In the paper “Managing People and Organisation” the author analyzes five phases in formation of a group in the case of one of the biggest food service distributor corporations of the USA FOODCO company. FOODCO had developed six project groups for dealing with business issues.
Download file to see previous pages...
The formation of a group is an effective and slow process. In a group all people are associated with each other. According to Bruce Tuckman, there are five phases in formation of a group. They are as follows:
Forming is the preliminary phase where group comes as one and the members start to build up bonding with each other. In this phase the members find out what the organisation expects from the group. This phase is the first step towards developing the group. The members develop trust and set up limits on tolerable activities by experimentation. In case of any misconduct, the reaction of the group members decides if the conduct will be repeated in future or not. In this phase, the job of the members is allotted.
The second phase is called storming. In this phase the interpersonal disagreement takes place. In case the group is not capable to form the objectives and goals or the members differ on mutual objectives it can cause collision in the entire group. Thus, for a group to be successful the members must develop a common and precise objective and work towards it. A conversation is useful to reach a mutual agreement where everyone can freely share their views.
The third phase of group formation is norming where the members can successfully work out the disagreement. In this phase, it is important to judge about how to accomplish the objectives. Everyone becomes clear about their roles and assigned tasks expected from them. By formal and informal process the roles of members can be assigned. The course of action by which group will perform for fulfilling the objectives are decided. In this phase, the members can realise the operation of the group (Institute for Extended Learning, 2009). Performing In the phase of performing, the roles, expectations and customs are not significant. The group formation is complete in this phase after resolving the inside disagreements of recognition and allotment of tasks and initiating responsibilities. Members provide their full effort to accomplish the group objectives (Management Consulting Courses, n.d.). Adjourning Adjourning is the final stage of group development. In the year 1977, Bruce Tuckman had further improved the group formation phase and included the ‘Adjourning’ phase. In this stage, the group members begin to gradually disband the group as the objectives are completed. They identify their tasks in the group and move ahead (Funch, 2007). Forming Of Group in FOODCO FOODCO is known as one of the biggest food service distributor corporations of the USA. FOODCO had developed six project groups for dealing with business issues that was important for ELI (Executive Leadership Institute). There were 4–5 members to each project group ensuring at least one member has proficiency which is related to the topic under examination. The project was designed in such a way that it permitted group members to perform momentarily during each period of the project management. FOODCO had allocated a senior supporter to the group who helped in the project. The supporters are the company executives who have good curiosity in watching the success of the group and were ready to assist with the necessary resources, resolve organisational difficulties and offer supervision on how to advance and accomplish the group objective. The groups were given order to get in touch with the senior supporters when needed during the project phase. A survey had been conducted in each time phase to reach a conclusion (Furst, 2004). Fig 1: FOODCO Groups and Objectives Group Objectives of the Group 1 To develop an integration strategy for acquirement 2 To determine the method of efficient transfer of information technology from one ancillary firm to other firm 3 To determine the way to
...Download file to see next pagesRead More
Cite this document
(“Managing People And Organisation Essay Example | Topics and Well Written Essays - 3000 words”, n.d.)
Retrieved de https://studentshare.org/management/1390271-managing-people-and-organisation
(Managing People And Organisation Essay Example | Topics and Well Written Essays - 3000 Words)
“Managing People And Organisation Essay Example | Topics and Well Written Essays - 3000 Words”, n.d. https://studentshare.org/management/1390271-managing-people-and-organisation.
The company witnessed impeccable growth during 1990s and early 2000s when was opening a new store every workday and company’s stores and brand name emerged as the symbol of modernisation, progress and globalisation (DiJulius, 2008, p. 249). Today, almost one third of the stores of the company are outside United States.
The model is frequently established to be a strict and an inflexible structure in an organisation. The structure is observed to be quite inflexible, which can also discourage the workers to adapt changes or developments in the organisation according to the demands of marketplace and legal environment among others (Ingram, 2012).
uccessfully running the business at any place as it influences almost every aspect of the organisation. It can include the nature of the business, location, price of the products, or the personal policies. Hence, it is important to learn about the various aspects of organisational environment including economic factors, political framework, socio-cultural aspects, technological aspects and legal aspects.
Absenteeism can also be in form of stressed up employees, irregular work allocation and low quality services. Absenteeism cannot be fully eliminated due to unavoidable circumstances such as sickness and a manager should to have equilibrium between supporting employees with legitimate reasons of absenteeism and his efforts to have full attendance (Fisher n.y).
Organizational culture is important to sustainability and progress of any organization. Your organizational culture is part of the package that prospective employees look at when assessing your organization.
Thus, managing diversity may mean to the idea of appreciating its consequences and executing behaviours, work exercises and that respond to them in a successful manner. This has been faced with many challenges in the work places over the years.
The challenges of managing diversity are to generate surroundings that reduce its possibility to be a performance difficulty while taking full advantages of its potential to enhance organisational performance.
They were not trained or informed about activities and competencies of the Alstom group as a hole. They were low on morale and were considered less efficient than Original Equipment Manufacturing (OEM) employees. Under the leadership of
Main challenge that is predicted in the PwC report is the vision of workplace in future. The impact of this issue on HR function is at the heart of the debate initiated by PwC report. It is predicted by most business thinkers that the present form of HR, Finance and