General Motors Company: Improving Group Productivity Report (Assessment)

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Updated: Feb 27th, 2024

Introduction

General Motors Company (GM) is one of “the leading vehicle manufacturers and marketers in the globe” (General Motors, 2015, para. 2). The company produces unique brands such as Cadillac, Jie Fang, Chevrolet, Opel, and Holden. The company markets its vehicles in Europe, North America, South America, Asia, and Africa. The company has adopted powerful strategies in order to emerge successful. The “current GM has been operating since 2009 after the old company became bankrupt” (General Motors, 2015, para. 3). The company employs thousands of workers and technicians from different parts of the globe.

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The leaders at the company focus on the best practices and initiatives in order to achieve the best goals. According to many experts, GM has remained profitable because of its unrivaled production methods (General Motors, 2015). General Motors Company can use appropriate training programs, organizational practices, and mentorship initiatives to tackle specific challenges such as role conflicts, communication problems, lack of cohesiveness, and excessive intergroup disagreements.

How Different Problems Can Affect FM’s Group Productivity

Shin and Park (2012) believe that teamwork is one of the best concepts towards improving a firm’s performance. General Motors Company employs many workers from almost every corner of the globe. This practice has been relevant towards promoting the company’s business objectives. The company employs competent and skilled workers who can support every targeted goal.

This strategy explains “why GM remains a leading player in the world’s automobile industry” (Palmer & Kawakami, 2014, p. 8). However, recent studies have identified numerous problems that can affect GM’s performance. Some teams and groups in the company have been facing various problems. The existence of such challenges can make it impossible for GM to remain a pacesetter in the industry.

Role Conflicts

The first major problem “affecting many workforces is role-conflict within groups” (Palmer & Kawakami, 2014, p. 11). This problem can significantly affect the productivity of different groups. Some managers can put much pressure on their workers. For example, a specific employee can be forced to complete two or more tasks simultaneously. This move will make it impossible for the worker to deliver the best results (Shin & Park, 2012). The malpractice can affect the productivity of his or her group.

Some groups can be characterized by workers who have small children or aging parents. Such individuals “will be required to support their babies while at the same time focusing on the targeted goals” (Palmer & Kawakami, 2014, p. 11).

This situation makes it impossible for the workers to deliver the best results. A group might be required to complete a specific task. However, members of the group might possess different competencies thus forcing only a few individuals to complete the task. This situation can produce new conflicts thus affecting the group’s productivity.

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Communication Problems

The other major problem that can affect productivity is the existence of various communication problems. Members of a specific group should be able to interact, communicate, and empower one another.

Sometimes new communication problems arise thus making it impossible for many groups to achieve their potentials. For instance, two members in the same group might disagree over a specific issue. Such individuals might “stop interacting thus affecting the success of the group” (Palmer & Kawakami, 2014, p. 8). This problem can eventually produce new rivalries.

Communication barrier can also “arise when members of the same team come from different social, religious, or ethnic backgrounds” (Shin & Park, 2012, p. 4). The scenario will affect the level of interaction.

New malpractices such as arrogance, miscommunication, and deception might arise thus affecting the productivity of the targeted team. Group leaders should therefore embrace the most appropriate strategies in order to improve the nature of communication. Lack of communication affects different processes such as decision-making and problem-solving.

Lack of Cohesiveness

Diversity is another common occurrence in many organizations and institutions. Diversity occurs when members of the same group come from different cultural backgrounds. Members from different backgrounds tend to have unique opinions, views, ideologies, and beliefs. More often than not, such “tendencies collide thus affecting the performance of many groups” (Shin & Park, 2012, p. 6).

Individuals from various backgrounds can disagree over specific issues thus making it impossible for them to work together. Wheelan (2009) believes that “diversity should be treated as a double-edged tool” (p. 258). This is the case because it can promote positive behaviors or produce new conflicts.

The level of cohesiveness can decrease when a group is composed of members from different backgrounds. That being the case, such individuals will not be ready to address their common problems.

