Groups and Group Dynamics
Groups in an organisation refer to a collection of individuals who may share common behaviour and interests. The individuals who interact to form groups in an organisation are drawn from various positions within the company. Groups in a firm may be formal or informal, depending on the purpose and the organisation’s commitments towards the groups. For example, informal groups are formed by individual employees with the purpose of solving their own issues. On the other hand, formal groups are formed by a firm with the aim of promoting teamwork and close collaboration among the employees. Unlike informal groups, which focus on the social issues that affect the employees, formal groups focus on work related issues, such as employee productivity, standards of behaviour and organisational policies.
Group dynamics can be defined as a set of psychological processes that integrates the system of behaviour of various individuals. Group dynamics also include the elements of social interaction, such as identity, group cohesion and group conflicts. Moreover, group formation lies at the core of every group dynamic. The aspect highlights how various individuals interact to create bonds of attraction, which are necessary for the formation of a group. Social identity and group membership also affect group dynamics in an organisation. The concept of social identity holds that individuals are able to identify themselves with people who have similar elements of identity. Individuals who share common elements, such as behaviour or culture, can easily interact with each other, compared to those who do not share any common factor. The similarity between various people enhances group cohesion where individuals exhibit the willingness to stay together. Cohesion is the major force that enables group members to work together and can be used by an organisation to make decisions on such issues as teamwork and group productivity.
Characteristics of Effective Teams
Based on above information about groups and group dynamics, it is therefore essential to look at the factors that determine the effectiveness of teams in an organisation. Effective teams in an organisation are characterised by commitment between the members of the team. Commitment ensures that group members participate equally in the affairs of the team. Another element of an effective team is constructive communication between the members. Communication between the members must embrace the elements of honesty, respect for diverse views and transparency. Proper listening is also an important aspect of communication that defines an effective team. Team members should be good listeners who are very keen to details and can easily identify any communication problem within the team.
Teams must also exhibit reliability where members can be trusted based on their commitment and willingness to share responsibilities of the team. An effective team also requires its members to demonstrate a high level of consistency. The members should be able to count on each other for quality performance and prompt delivery of results. Openness and willingness to share ideas and resources for the benefit of the team are cardinal for the formation of a good team. In a business organisation, employees should work together with the aim of sharing various aspects of job requirements for the benefit of the team.
Understanding and support among team members are also important in determining the effectiveness of the team. The members should exhibit respect and treat each other in a supportive manner. In this case, courtesy and consideration should be upheld by the individuals for mutual understanding. In addition to respect, teams should also embrace flexibility in order to accommodate changes in the organisation.
Characteristics of Ineffective Teams
Ineffective teams are characterised by poor communication between the members. The teams do not employ good communication techniques which can be used to create mutual understanding and cooperation between the various members. The teams may also adopt communication methods that are ineffective in promoting proper interaction between the members. Ineffective teams therefore exhibit poor social relationships between the members.
Teams are also affected by the uncertainty of goals in an organisation. In ineffective teams, personal goals tend to override the collective goals. As such, the level of commitment towards the attainment of the team goals is very low. The members of infective teams rely on individual commitment to ensure the achievement of personal goals. Inability to collaborate is another common factor that defines ineffective teams. The members may be unwilling to collaborate with each other for the benefit of the team due to fear of competition.
Factors that Promote Effective Teamwork
Effective teamwork requires unity of purpose where team members in an organisation share common goals and objectives. The aspect also requires the sense of belonging between team members. It is through shared identity that team members are able to create a sense of unity. Another factor that can help establish effective teamwork in an organisation is complementary skills. Organisations should ensure that members of a team have distinct skills which can be shared by the members. Awareness of activities and processes among individuals is another key factor that can help set successful teamwork in an organisation. Members of a team can easily participate in its affairs if they have the correct information on the related processes and activities.
Factors that Hinder Effective Teamwork
Lack of cohesion is a key factor that hinders proper teamwork in an organisation. It may persist if the members are not ready to embrace good communication methods. Inability to eliminate errors and negativity hinder effective communication in a group either. For instance, in situations where members are not ready to identify the sources of errors, finger-pointing may interfere with the achievement of teamwork goals. Such conditions may foster relationship conflicts where individuals tend to stick to their own values and beliefs instead of promoting team values.
Lack of accountability is another factor that inhibits proper teamwork in an organisation. Team members who lack accountability become irresponsible and lose the required commitment that is necessary for the success of the group. The team may also lack appropriate mechanisms which can be used to determine the progress of activities and measure the results of various initiatives.
Technology in a Teamwork Situation
Cisco is one of the companies in the computing industry that uses technology in a teamwork situation. The organisation launched the human network drive where organisational members drawn from different positions formed a teamwork campaign that used flip videos to advertise the products of the company. The teamwork advertisement programme was meant to enhance awareness of the company’s products using an online platform. Cisco relies on technology to improve product performance and foster teamwork. For instance, the flip videos played an important role in displaying the products and the cohesiveness of the employees in the organisation.