up for over two decades. Developing the jet engine project had already cost GE $1.5 billion. That was a huge sum of money to invest-and an unacceptable sum to lose should things go wrong in the manufacturing stage. How could one person live up to such a vital corporate mission? The answer, Henderson decided, was that one person couldnt fulfill the mission. Even Jack Welch, GEs CEO at the time said, We now know where productivity comes from. It comes from challenged, empowered, excited, rewarded teams of people Empowering factory workers to contribute to GEs success sounded great in theory. But how to accomplish these goals in real life was a more thought-provoking question. Factory floors, conventionally, are unempowered workplaces where workers are more like cogs in a vast machine than self-determining team members. In the name of teamwork and profitability, Henderson traveled to other factories face for places where worker autonomy was high. He implemented his favorite ideas at the factory at Durham. Instead of hiring generic mechanics, for example, Henderson hired staffers with FAA mechanics licenses. This superior training created a team capable of making vital decisions with minimal oversight, a fact that upped the factorys output and his workers feelings of worth. Hendersons s elf-managing factory functioned beautifully. And it looked different, too. Plant manager Jack Fish described Hendersons thoroughgoing factory, saying Henderson didnt want to see supervisors, he didnt want to see forklifts running all over the place, he didnt even want it to look traditional. Theres clutter in most plants, racks of parts and so on. He didnt want that. Henderson also contracted out non-job-related chores, like bathroom cleaning, that might have been assigned to workers in traditional factories. His insistence that his workers should contribute their highest talents to the team showed how much he valued them. And his team valued their jobs in turn. Six years later, a Fast Company reporter visiting the plant noted, GE/Durham team members take such pride in the engines they make that they routinely take brooms in hand to drag out out the beds of the 18-wheelers that transport those engines-just to make sure that no damage occurs in transit. For his part, Henderson, who remained at GE beyond the project, noted I was just constantly astounded by what was accomplished there. 2010 Jupiterimages Corporation Teamwork can make something as complex as an airplane engine possible. GEs bottom line showed the benefits of teamwork, too. From the early 1980s, when Welch became CEO, until 2000, when he retired, GE generated more wealth than any organization in the history of the world. Sources Fishman, C. (September 1999). How teamwork took flight. Fast Company Issue 28, http//www.fastcompany.com/node/38322/print Lear, R. (Jul/Aug 1998). Jack Welch speaks Wisdom from the worlds greatest business leader, Chief Executive Guttman, H. (Jan-Feb 2008). Leading high-performance teams horizontal, high-performance teams with real decision-making clout and accountability for results can transform a company, Chief Executive, 231, 33.ConclusionMany factors and process that influences group effectiveness or dysfunction has been highlighted. Organization should consider ca refully when assembling and structuring any group or team because both the market and the organization should work under the organization .