Organisations and People - Coursework Example

Organizations and People Contents Introduction 3 Discussion 4 Conclusions 13 References 14 Introduction Organization can be defined as the association or institution that has a common and a definite goal which is linked to an external environment. The organization mainly deals with people and the human behaviour. The organization mainly deals with designing the organization in such a way that it maximizes the efficiency and effectiveness of the management and the cooperation and commitment of the employees. Organization also focuses on the people engaged in the organization by providing importance on the human resource by recruiting the right talent, the organization mainly motivates the employees in developing their skills and capabilities and getting and gaining an edge in functioning of the human resource management. People, employees and the volunteers play a very important and critical role in the growth and development of the organization. The people in the organization face the difficulties and finally they project the brand and accomplish the mission by applying their skills and creativity. The most efficient way of ensuring that the people working as a team reflects the mission of the organization is by hiring those individuals that share the main values of the organizations. The committed workforce is the outcome of the organizational policies. Organization generally shows this trust when they care for the people or the employees working in the organization for a long period of time. The commitment that the people or the employees have towards the organization is built or gained on the basis of trust which is termed as a psychological contract between the people and the organization (Forsyth, 2009). Discussion In order to explain the organization and people by emphasizing on the group formation it can be explained as the important and the vital stage in the completion of the group development. Group formation is considered to be the first stage towards the development of the group and it requires a very strong base for ensuring a complete development of the group. During the period of group formation the leaders and the supervisors of the group should be very active as they should possess the ability in analyzing the working of the people in the group. The group leaders are required to investigate carefully the interaction of the team members in order to identify the personality of the group as a whole. Group formation enables the members of the group to express their own feelings and thus leading to the starting of brainstorming. Brainstorming is considered to be very important as it helps in resolution of the problems faced by the team and the formation of the group will become strong. Group formation mainly deals with formation of the group where the members in the group share a common and a definite interest. The groups are normally formed on the voluntary basis and therefore they function effectively and efficiently. It is a long process for the development of the group where the group can function effectively and efficiently and the members in the group feels that they are connected and related to each other. Bruce Tuckman has mainly identified five stages of group formation that are required for the development of the group. The four stages are forming, storming, norming, performing and adjourning. Tuckman with the help of this model explains and focuses on the ability and maturity of the team, establishing the relationships changing the leadership style. The main features of these stages can be explained as: Stage 1 deal with Forming: The forming is considered as the first stage when the members of the group come together and developing the relationship. Forming is featured and characterized by the uncertainty about the roles, requirements of the group, other group members. Group members will identify and develop the limits on the behaviour that is acceptable through experimentation. Group formation determines the similarities and dissimilarities that exist among the members of the group and then establishing the preferences for sub grouping in future. Group members generally aim for acceptance by the group in order to investigate that the group is safe (Joyner, 2002). Stage 2 deals with Storming: After forming the next stage for the formation of the group is storming that is mainly featured by the conflict and the competition related to various interpersonal aspects of the organization. Storming generally reflects the structure, power, authority and leadership. The behaviour of the members in a group may differ due to the various issues related to conflict and competition. Due to the uncomfortable feeling among the members of the group in this stage some members may attempt to remain silent while some other members may try or attempt to dominate. Stage 3 deals with Norming: In this stage the interpersonal relationship among the members in the group is mainly characterized by cohesion. The group members are mainly engaged in acknowledging the members for their maintenance, building the community, soling the issues related to its group, and the contributions done by the members of the group. It is mainly at this stage that the members of the group starts to feel a sense of belongingness within the group and the feeling of relief is developed which will result in resolving of the various interpersonal conflicts inside the group. Stage 4 deals with Performing: This stage is very crucial as this stage cannot be reached by many groups. In this stage the members of the group work independently. In this stage the role and authorities of the members of the group are adjusted dynamically in the changing environment. This stage is focused on establishing the interdependence in personal relation. The main aim or the objective of this group is increasing the productivity through work and problem solving. The members in this stage are both highly people oriented and task oriented. In this stage the group loyalty is intense, the group morale is high, and the group identity is complete. Stage 5 deals with Adjourning: This is the final stage for formation of the group. Adjourning deals with terminating the task behaviour and also disengagement in the relationship. This stage mainly includes recognition for participating. The termination of this group results in a regressive movement from handing over the control to taking up of inclusion in the group. The most important activity at this stage is the termination and disengagement process. Figure 1: Tuckman model for group formation Group mainly consists of two types’ Formal group and Informal group. Formal group