Boundary Spanning Behaviors Describe Boundary

Boundary Spanning Behaviors

Describe boundary spanning behaviors you have engaged in?

Boundary spanning is conceptualized on an article entitled Boundary Spanning and Group Leadership Functions the Third Dimension by Schopler PhD, et. al. As "an external group leadership function that can broaden perceptions of worker and member roles and responsibilities and provide guidance in teaching about empowerment-based interventions with the group's environment."

Studies have investigated on three types of customer-oriented boundary-spanning behaviors or COBSBs: external representation, internal influence, and service delivery. They believe that these behaviors are associated with their actual or potential customers.

In my experience, I have done a few boundary spanning behaviors. For one project of my team I have come up with weekly meetings for brainstorming, reactions and suggestions for projects assigned to us. During these said meetings we have discussed issues regarding behaviors of individual members and how these affect the group. Issues on conflicts between members have also been raised and settled. There have also been situations were in productivity of members have been encouraged and unproductive behaviors have been discourage. Roles of each member or the group is cleared and reminded during this occasion and role pressures have been discussed. This took place in a calm and professional manner with a mediator in front. During the meeting the first topic on hand is always a rundown or list of positive and negative things/events that took place within the week. Then, voluntary inputs on why the said positive or negative events took place. No name droppings are made in order to keep the meeting as professional and harmonious as possible. Individual inputs are also given on how each member think they could still improve themselves with regards to their work and their relationship with co-workers. Then lastly, suggestions on how to improve as a group were listed down. Subsequently, a plan was made on how to make these suggestions work towards achieving the group's goals.

Another move I made was to open the product to a wide range of consumers. The product's potential was boost up with further commercialization and improvement of the product's presentation. Also, we studied the target consumers, how best to get their attention and interests. There must also be rapport with consumers, winning their trust in us and in the products we offer. Therefore, frontliners of the group were trained and encourage as to how to better handle costumers. In this way frontliners could be more productive and, as a cycle, would be more encourage continuing their good work and further improving themselves.

Lastly, the team also recognized the efforts of members who have extraordinarily given their best in order to help the group. This was through giving of incentives and recognitions during meetings. This can further help them to be more committed to their work, give them the drive to be an achiever and to love what they are doing. I see to it that, as much as possible, efforts are acknowledged because in my own experience it is hard to continue working and giving you 100% if you cannot see or appreciate were your efforts go.

2. Which of these boundary spanning behaviors were effective and which were ineffective? Why?

As noted above, there are studies that have investigated on such behaviors. Their result showed that boundary spanning behaviors give job satisfaction and organizational commitment from their workers and role conflicts have also been addressed.

A couldn't say ineffective, but the least effective boundary spanning behavior, I think focusing on further advertising the product. Not that this could not improve sales and gather more consumers, but what good can a well advertised product do if the personal service offered by my members is discouraging. Therefore, this behavior should just be an adjunct to the most effective boundary spanning behavior exerted for this group. And in my team's case, I think the best behavior that worked was the first mentioned, which was the regular meetings which discusses the strengths and weaknesses of the group.