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They might ignore various goals because of their differences. Some members might feel superior to their workmates thus creating more problems. This situation will eventually affect the productivity of the affected group (Shin & Park, 2012). This argument encourages group leaders to focus on the best ideas in order to improve the level of cohesiveness.

Excessive Intergroup Conflict

The presence of conflicts in a specific group will definitely affect its productivity. Conflicts can arise from various situations or events. For example, members of the same group might have different expectations. Such group members will disagree because their expectations differ.

As well, the individuals “might focus on their specific roles thus affecting the goals of the team” (Spaho, 2013, p. 38). Human beings “are also social in nature” (Spaho, 2013, p. 38). This fact explains why such persons might disagree or develop negative views against each other (Spaho, 2013). The resources availed to the workers can also create new conflicts.

The above problem might also arise when members of the same group establish different opinions. Some leaders might also favor specific members of a group. The malpractice will definitely create new disagreements. Individuals who feel ignored might become less productive and even fail to support their respective groups. Conflicts can force teammates to establish new opinions.

They can also fail to focus on the best goals. The situation can “eventually result in communication breakdown” (Spaho, 2013, p. 62). For instance, members of the targeted group can ignore some of the best practices such as teamwork, collaboration, and mentorship. Such problems will eventually make it impossible for the affected firm to realize its potentials.

Recommendations to Resolve Each Problem

The above problems can make it impossible for a giant company such GM to realize its business objectives. Such problems have the potential to affect the performance of every group.

Members of the group will be unwilling to focus on the targeted objectives. General Motors Company should therefore embrace these recommendations in order to deal with every problem that might affect its groups (General Motors, 2015). The recommendations presented below have the potential to improve the level of group performance and eventually make GM successful.

Role Conflicts

A proper organizational culture can be essential towards preventing various role conflicts. The culture will ensure every employee is ready to complete his or her task. New training programs can be implemented in order to empower more workers. Such workers will understand how to complete specific tasks in a timely manner.

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The firm should also “implement a proper work-life balance” (Spaho, 2013, p. 73). According to Shin and Park (2012), the strategy has the potential to improve the level of motivation and satisfaction. A satisfied employee will always promote the best behaviors and ideas (Baack, 2012). This strategy will eventually improve the level of organizational performance.

Organizational leaders at the firm should be the best pacesetters. They should show their followers how to address different role conflicts in a professional manner (Griffin, 2009). The company can also outline specific roles for every worker or group.

This approach will reduce tension and encourage more workers to focus on their respective duties. Companies such as Google and Apple have been using similar practices in order to produce the best outcomes (Baack, 2012). New workers should also be equipped with the best practices that can deal with various conflicts. This practice will eventually make GM successful.

Communication Problems

Communication breakdown is a major issue that can affect the performance of big companies such as General Motors (GM). Different theories of communication offer powerful incentives that can empower many employees. Such “theories encourage individuals to have specific skills in order to communicate with their teammates” (Wheelan, 2009, p. 249).

The employees should therefore be “encouraged to embrace the best communication skills such as attentive listening, confidence, respect, and open-mindedness” (Baack, 2012, p. 82). These skills will make it easier for many teammates to interact freely. The skills will make it possible for them to address their differences. They will also develop new competencies such as teamwork and collaboration.

GM can also use different methods to improve the quality of organizational communication. Wheelan (2009) believes that a positive organizational culture will encourage more people to interact with each other. The culture will promote appreciable behaviors such as cohesiveness and respect (Griffin, 2009). Individuals from different backgrounds should also be placed in the same group in order to minimize conflicts. The leaders at GM should also design the best organizational culture.

This strategy will ensure every person embraces the best practices (Wheelan, 2009). Such practices will eventually support the goals of different groups. New training programs can be introduced in the firm. The programs will encourage more workers to communicate with one another and engage in constructive discussions. These recommendations will support the needs of many groups and eventually deliver the best results.

