Group Behavior in the Context of Engineering Business Management - Essay Example

Group Behavior Numerous have emerged with different definitions of group behavior due to their different perceptions. This paper will define group behavior in the context of engineering business management in order to bring a fervent meaning. Group behavior is described as the study or investigation of an individual’s behavior in an organization or firm’s setting. Group behavior refers to a series of system or figure of shared meaning that are held by members and used to distinguishes the a firm from another (Kourdi 34). Team working is described as a collection of individuals who share similar abilities, interest, responsibilities or goal and combining their efforts in order to explore the maximum potential that is intended to be used in accomplishing a specific obligation. In the current decade, there is an increase on emphasis on teamwork. The aim of this section is to conduct an in-depth analysis and review of the books, researches and reports that have been published about group behavior so that it may build a profound understanding of the group behavior. The literatures that will be selected will attempt to point out the overall trends of group behaviors observed in various settings (Marios 56). Various theories and models will be ventured on with the objective of filling the gap that have been left out due to limited research on the essentiality and significance of group behavior and leadership. The ideas, concepts, and framework that will be ventured on in the review will attempt to support the hypothesis of the paper and give the transparent answers to the research questions. Types of Group Power They include Reward power, Coercive power, legitimate power, Personal power, Expert power, and Referent power (Moline, 2001). These powers functions depending on the type of manager who holds the authority. Reward power: It is described as the extent to which a leader can use intrinsic and extrinsic rewards to mobilize and control other people at workplace. Success and prosperity in the accessing and utilization of rewards greatly depends or rely on how well the manager is acquainted with the knowledge and skills. Coercive power: It is a type of power that extents to which a leader can deny and restrict desired rewards and administers punishments so as to mobilize, monitor, and control other people. Availability of this kind of power varies from one manager and firm to another. Legitimate power: It is a form of power in which a manager can use subordinates’ internalized beliefs and believes in which they acknowledge that the “boss” has all the rights of implementing and designating command that control their behavior. When legitimacy is lost, power and authority is in most cases not accepted by subordinates. Personal power: Personal power is a type of power that is commonly based upon an individual’s authority and ability to make decisions. An individual who possesses the qualities and attributes that can influence a multitude of people to move or shift towards a direction has a good personal power. An individual who can be the head or spearhead a population towards doing or accomplishing a task also has an excellent personal power. By power commonly designed to be derived from individual who is the sources of power. Expert power: Is described as having the ability to control and mobilize another person’s characteristics and behavior through being well acquainted with sufficient of knowledge, experience, and skills that the other person desires or needs, but do not have. Referent power: Is the ability to command another person’s behavior because the individual has a desire to identify with the source of the authority or power. It can be made efficient and enhanced by linking the individual’s personal attributes to ethics, morality, and long-term vision. This will assist a person to understand the criteria in which managers acquire the power that they desire for leading or spearheading those working under them. 3.0 Organization/Group Structural behavior models Group behavior models are considered to be vital components for the prosperity of an organization. There are four principle frameworks or models in which firms or industries operate from. They comprise of Custodial, Supportive, Autocratic, and Collegial. These models are highly essential for the understanding of individual’s behavior in an organization. Each and every firm had a well formulated and designed organizational behavior system. It comprises of the values, beliefs, goal, stated or unstated philosophy, and mission; the efficiency of managerial communications and the elementary dynamics; the status and nature of both the informal and formal organizations; and the social environment influence. These elements are combined and coordinated to create an atmosphere in which the individual attitudes of the employees can produce motivation and the mission vision achievement. All these figures combine to structure the model in which firms use to operate or run their activities. 3.1 Custodial Model The general platform of this model is on the economic resources with an accounting and managerial orientation of hard cash or money. The employees of the organization are in turn oriented towards the security system, benefits, and dependence on the firms. The employee’s desire that is achieved is security. The results of the performance are a passive cooperation. Leaders and managers simulate the employees by availing offers and benefits such as facilities. This will motivate the employees to work on their individual needs in reference to those of the firm so as to win more benefits. The model or framework greatly depends on the economical resources, the money that has been oriented by the manager or leader, employee’s security, offers, and benefits, the psychological result of the employee depends on the organization framework, and that the results of the performance is a passive cooperation. When an employee gives a good work output, the commission and payments get better. The workers are compensated according to their level of performance. Each and every employee depends on their personal abilities in order to benefit more from the firm. The workers have to explore their maximum potential in order to have good productivity. 