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This report focuses on the study of organizational behaviour in the hotel industry and most especially in the food and beverage department. Focusing on the organization I am attached to, the aspect of groups and group dynamics is widely explored. The paper first introduces with an introduction in which a brief explanation of the discussion is established. Part of the factors addressed in this section includes the aim and scope of the study. Additionally, the methodology of the research, the assumption, the limitations within the organization and the background of the problem are explored within the discussion. The paper then goes ahead to focus on the literature review. Here, definitions of organizational values and individuals values are provided. Also demonstrated is the manner in which organizational and individual values intersect. Further, the relationship between individual values and organizational structure is established. The report goes further to demonstrate how values of individuals within the organization influence the aspects of groups. Here, issues of group dynamics and intergroup dynamics are discussed. Furthermore, factors that manager ought to consider when managing groups are indicated. The paper then concludes with a summary of the entire discussion.
The hotel industry constitutes one of the sectors where organizational behaviour is demonstrated in a diverse manner cutting across different populations of the globe (Kimbro, 2012). The precious sense with which different parties view this diversity is credited for the existence of the factor. As diverse as this sector is so are the departments which are associated with it. Among the most prominent departments in the hospitality industry is the food and beverage department. As in the case of my work place and just like many other hospitality premises, this department deals with the provision of dining services, clean up and kitchen facilities within the business. Diverse kinds of staff members work in this department some of which include the food and beverage manager and his assistant, food managers, restaurant managers, waiters and waitresses, cleaners, dining room operators and the wine attendant. The way these members are managed within the organization is crucial to the success of the organization (Tiwary, K, 2010).
This paper aims to address the issues that exist in organization, most particularly in the hotel industry focusing on the factors of organizational structures and design. The discussion focuses on the food and beverage department of our organization. The study takes a case study approach in which the events operations within the department together with the existing literature are considered. This discussion aims to address the assumption that individual values within organization impact on groups and how they perform. Limitations in the form of insufficient management tactics considerably exists in the organization and various plans have been instituted with the view of finding a solution to the problem which has impacted so much on the performance of the workers and hence the overall output of the organization.
Values constitute one of the central aspects of organizations (Bilsky & Jehn, 1998). The fact that values run across and touch on the happenings all through organizations cannot be overemphasized. Strategic leadership and decision making are substantially considered to be factors of values in the organizational context. By definition, values are considered as those aspects that are crucial to a certain party or different parties. These parties can either be organizations or people. According to Meglino and Ravlin (1998), values at both the individual and organizational levels are of gross importance. This is because they determine the institution and development of the organizational vision.
Though related to a substantial level, organizational values and individual values differ, to some extent by definition. As Richard Black (2003) indicates, organizational values are synonymous with organizational culture. In his book "Organizational Culture: Creating the Influence Needed for Strategic Success" Black states that organizational values refer to the collective behaviours of individuals who are elements of organizations. According to the author, organizational culture is instituted by the values, norms, working language, vision, symbols and structures within used within the organization. It can also be refers to as a combination of collective rational suppositions that direct understanding and action in institutions through the characterization of fitting behaviours for specific circumstances (Ravasi & Schultz, 2006).
Individual values on the other hand go hand in hand with the things that an individual believe to be meaningful. These beliefs, an individual can hold on to, either consciously or unconsciously. Considering the diverse individuals that are found within organization, finding a whole lot of different sets of values for each of them should not come as a surprise to anyone. According to Sangmook Kim (2005), factors of individual values have significant effects on the performance of organizations. To a certain level, the individual values and t he organizational values intersect. It is at this point that the performance of the organization is determined.
The organizational and individual values intersect in the sense that they correlate with each other to determine the performance of the individuals and thus the organization at large (Dean, 2011). According to Dean, values are the main indicator of what individuals are as humans. Our values basically govern all our undertakings on a daily basis. In light of this, it is imperative to understand that establishing the association between the ways in which individuals undertake their activities, based on the principles they individually ascribe and the culture of an organization is important. It is generally where the two meet that the output of the individual and the performance of the organization can be gauged.
The intrapersonal dynamics and interpersonal dynamics, at different levels of the society, organizations includes are majorly determined by the individual cultures. Because of this, a clear understanding of the cultures of different individuals is necessary for successfully taking care of the concerns that are discovered at the organizational level. For instance in institutions, the ability of the organizations value to propagate the establishment of trust and influence the workers; especially in a situation where diversity of belief is experienced is notably important (Ravasi & Schultz, 2006). Notably, the roles of values in the lives of individuals and the role of such values in enabling the same individuals make appropriate decisions go without saying (Dean, 2011). Furthermore, the capability of these individuals to recognize and appreciate the values stipulated by their organizations is critical. Putting this in mind will help such individuals' perform with allegiance. At the same time, the discovery of an indisputable and significant placement between an individual's personal values and those of his/her association will go a long way in establishing a powerful connection between the two. This will consequently translate into the growth of the individual and his/her performance within his/her organization.
How Individual Values in the Organization Impact On Groups
Even with the need for corporation within organizational members, most organizations are not assured of this phenomenon, thinks to the existence of conflicts among members or groups or across groups. Group dynamics, both at the inter-group and intra-group levels are common. These issues, depending on their causes and means of resolutions can affect the organizations, either positively or negatively (Schein, 1970). Intra-group dynamics are witnessed in cases where disagreements and conflicts are experiences internally within a group. The impact that individuals within these groups have on others, basing on their behaviours and personal values are to blame for such conflicts. As in our organization, the diverse nature of individuals and the ambiguity of cultures and values have created a lot of uncertainty leading to frequent disagreements among different members of the food and beverages department. Different individual hold on to different values and thus undermines those cultures held by their fellow workers. In many instances, such agreements have slowed down work progress and hence interfered with the performance of the department and the entire business.
At the inter-group level, group dynamics are experienced due to the different structures and nature of the groups coupled with the interdependencies within the groups in the organization. A case in point is the organization where I work with in which conflicts between our department and the accommodation department are considerably witnessed Sangmook Kim (2005). The fact that we share some of the resources within the organization has in many cases been the source of conflict between the two departments. Although the entire organization has some values which it is required to follow, there have existed loopholes allowing for the establishment of different rules for the department, an aspect which has in some cases not worked for the good of our organizations. The fact that cleaners serve under both the food and beverages department and the accommodation department has not helped mush. Conflicts over when the cleaners ought to serve which department has rampantly occurred since no clear guidelines from the top management exist on how these workers ought to operate. The different structures and values stipulated by the two departments have just led to more confusion than order.
The bottom line is that, individual values govern, to…[continue]
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