The Impact of Competition and Conflict on Group Performance - Research Paper Example

Introduction: The important aspects of group dynamics include conflict and competition. The objective of this paper is to assess the impact of “competition” and “conflict” on group performance and whether they bring down the performance of the individuals in a group to levels in which they would have performed better if they were working individually. For this purpose, various theories provided in the academic literature in the book “A Systems approach to Small Group Interaction” by Stewart L. Tubbs will be discussed in detail. The various concepts that will be discussed in order to come to a conclusion on the above-mentioned dilemma include an in-depth analysis of group vs. individual decision making, motivational patterns in groups , conflict, competition, task functions and maintenance functions. The objective of this paper is to determine whether working groups are always desirable or are there situations in which individual work is more suitable due to the complexities and negative impact of group dynamics. Concept 1: Group Vs Individual Decision Making It is now a widely used concept that two heads are better than one. Many organizations believe in this concept and decisions are based upon group or team. The advantages of group decision making over individual decision making are numerous. Besides the above factors in favor of the group decision making, making complexities and problems arise during the decision making process. Murnighan (1992) argues, “Mixed-motive situations—when there is simultaneous pressure to cooperate and to compete– imply communication procedures that are distinctly different from those in other problem-solving situations”. From this statement it can be deduced that while it is generally argued in favor of working groups that group decision making is rather impartial and participative with many heads coming together to come to a solution to a problem, is not always true. Group decisions can be dominated by either one person or few members who agree on the same view irrespective of the others point of view. Sometimes, a member of the group has to suppress or withhold their beliefs and thinking as it would odd them out. In this regard, Stewart L. Tubbs concludes that group decision making can be improved. Whereas many decision making techniques have been identified in the text including the systems principle of equifinality, tacit bargaining, and rational problem solving methods including Kepner-Tregoe, Fishbone technique, Brainstorming, Six thinking hates, mixed scanning and tacit bargaining. The above quoted facts imply that whereas eighty percent management theories advocate group decision making, in reality, group decision making is inclined towards partiality and is influenced by situational factors. Case Study Concept 1: Group Vs Individual Decision Making The most common instance in organizations is the feedback process used before evaluating an employee’s credibility for a promotion. The situation is such that the existing status quo is disturbed whereby one of their colleagues is moving up the ladder, while the rest remain in their own positions. The other group members realize that this would mean that their colleague would have more authority and power over them and this result in a mixed motive situation. Considering this, in the pre-promotion phase, when the other group members are asked for their feedback on the suitability of the candidates within the group for a promotion, the feedback of the members would be inclined, partial and biased in favor of the prospect with whom they are more friendly. This fact also explains why dinosaur companies prefer recruiting managers from outside the organization rather than inside because the feelings of the existing micro groups run high and it is difficult to choose one person and promote them while aggrieving the others. This problem is worsened in case of experienced and individual employees. Considering the above, we have reached the conclusion that even though group decision making is preferred over individual decision making, however, it is inclined toward the more influential persons within the group. In effect the decision maker is an individual capable of influencing others to follow him (a leader) even within a group. The only difference that I observe is that in group decision making, other members are taken into confidence whereas in individual decision making, the decision may be dictated to them. However, the choice of the decision making strategy is greatly dependent on external & situational factors. Concept 2: Competition Competition within the group members, power politics and motives can influence the communication process of the individuals which may end up making the final decision partial. Competition in groups can also cause conflicts among the members. Competition can cause one member not to disclose or openly expressing his/her thoughts and ideas on the basis that the thought is his/her advantage point and if it is known by the others then instead of getting the needed appraisals individually it would be known as a collective effort. The rising of competition in a group or individuals depends on the personality and the needs (Maslows hierarchy of needs). Case Study Concept 2: Competition Competition can arise among the members of the group to show that they are more capable than the other member. This is very common in a group. Suppose that the group has being assigned to come up with the best strategy to market the product. Each and every member gives their views and thoughts. But because everyone is competitive in nature they want to give their best ideas. This kind of competition is healthy for any group as it results in increased performance of the members and ultimately the group can have the best idea that can be implemented. Concept 3: Conflict According to the Stewart L. Tubbs conflicts occur due to irreconcilable activities. Conflicts arising in the group are a very common phenomenon. These conflicts can arise due to various reasons. These can be related to competition among the groups or rivalry among one person of the group or different groups. Conflict can also arise if one members beliefs and views due to comprehend with the other members. Conflict is regarded a good thing in group by many writers as it reduces the chances of groupthink. It is assumed by many people that conflicts in group result in lower performance and group effectiveness. This statement is neither true nor false. This reason is that conflicts arising in a group can either be destructive or constructive. Conflicts that get out of hand can be