Lack of Cohesiveness

Baack (2012) believes that “Group Dynamics Theory (GDT) has a place in firms that have specific organizational problems” (p. 52). According to this model, human behavior is something that “affects the manner in which individuals interact with each other” (Wheelan, 2009, p. 250). That being the case, members of the same group should be encouraged to focus on their collective objectives. They should also be aware of their expectations and differences.

This knowledge will encourage them to promote the best behaviors and ideologies. GM can therefore hire skilled leaders in an attempt to promote cohesiveness and interaction. The leaders “should possess powerful skills that will allow them to act systematically” (Wheelan, 2009, p. 252). This strategy will ensure every group focuses on the best goals and results.

Groups will also tend to evolve within a given period of time. Group leaders should be aware of such changes especially when individuals from various backgrounds join their groups. Such leaders should ensure every member focuses on the final goal. Decisions should also be implemented in a collective manner. The targeted individuals will also be involved in every decision-making process. New training programs can play a significant role in this situation.

Such programs will ensure more workers are ready to interact with one another. They will appreciate their workmates from different backgrounds. It is also necessary for GM to continue analyzing the changing needs of every group. This practice is necessary “because the needs of different workers tend to change frequently” (Wheelan, 2009, p. 254). The important goal is to support every group in order to get the best results.

Excessive Intergroup Conflict

GM can use a powerful training program to equip its workers with the best ideas. The program should equip the workers with the best practices in order to deal with various conflicts. Such training programs should be offered frequently in the firm. Competent tutors should be hired in order to educate more workers.

The workers should be equipped with powerful ideas, practices, and behaviors. Such lessons will make it easier for the workers to deal with every conflict. For instance, the company’s employees should be encouraged to embrace the best practices. The workers “should be empowered and encouraged to respect one another” (Baack, 2012, p. 87). They should also put into practice the concepts presented by their workmates.

Members of the same group should be encouraged to respect their leaders. Group leaders should also be equipped with the best ideas and principles. The practice will make it easier for them to address various problems. Group members should be informed about the importance of respect (Baack, 2012).

They should also “be empowered in order to become open-minded, realistic, and passionate about their goals” (Palmer & Kawakami, 2014, p. 11). Leader should be ready to address different group conflicts whenever they arise. A proper training model will equip more employees with the best concepts. Such concepts will make it possible for the teams to achieve their goals.

Conclusion

Groups play a vital role in every business organization. Members of the same group share ideas, competencies, and skills in order to complete their tasks in a timely manner. However, inappropriate group behaviors can be disastrous and disadvantageous. Some of the major problems affecting many groups today include ineffective communication, endless conflicts, and lack of cohesiveness. The recommendations presented in this paper can make it easier for GM to realize its potentials.

The leaders should use appropriate training programs, organizational practices, and mentorship initiatives to equip different workers with the best competencies (Palmer & Kawakami, 2014). The groups should have competent leaders who can address the grievances presented by different followers. A positive organizational culture will also promote the best practices and group behaviors. In conclusion, the above recommendations will improve group productivity and eventually make GM profitable.

Reference List

Baack, D. (2012). Organizational Behavior. San Diego, CA: Bridgepoint Education Inc.

General Motors. (2015). Web.

Griffin, E. (2009). A First Look at Communication Theory. New York, NY: McGraw-Hill.

Palmer, D., & Kawakami, A. (2014). Tie Formation and Cohesiveness in a Loosely Organized Group: Knitting Together. The Qualitative Report, 19(1), 1-15.

Shin, S., & Park, W. (2012). Moderating effects of Group Cohesiveness in Competency Performance Relationships: A Multi-Level Study. Journal of Behavioral Studies in Business, 1(1), 1-15.

Spaho, K. (2013). Organizational Communication and Conflict Management. Management, 18(1), 103-118.

Wheelan, S. (2009). Group Size, Group Development, and Group Productivity. Small Group Research, 40(2), 247-262.

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