Note: Sample below may appear distorted but all corresponding word document files contain proper formattingExcerpt from essay:
Adding conflict and competition to that precarious situation can be difficult, but is an important part of workplace group dynamics. However, conflict and competition can be both positive and negative components within a group dynamic situation. Jehn and Mannix (2001) discuss intragroup conflict and performance in their Academy of Management article, finding consistent results that implied the important nature of some conflict within workplace groups. The researchers found that groups that performed well exhibited low levels of process conflict, but that the conflict that was there was increasing. However, these groups also had generally low levels of task conflict and only moderate levels of conflict associated with task. Thus, Jehn and Mannix's (2001) findings suggest that some levels of conflict within a group are necessary, and perhaps even beneficial. Without any type of conflict, groups would most likely be described as cohesive, those groups that were prone to groupthink because they tended to form a group identity and spurned the views of those they considered outsiders. However, Jehn and Mannix's (2001) study also found that several characteristics lead to the group's ability to function with little conflict, especially relational conflict, which cannot be described as constructive. Those characteristics included having similar value systems that were previously established, trust among group members, and open discussion regarding conflict. Thus, this suggests that having interpersonally connected groups is, indeed, predictive of positive group function. Thus, like other aspects of group dynamics in the work place, the level of competition and conflict within groups must be at a precious level in order to foster productivity without creating chaos. Conflict must be enough to allow group members to differ on ideas without the fear of retaliation, but not enough to stop group processes. Further competition must be allowed in order to develop individual group members' levels of motivation. Thus, the place of competition and conflict in group dynamics in the workplace further underscores the fact that groups in the workplace take some time to create and maintain, but can be incredibly productive if such creation and maintenance is done correctly.
IV. Task Functions and Conclusion
From decision-making to motivation, to conflict and competition, group pairings within organizations are designed in order to help group members complete tasks. It is this final outcome that is of utmost importance when one assesses the role of groups within the workplace. Tasks in such organizations include coming up with new, innovative ideas in order to progress or grow the business and solving problems encountered by the organization, as well as performing the every-day duties of that organization. Together, members of a group are better able to perform these tasks because they include different points-of-view and perspectives, as well as multiple knowledge bases, and because they motivate each other through, among other things, competition and conflict. However, it is important to note the fact that the group task function includes a holistic approach to problem solving and organizational relations that is used outside of the organizational structure to benefit individuals. Cole (2005) discusses the task-oriented group in conjunction with occupational therapy, stating that groups are often placed together in order to complete a task not because it is the outcome of that task that is important, but because the development of the individual is encouraged in this scenario. In other words, Cole (2005) recounts that she often-times noted similarities in clients' difficulties, suggesting their problems completing tasks in therapy related to their problems completing similar tasks in real life. Through performing tasks in a group, clients were able to discuss their problems, and deal with group-dynamics, feelings, and task completion organically. What can be drawn from this example for the business or organization is the fact that through allowing employees to complete tasks in groups, employees are growing holistically, and are leaning to weave together areas of their life that they have previously kept separate. Interpersonal relationships, feelings, personal life, and occupational task functions are woven together in order for the individual to deal with the completion of tasks. Thus, the individual is able to complete his or her tasks while growing as a person, promoting a new, progressive view of employment, work, and occupation in the 21st century world -- a theory that holds that when a person is improved in one area of his or her life, he or she improves in another. The person with a better personal life has a more seamless occupational life.
Thus, exploring group dynamics, both in the psychological and social field as well as from the occupational or management perspective, suggests the precarious nature of groups in the workplace. While groups can be a beneficial addition to the workplace, they require conditions to be optimal in order to function correctly. However, these conditions should not stop managers from implementing groups in their workplace, as the benefits -- holistically -- for the workers and company itself far outweigh the costs, producing workers who can make better decisions in order to progress the organization.
Baumeister, R.F. & Leary, M.R. (1995). The Need To Belong: Desire for Interpersonal
Attachment as a Fundamental Human Motivation. Psychological Bulletin, 117.3, pp. 497-529.
Brown, R. (2000). Group Processes. Wiley-Blackwell. Retrieved July 14, 2009, from http://books.google.com/books?id=e-9OtYRo45cC&printsec=frontcover&source=gbs_navlinks_s
Cole, M.B. (2005). Group Dynamics in Occupational Therapy. New Jersey: SLACK.
Retrieved July 24, 2009, from http://books.google.com/books?id=FPmZ-olNP94C&dq=Group+Dynamics&source=gbs_navlinks_s
Jehn, K.A. & Mannix, E. (2001). The Dynamic Nature of Conflict: A Longitudinal Study
of Intragroup Conflict and Group Dynamics. Academy of Management Journal, 44.2, pp. 238-251.
Levi, D. (2007). Group dynamics for teams. Sage. Retrieved July 24, 2009, from http://books.google.com/books?id=95r9Qs_GYlUC&source=gbs_navlinks_s[continue]
"Group Dynamics The Precarious Nature" (2009, July 25) Retrieved October 28, 2016, from http://www.paperdue.com/essay/group-dynamics-the-precarious-nature-20364
"Group Dynamics The Precarious Nature" 25 July 2009. Web.28 October. 2016. <http://www.paperdue.com/essay/group-dynamics-the-precarious-nature-20364>
"Group Dynamics The Precarious Nature", 25 July 2009, Accessed.28 October. 2016, http://www.paperdue.com/essay/group-dynamics-the-precarious-nature-20364
Burns (2007) indicates that the text is about that which motivates the actions and decisions of the entrepreneur, including the influence of personal social networks, family and personal background. Moreover, the text reports itself to be about the tasks of management which are associated with the entrepreneurial approach as well as how decisions are make, how risk is balanced and most essentially how there is a clear distinction between
Initially, I had to point out when people were saying things that would indicate a connection between group members. However, once those connections were established, the group members moved rather rapidly towards directly relating with one another. Another result of the group meetings is that the group members initially appeared very focused on the past. Small groups tend to do postmortems of old failures, archaeologizing (digging in the past for
The investors have responsibility to invest based on the social needs. The retail investor, can for example is thus a person who buys socially responsible unit trusts or mutual funds. Actually the investment that is being touted as responsible investment is the work of socially beneficial institution like pension funds, and some charitable foundations. Normally the institutional investors do not enter the socially responsible investment scenario. Of late however
True Meaning of Snow David Guterson is the young, American author of Snow Falling on Cedars which heavily consists of human nature and human emotions. Snow Falling on Cedars, narrates the trial of a Japanese man accused of murdering a white man in the post-World War II era. Throughout this literary work, Guterson uses elements of nature: land, trees, water and especially snow, as literal and metaphorical tools to develop
For some, there will be a denial and minimization of the substance habit as being inconsequential, purely recreational or extremely intermittent. This response is akin to the young adult asserting that there is no problem. For other homeless youths, their drug or alcohol habit maybe viewed as a form of survival: these drugs help these teenagers bear life on the street. In that sense the substance is attributed as
Eating Disorders How the Perception of Beauty Influences Eating Disorders With everything changing in this society, the aspect of beauty especially when it comes to women has kept changing, sometimes desperately to the extent of individuals adopting extreme behaviors in the pursuit of the ideal 'beauty'. Instances where different kinds of media communicate the significance of physical beauty in the contemporary world and the means of achieving such traits are widespread. The
The author also refers to the fact that the United Sates uses wood at a very high rate compared to other regions of the world, which also impacts on the available forests and emphasizes the need for more intensive forest management. Furthermore, the article also discusses how legislation in the United States has reduced the extent of deforestation in the country. Despite these attempts at reducing the economic impact