destructive. Conflicts can be constructive if it leads to high group performance and effectiveness. Diversity issues can lead to group conflicts as members in the group try to fulfill their specific needs. Conflicts can be avoided by using the techniques concluded by Stewart L. Tubbs as avoidance, compromise, competing, collaboration and accommodation. It would be wise to induce that the affect of conflict and its impact on the group and individuals depends highly on the behavior and nature of the members as well as the leadership style. Case Study Concept 3: Conflict The conflict in a group can arise due to very little things that many group members might take personally. Suppose the situation is that a cross-functional group is working on a project. Suppose the cross-functional team is working on implementing new sales software that concerns the sales, marketing, IT and HR department. The conflict arises when the HR department and sales department refuse to certain training methods because the sales department thinks that it is not useful and waste of money for the company. The conflict is not destructive but constructive. It is so, because the HR department can now re-plan the training methods that suit the needs of the sales personnel as they did not take into account their needs. Concept 4: Task Function Task function means task roles. Stewart L. Tubbs has summarized the task roles as initiating, information and opinion seeking and giving, elaborating, coordinating, orienting, evaluating, energizing, assisting and recording. These roles give the group a direction and a plan in which they have to work. Task functions can work better following certain communication channels. But these communication channels depend on the size of the group. These include wheel, circle, chain and all -channel. The communication in the group can also have a great influence how the roles are to be set. Social loafing can have a negative impact on the overall performance of the group if one member decreases his/her efforts thinking that the other member might do it. Case Study Concept 4: Task Function It is a natural process in every group to breakdown the task or the work into different segments. The group members are allocated for the completion of each task. The situation is such that a group is given a task to come with a new marketing campaign strategy. The members of the group assign themselves different roles and functions that they can perform effectively. The idea can be developed by using the initial thoughts and ideas of the members. Then the members can work on the task functions by coordinating and evaluating each and every step they take. Every group has different methods and ways of accomplishing a certain task. If the group follows the task functions it can lead to success and failure to do so might lead to disaster. Conflicts can also arise in implementing the task functions because task activities can build tension. Concept 5: Maintenance Function The maintenance function or roles can lead to building a strong group. The roles that can lead to group building include compromising, harmonizing, encouraging, observing, following and setting ideals. These roles can help in keeping the group together and motivating the members to work together without any conflicts. Working by task activities can be tension building. By using the maintenance functions members can achieve psychological intimacy which can be a step forward in group’s success. In addition it can increase the spirit of togetherness and teamwork among the members of the group. Case Study Concept 5: Maintenance Function The situation is that the group is not successful in achieving its goal. The members of the group are highly disappointed because even with the effort they had put in the work it still could achieve the desired results. The leader of the group does not give up and gives supportive attitude instead of being mad and angry. The leader tries to revive the spirit of the group and tells them to put in one last effort to make the goal a success. Instead of giving a chance for the conflict to arise when one member blames the other for the unsuccessful work, the leader tries to encourage everyone. Due to the leader’s expertise and relationship building skills he is respected by his members. If the leader had led the members blame each other then the group would have fallen apart and the work assigned to them would never have been completed. Concept 6: Motivational Patterns in Group There many different ways a member can be motivated within a group. The leader can always appreciate the work and effort put in by a member. The group members can be empowered to make certain small decisions in the group. This could lead to greater productivity; the member can response to the problems quicker, communication can improve within the group (Stewart L. Tubbs). The leadership in a group can also be a motivating aspect for the members. The leader can follow democratic, laissez-faire or autocratic style. All these leadership styles show what kind of communication process the group follows. For example, if the leader is following an autocratic style then it will be de-motivating for the members as they would always be doing what is asked of them and not showcase any of the abilities that they possess. On the other hand, if the leader is following a laissez-faire style then each member of the group can freely express their ideas and views on the task being accomplished. Also the interaction process among the members and the leader can be motivational for the each person. Positive reactions from each other can also be a motivational factor. Case Study Concept 6: Motivational Pattern in Group The situation can be that a person in the group has worked exceptionally well on a certain task assigned by the leader. The worker is not appreciated as the members and the leaders consider it as his duty to the work efficiently. The result would be that the person will be de-motivated as his work was not appreciated. Next time when he is working in a group with similar or different members, he would never put in his best effort. The overall performance of the group might to down and the task or the goal might not be that successful as it was anticipated. Conclusion Keeping in view the above concepts, it can be concluded that decision making depends on the situation of the firm whether group or individual decision making is suitable. Competition in a group can be healthy. Conflicts can arise due to various reasons one of which is task functions. To work in a group task functions and maintenance functions can lead to success. Motivational patterns can help keep the members happy and retained. Read More