3.2 Autocratic Model The basic platform of this model is about power with a leadership orientation of authority execution. The employees are in turn oriented towards boss or leader who is obedience and dependence. The employee’s need and desire that is achieved is subsistence. The outcome performance of the employee is always minimal (Kourdi 101). This model greatly relies on the power so as to effectively and efficiently execute a certain duty. The ultimate underlying factor behind this model is that it relies on power, the managerial orientation is based on authority, the orientation of the workers within the organization is obedience, the psychological result of the workers greatly rely on the boss or leader, The workers desired met is subsistence, and that the outcome of the performance is minimal. The defense teams have the administrative power and authority to obey them and that the soldiers are obedient and humble to obey the calls of the office to execute a certain duty. The defense team has an authority over the authority over the workers. 3.3 Collegial Model The principle support of this model is a partnership with the managerial orientation of group work or teamwork. The workers are in turn oriented towards self-discipline and a mature and responsible behavior. The employee desire that is achieved is self-actualization. The performance outcome is moderate enthusiasm. The employees greatly depend on the work output of each and every individual at workplace. This is because it determines the productivity and work effort that was put in place. Absenteeism at work is not encouraged. All the individuals are required to have a positive attitude towards a certain task. This is the most efficient and proper criteria of ensuring that the targeted goals of the firm and group has been achieved. The results of the performance are often a moderate enthusiasm. 3.4 Supportive Model The key support of this model is a support oriented managerial in leadership. The workers are in turn are oriented and motivated towards obligation participation and performance. The workers desire that is achieved is recognition and status. The outcome of the performance is awakened drives. This model greatly depends on leadership skills and knowledge. The managerial orientation of this model is support. Participation is the psychological result of this type of model. The model greatly depends on how the workers use their psychological settings to execute the co-operated obligations Individuals Organization Behavior This theory focuses on an individual’s behavior. Individual behaviors that are impacted on entail moral and ethics. Politics can make an individual to have conflict and portray an unethical behavior. It is an Internal and external factors that plays the role of stimulating the desire in individuals to be continually and consistently interested and committed at work, or subject so as to make an effort for achieving a certain goal. Organizational behavior theory is usually obligated to represents various concepts and ideas that assist a firm create a better management practices. There are numerous attributes and factors that should be considered when you are in a group that is expected to behave in a certain way. This section will elaborate the attributes and things that should be looked at and ventured on when in a given so as to have the same behavior. Intelligence: a group member should be well educated and equipped with the skills, knowledge, and ideas that will assist in coordinating and moving individuals in moving in on direction of achieving a given obligation. Knowledge is considered to be a tool of fundamental significance. The individual should be well acquainted with the organizational norms, community policies, and the constitutional laws. This will assist the leader to have a mindset that is committed to excellence. The knowledge is also essential in assisting the leader in the process of decision making. Vision: visions are the long term objective that is have been foreseen or thought by group members. Creating or developing a vision that will assist the leader to go through his or her term successfully and accomplish the mission is done through thinking and imagination. This gives room for him or her to visualize the future with the utmost optimism mindset. A vision gives the leader a chance of exploring the individual’s maximum potential that will stir them towards achieving or accomplishing a certain task. Integrity: integrity is considered to be an essential quality that should be considered when selecting people of like mind to form a group. Integrity entails honesty, trustworthy, respectful, and rewarding. Integrity flags all the characters that all group members are required to have. This will build respect and trust between the leader and the citizens. It will also eradicate issues of corruption and racism (David 24). 5.0 Organization Culture Organization culture is the behavior of individuals within the perimeters of an organization. Various strategies have been implemented to assist in making an efficient organization culture and atmosphere in an organization. It comprises of the human rights, ethical codes, and quality assurance standards that have been implemented to give the most suitable environment for working. The safety culture at workplace aims at improving the organization behavior at work place, reducing risk hence promoting safety, and ensuring workers have explored their maximum potential at work. This in turn gives high yields and return due to maximum work force. It enhances the organization behavior by implementing various structures that ensures nurtures the behaviors of individuals at work. It often reflects on the beliefs, attitude, values, and perceptions that an organization’s employees will share amongst themselves in relation to their behavior at the place of work. These cultures assist in eradicating the negative impacts or influence of power and politics and fostering the positive changes to the firms. There are various factors that must be looked at in order to enhance the organization behavior. 