Working in groups is considered to be an efficient way of carrying out work in most places, whether it is a school, a social setup or a company. When a person works individually then boredom can creep in or the individual runs the risk of completely loosing the enthusiasm to complete the task at hand…
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The study of groups and group dynamics plays a very important part in the study of organizational behavior. Groups are a common feature in most organizational settings. (Group Dynamics, n.d.)
It has been observed that groups are most productive when an assignment entails the requirement of multiple skills, experiences and decision making abilities. They are able to assemble quickly, take decisions and if the need arises then they can disperse and move on to another task. As compared to individuals, groups have a lot of enthusiasm to complete the job. Groups are responsible for completing most of the work in an organization. Thus it would not be incorrect to say that the success of an organization depends largely on the effectiveness of its groups. (Group Dynamics, n.d.)
Group work helps to explore and express varied ideas and suggestions of the group members in a cooperative way. Working in groups involves mutual support. A group can be successful only if all the members believe in the culture of shared commitment. Group work is not about competing with the peers. It involves using the range of resources available in the group to deepen their understanding and extending their knowledge to their collective advantage. (Working in groups,n.d.)
Groups are generally classified as formal or informal groups. ...
Anybody can become a part of the informal group. Friendship groups, reference groups and interest groups are all informal groups. Even though the informal groups are not formed to achieve organizational goals they can have a strong positive or negative influence on the working of an organization. For example, they can either talk about how to develop a production method or how to create shortcuts that would eventually endanger quality. (Group Dynamics, n.d.)
Good team behavior requires development and supervising. It is imperative to ascertain the appropriate role of each member within a group. Meredith Belbin from the Industrial Training Research Unit at Cambridge developed a model of how teams work. Beblin identified a number of roles for each member of a group. The chart below displays all the team roles and the corresponding behaviors. In order to use the chart effectively one has to identify his/her current role and use this awareness to make his/her behavior efficient and effective. (Working in groups,n.d.)
A source of good ideas for the group.
Intellectually dominant & imaginative but introverted.
Popular, sociable, extrovert & relaxed. A source of new contacts but not an originator
Introduces ideas from outside. Negotiator
Extrovert & passionate about the task. Highly strung & dominant
Shaping roles/ objectives. Pushing group towards agreement.
Analytically intelligent. Dissects ideas/ spots flaws. Possibly aloof
Analyses situations & contributions of others
Balanced, disciplined& good at working through others. Presides/ coordinates
States objectives, establishes roles, sums up achievements
Practical organizer, schedules/ plans
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(“Groups and Teams Essay Example | Topics and Well Written Essays - 1250 words”, n.d.)
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(Groups and Teams Essay Example | Topics and Well Written Essays - 1250 Words)
“Groups and Teams Essay Example | Topics and Well Written Essays - 1250 Words”, n.d. https://studentshare.org/miscellaneous/1500757-groups-and-teams.
..8 2.1.3 Theories of Group Development……….8 2.2 Survival Game………………………………..11 2.3 Summary of Belbin team Roles………………13 3. Conclusion………………………………………......14 4. References…………………………………………..16 GROUPS AND TEAMS An increasing collection of literature has contrasted groups and teams, with suggestions that there is more effectiveness in teams than in groups.
A. Implementers B. Coordinators C. Shapers D. Plants E. Resource Investigator F. The Monitor Evaluator G. The Team Worker H. The Completers Finishers 6. Conclusion 7. Bibliography Executive Summary In this explicit study, I shall explicate, in detail, various areas with regard to groups and teams.
To others, saying ‘we have formed a team’ means the same as ‘we have formed a group’. Hardingham (1998) finds a great difference between the two words – teams have particular goals and each member upholds and works towards achieving them while groups are just numbers of people.
For the purpose of research, four teams were created and after the completion of the assignment, analysis of the work done was carried out, and two teams that were regarded as the worst performing were selected. Each member of the two selected teams was interviewed, so as to get the details of what could have let their team down.
It might be stated that a group or team might become successful in attaining its assigned tasks and duties only if all the members comprise unique attitude and skills within them. Apart from this, all the members need to comprise of distinctive view-point and knowledge so that the task might be attained very easily and simply.
Teams and groups are faced with numerous challenges involving conflict situations and importance to achieve consensus, changing mindset and interpersonal relationships, religious and age differences, cultural values and different career goals. These challenges prevent teams to achieve desired goals and process to maturity stage.
Drawing from real world examples, some groups often fail to become a high performance team. Companies often realize that putting individual employees to work together is not sufficient to create a productive team. Business organizations must work and put significant effort in order to transform a group into a high performance team.