Formal or informal
The group is quite formal, as this is the group of diagnosticians of different specialties (1st season)
Gregory House, M.D., is a medical genius who is a leader of the team of diagnosticians at the fictional Princeton-Plainsboro Teaching Hospital in New Jersey.
House’s nationally-renowned section typically only regards patients who have failed to get a correct diagnosis, making the patient cases remarkably complex and subtle. Moreover, House opposes cases that he does not find attractive. The medical cases attributed are often rare but sensible.
The decision is always taken after the collective discussion, and often with the use of brain storm technique. Lots of variants are usually offered, and most of them are mistaken, until the episode reaches its end. Actually, their relation are both formal and informal, as they communicate like friends and colleagues.
Roles and role relations
The roles in the series are understood by the watcher at once. It is claimed, that House is a Maverick, who agrees to treat someone if only the case is interesting to him. Cuddy also requires House to spend time treating patients in the hospital’s walk-in clinic; House’s complaints fulfillment of this duty is a chronic subplot on the show. During clinic duty, House stuns patients with an unconventional bedside manner and unconventional treatments, but amazes them with rapid and precise diagnoses after apparently not paying any attention. Realizations made during some of the straightforward problems House faces in the hospital often help him solve the central case. The others, inspite of being the protagonists in the sequence, are just the background characters on House’s backdrop.
Rights and responsibilities
Everyone has particular job, and the corresponding responsibilities
Accordingly, everyone is responsible for the proper analysis of the patient, and for making and also investigating the tests.
Norms to control its members’ behavior
The team arrives at diagnose using the Socratic method and discrepancy diagnosis, with House guiding the reflections. House often reductions the information and estimations from his underlings, pointing out that their payments have missed different relevant factors. The patient is generally misdiagnosed over the route of the episode and treated with medicines appropriate to the misdiagnoses. This generally causes further difficulties in the patient, but in turn assists lead House and his team to the accurate diagnosis by using the new indications.
Often the sickness cannot be easily defined as the patient has lied about symptoms and conditions. House frequently murmurs, “Everybody lies”, or announces during the team’s deliberations: “The patient is lying”, or “The symptoms never lie.” Even when not stated openly, this assumption rules House’s decisions and identifications.
Idiosyncrasy Credit
The only one, who has such a credit is Gregory House. Others are the practicing doctors, who just do their job. House regards all the cases as a conundrum, and he always tries to find the solution having in mind the only principle “Everybody lies”. Although House repeatedly says, “Everybody lies”, when he actually talks to persons, he often states “I believe you” and he tests again when they oppose the test that has been completed. Could it be that House continually says “Everybody lies” to offset his natural propensity to believe people? There is a notion that we all obviously judge people grounded on ourselves and House attempts not to lie except by oversight, or when his patient’s life is in hazard, or when he supposes the person he’s lying to should be capable to tell the dissimilarity, so he has to keep repeating himself that people lie and that he can not believe them all the time. And he also recognizes that even a minor lie or one by oversight can mislead his analysis.
References
Greenberg, J. (Ed.). (1994). Organizational Behavior: The State of the Science. Hillsdale, NJ: Lawrence Erlbaum Associates.
Miner, J. B. (2002). Organizational Behavior: Foundations, Theories, and Analyses. New York: Oxford University Press.
Sims, R. R. (2002). Managing Organizational Behavior. Westport, CT: Quorum Books.