5.1 Communication Communication is an essential tool that ensures there is an understanding between individuals in an organization. Without an effective and efficient communication, the organization is vulnerable of being in chaos. Effective communication is among the most effective method of creating a safety module that boosts good culture in an organization. Communicating a hazard in an organization is among the function of communication. Feedbacks through rewards are also a form of communications that creates a good safety culture among workers. In order to eradicate the political certainties or factors, there must be an efficient channel of communication within the organization (Sims 43). This will assist in minimizing information flow through the third-hand party. This is because before the communication reaches an individual’s, it will have been edited tempering with the validity and reliability of the information. It culminates numerous versions of the message thus causing misinterpretation of the intended message. The manager should also ensure that the firm has an efficient and effective channel for feedback. Feedback is the audience’s response that enables the speaker to evaluate the effectiveness and impact of your message. Feedback gives a clear image of how the receiver has understood and interpreted the message. In order for Nigeria to have a good reputation in the automotive industry and eradicate the political influence in the industry, they should formulate an efficient method for communication. A feedback is an essential aspect of communication. They have a significant role in the communication process. They provide a general view of how the recipient has interpreted the message as it intended. Feedback assists individuals to assess and evaluates effectiveness of their message. It also assures the speaker if the recipient agrees or disagrees with the message. Feedback offers an open climate for a healthy and effective communication. This will assist in getting the accurate feedback from the clients and even staff members about the firm’s services and commodities. It will also assist in conducting follow-ups and service to the automotive that will be sold. This will also eradicate cases of misuse of power. Issues of corruption among the managers and leaders will be combated. Proper form of communication is among the greatest challenges faced by managers. And yet, it is also the most significant part of leadership. Communication can be enhanced using some key strategies that will ensure that there are employee recognition, empowerment and increased motivation. 5.2 Management Commitment The manager of a firm should exhibit characteristics of playing a role of ensuring that the organization has attained the safety culture requires to enhance the organization behavior through implementation of quality management tools, implementation of ethic codes, quality standards measurements, and human rights that will protect the workers at their workplace (Sims 90). The manager is also tasked with the obligation of ensuring the medical cover of all the workers is well-catered for. This will give the employees the time of focusing on ways of improving the firm other that being absent with an excuse of being sick and unable to go for treatment due to lack of funds. This model will motivate the worker because it will come to their realization that the firm is taking good care of their rights and health. It will in-turn create a good atmosphere and culture for working. A quality assurance standard system is an organizational structure, processes, and procedures that are necessary make sure the general intentions and objectives of the corporation about to quality have been attained. The standards play a major role of reference and monitoring of the services offered by the organization. It will ensure that the automotive industry is conducting its performance in relation to the standards that were set in the quality assurance standard. The codes of conduct and ethics are an essential and integral section of the business workplace. They must be well managed and followed up in the right way so as to prosper and maintain the perfect and efficient work role. Having the ability to design and structure plans or model for code of ethics is vital in the workplace because it attempts to give the employees policies and boundaries that must be followed. The codes of ethics and conducts are designed to be centered in the behavior of individuals at work. It addresses the behavior that every individual who has an interest in indulging in the firm’s activity should have. This will assist in eradicating the negative impact of politics and power on the organization behavior and in turn fostering positive behavior among individuals at the workplace. 5.3 Improving Behavior Safety Improving the behavior safety is the key way of achieving the goal of a healthy and safety culture. Organization behavior can be achieved through training. Training the workers and all the necessary personnel in the firm about the significance of their behavior at work and the requirements will give them a chance to have positive change and attitude towards their work by practicing the safety cultural practices. When both the firm managers and employees participate in the things that shift the firms towards creating a good safety culture at workplace will have a positive impact and outcome in the end (Sims 210). This in-turn impacts on the general performance of the firm. Excellence award is an act of rewarding the best-performed individuals or workers in a firm. These awards play an essential role of ensuring individuals are striving to be the best. They compete among themselves to emerge the best. It is through this reward that employees explore their maximum potential in order to impact on their work. These acts in turn lead to expansion and growth of the business. The awards play a significant role of identifying areas of improvement and areas that deserve reinforcement. Rewards come with a lot of good will from the employees. Rewards make employees pledge their personal support of objectively the work procedures and functions of each member and new and innovative design of improving them. Rewards have an obligation of building a brand-new commitment attitude. References Sims, Ronald. Managing Organizational Behavior. Westport: Greenwood Publishing Group. 2002. Print. David, Teece. Dynamic Capabilities and Strategic Management: organizing for innovation and growth. Oxford: Oxford University Press. 2009. Print Kourdi, Jeremy. Business Strategy: A Guide to Effective Decision-making. London: Profile Books. 2010. Print Marios, Knake. Strategic Management. Carlisle: Routledge. 2006. Print. Read More