Group dynamics in hotel food and beverage departments

Organizational Behaviour

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.

Introduction

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.

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 a great level group dynamics. These values determine to a great level how individual put their psychological energies into action. The outcomes of these can either be negative or positive (Dean, 2011). Further, they can advance beyond the group level and affect the relationship between different groups in organizations. The correlation between these values and those instituted at the corporate levels of the organization, to a large extent determine how operations are accomplished within the workplace and how goals are achieved within the same. In light of such group dynamics, managers within organizations are required to put into consideration certain factors in order to oversee and facilitate group performance. Different approaches can be used by management in achieving this end. These include actions like, the establishment of appropriate communication channels, the institution of workable and uniform principles across the organization and the establishment of diverse leadership skills just to mention but a few (Sniezek, 2007).

With reference to communication, managers ought to establish open communications channels across the organization. All individuals ought to be given room to communicate their complements, issues and suggestions across all the departments of the organization without any constraints. For instance, managers should not take it upon themselves to make decisions on behalf of the entire departments or organizations. Considering the fact that their subjects understand their needs more, providing them adequate room for communicating their views, say on what the organizational values ought to stipulate is imperative. The manager should in many instances take the part of a facilitator and thus work towards improving the processes which constraint the performance of his/her subordinates (Meglino & Ravlin, 1998). Maximising on the participation of the other employees and their contribution within the organization should become more of the focus of the managers.

As in the case of our organization where policies are not so strict and not uniform across departments, uniformity ought to be observed. Such would be able to solve instances of disagreements across groups, not only for our organization but also in other organizations. The uniformity in the policies used across department has the capacity of breeding discipline among individuals and department and thus enhancing harmony within the organization. As regarding the development of diverse leadership skills, managers within the organization ought to have diverse knowledge in the different aspects of leadership. This will enable them handle even the hardest of situations which need their leadership within the organization. Our organization for instance has embarked on training its junior and senior staff on cultural diversity and group communication techniques. This is one of the tools that the organization hopes to apply in managing conflicts among individuals and departments of the organization (Sniezek, 2007).

Conclusion

According to this discussion, organizational behaviours differ from one institution to another and are determined by different factors. The existence of organizational values and individual values to a large extent, determine organizational behavioural in addition to the performance of the organizations. The way the two factors correlate in organization determines how well or bad an organization performs. Additionally, group dynamics, whether within a group or across groups, are a factor of individual values. However, such issues can be put to check through the participation of managers in organization. Factors like uniformity in policies, open communication and acquisition of diverse leadership skills are among the solutions that can serve organizations when such issues occur.