Small Work Teams and Their Contributions to the Organization - Research Proposal Example

Summary: A Qualitative Analysis of Issues Affecting the Success of Small Business Groups Introduction: Very little study has been done regarding small work teams and their contributions to the organization. This study is aimed at filling this knowledge gap by focusing on challenges faced by small work groups in the organization. Inefficiency in small group management and delivery of results can affect virtually every aspect of operations depending on the level of impairment and the sensitivity of the impairment to the overall organisational operations.

The study is important since it’s recommendations will help improve team success and organizations performances. Literature Review Several studies have been referred to in the literature review. Focus has specifically been directed to the psychological needs of teams, individual psychological factors, organizational emotional norms, succession, and personality diversity. Psychological Needs of Groups and Teams Group success depends on bonding, homogeneity and coordination variables which are psychological in nature.

Communication and decision making should be free to all at least to some extent for greater success. Individual Psychology Level Moods and Emotions Personal feelings towards life and work contribute to the performance expected at the workplace. Individual motivation depends on their state of emotion. Four factors of emotional intelligence that affect interpersonal relationships at the workplace include perceptions and beliefs at the personal level and the manner in which they are expressed; how individuals deal with emotional orientations; how individuals analyze emotions; and how emotions are regulated.

Group Psychology Level The emotions of an individual can easily affect the performance of a team. Group dynamics dictated by the balance between negative and positive forces on the group need to be based on individual influence on the team. Organizational Emotional Norms Feelings and emotions affect group performance. The longer it takes an organization to set out localized and customized norms, the stronger they are in terms of psychologically binding the group. Group Cycle and Stage Succession Factors Groups and teams’ formation happens in a cycle.

Success in one stage ushers in the conditions needed for the next stage to be operational. 5 Stages of Group Development 1. Formation of the group - people coming together to meet specific objectives) 2. Storming stage - coming up with ideas on how to solve problems and challenges 3. Norming stage– establishing working rules, defining roles and relationships between group members, and developing group culture 4. Performing stage – actual work of the group is done at this stage using resources 5.

Adjourning stage – the group completes its work and is wound up Personality Diversity Factors Group settings bring together diverse personalities with common goals. Personality diversity may be strength in group activities, or may hinder success if the individual group members do not bond well. Research Approach/ Methodology The study’s results will be based on the interpretation of answers provided during the survey. The qualitative data will be collected using questionnaires. 10 people will be issued with the questionnaires.

Data Analysis The data collected will be compared and contrasted with secondary data. The data will also be extrapolated and interpreted depending on the answers provided by other respondents. Possible Risks during the Study 1. Biasness, respondents providing false information, misunderstanding of questions 2. Limited finance 3. Plagiarism/copyright infringement Ethical Issues The necessary permissions will be sought before the survey begins Respondents’ identity will remain secret Xxxx Organisation must take care of horizontal and vertical needs - All the needs of different departments and employees should be taken care of