mainly includes command group and task group. Command group can be defined as the group that is formed to establish the relationship between the individuals who are mainly associated with the formal part of the organization and the Task group mainly deals in accomplishing the goals of the organization by the management. Informal group can be defined as the group that is developed for establishing relationship between two or more individuals (Franz, 2012). Three important elements to be focused for the performance of the group can be explained by the diagram given below. Figure 2: Three Focuses Related To Group Thinking group mainly deals with the sense of commonality, powerful forces that are leading to the reinforcement. Attending to purpose mainly deals with identifying the nature and features of the group, determining the purpose for the formation of the group. Staying in touch with ourselves mainly deals with establishing the rationale in knowing ourselves (Singh, 2012). For the formation and development of the group the social change model is required to be focused and highlighted which evaluates the leadership development by identifying the three perspectives. Figure 3: Social change Model Individual mainly deals with consciousness of the self awareness that is related to creation of emotions, beliefs, values that usually motivates the employees or the members in a group. Commitment is related to the establishment of duration and intensity. Congruence mainly deals with behaving, feeling and thinking honestly towards others. Group mainly includes the collaboration, controversy and common purpose. Collaboration is related to gaining trust from the various aspects that will create solutions and actions. Common purpose mainly deals with sharing the values and aims among the members of the group. Controversy with civility deals with realizing the basic realities of the members of the group. Arrow, Berdahl and McGrath have explained the formation of group and the club theory. Figure 4: Formation of Group and Club Theory Circumstantial Groups mainly deals with the members working for pursuing their own goal and finally forming a group working towards the achievement of a particular goal. Concocted Groups mainly represents a planned group where the individual or the members in the group are assigned with their specific role for the attainment of the common goal to be achieved by the group as a whole (Singh, 2010). Founded Groups mainly deals with few members in a group that requires a support for developing a concept. Founded group is internally planned. Self organized group mainly deals with the interactions and communication among the members of the group in order to find some common features among the members of the group for the purpose of establishing and developing a bond among the members of the group. Andrew Van de Van and Marshall Scot Poole has described the development of the group with the help of the three models that is the Life cycle model that the changes that is required to be adopted by the group. Technological model describes the purpose of the goal. Dialectal model describes the issues leading to the conflict among the group. Evolutionary model mainly explains the changes from the variation in the cycle. When the group is formed, conflict may arise among the members of the group due to the difference in view, opinion and conflicting interest of the members in a group. Therefore a conflict framework is developed which consist of the world model, Actor model and conflict behaviour model. Actor model explains that the actor is formed when the individuals generally work together towards attainment of the common goal. The actor model describes the conflict knowledge of the actor. Actor model includes the variables, incompatible goals. World model includes communication, organization, desires, mobilization and solidarity. Conflict behaviour model includes hostile actions, conflict actions, and escalation actions. Conflict behaviour model mainly explains that the conflict behaviour is to be mainly performed by the individuals or the actors. Conflict behaviour is defined as the behaviour that mainly assists the actor to attain the goals or expressing the hostility against the opponents. The conflict behaviour model mainly describes the available coercive and the non coercive actions (Schelling, 1980). Figure 5: Conflict Framework Group formation is required for effective management of the people in the organization as it helps or assist in delegating the authority and task among the members of the group in the organization Working together in a group generally allows or facilitates the members to share the responsibilities among themselves. Spark creativity is developed in the minds of the individuals when they work together in a group towards the attainment of the common goal. Working in a group benefits the members to share diverse and varieties of information. Working together in a group assists the member and guides the member the necessity of compromise. Members in the group share different skills and it results in the combination of skill. Working in a group helps in building and developing relationship among the members n the organization and a sense of loyalty is developed among them (Martin, 2006). Conclusions People from various backgrounds and cultures come together and form a group in the organization. Group may be small in size or large in size it may consist of 4 members or it may even consist of 2o or more members. The members of the group in the organization work together towards the attainment of the task and solving the problems of the organization. The individuals joining the organization forms the group may be formal or informal. The people work very efficiently and effectively in the group. The managers or the supervisors of the group are required to understand the behaviour of the members in the organization and adopt the appropriate approach in interacting with them. References Forsyth, D., 2009. Group Dynamics. Canada: Cengage Learning. Franz, T.M., 2012. Group Dynamics and Team Interventions: Understanding and Improving Team Performance. London: John Wiley & Sons. Joyner, D., 2002. Adventures in Group Theory: Rubiks Cube, Merlins Machine, and Other Mathematical Toys. USA: JHU Press. Martin, B., 2006. Outdoor Leadership: Theory and Practice. Canada: Human Kinetics. Schelling, T.C., 1980. The Strategy of Conflict. USA: Harvard University Press. Singh, K., 2010. Organizational Behaviour: For Anna University. New Delhi: Pearson Education India. Singh, K., 2012. Organizational Behaviour: For Chaudhary Charan Singh University. 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