Carpe Diem Organizational Behavior Questions

Carpe Diem

Organizational Behavior Questions

Compare and contrast the five-stage model for group development with the punctuated equilibrium model.

Bruce Tuckman's philosophy of forming, storming norming, performing, and adjourning is a meta-framework that suggests that all groups have individual, group, purpose, and work concerns present at every stage of their development (Cassidy, 2007). Each of these concerns shifts to become the main emphasis of the group as the group becomes a more cohesive unit. The first stage is dominated by individual concerns, the second by concerns of jockeying for position within the group itself, the third is dominated by the concerns of the group find its collective purpose, in the fourth stage work or organizational concerns dominate, and the fifth is termination phase. (Cassidy 2007). The punctuated equilibrium model also presents a periodized model of collective development. However, it focuses on the 'meta' perspective of organizational culture, not individual groups, and rather than stress a sequential, inevitable process that results in a conclusion it suggests that all organizations go through periods where deep structures are formulated, when equilibrium periods are established, and revolutionary periods occur and then shift back to equilibrium or new base-building. Deep structure is the organizational period, when the firm's character is established, equilibrium periods maintain standard operating procedures, and revolutionary periods occur when there are substantial environmental changes (Gersick, 1991). It argues that organization strategy, structure, power distributions, and control systems are "important to organizational survival and central to organizational activities" and must be established during critical deep periods which will help the firm use revolutionary periods like the introduction of new product lines and general reorganization in a positive way (Siggelkow, 2002). In short, both models explain conflict in a potentially positive way, but view the evolution of such conflict from different lenses, one from an individual perspective, and the other from a 'meta' perspective where development may be less predictable because of the presence of more environmental variables over longer periods of time.

Question 2: Discuss the advantages and disadvantages of diversity on teams diverse team reflects the reality of today's global environment. "Diversity takes on increased significance as workforces expand to include multiple nationalities and goods and services are made accessible around the world with the click of a mouse" (Ricaud, 2006). A diverse team will reflect a more multifaceted and subtle understanding of the organization's diverse environment and consumer base, as the team will reflect the face of the world in its own representations of culture, language, religion, customs, and politics. An African-American member might bring insight as to how an advertisement might be received in his or her community that is not immediately obvious to a Caucasian counterpart; a Japanese-American might use his or her background and parent's attitudes to provide advice in business etiquette when dealing with a joint venture with a company in Japan.