Group Behavior in Organizations

After analyzing Chapter 10, Group Dynamics and Work Teams, the new concept that was taken from it was the model of Group Development. As a professional engineer, I have been a part of multiple teams that were given the task of creative projects. As every project experiences their different problems, ours did the same. The teams were successful in the end, but of course, the journey to those successes were extremely difficult. Through the tough patches of the projects, the model of group development would have helped the team to effortlessly flow in regards to actually building relationships and achieving team goals. Coming from my viewpoint, I assumed the teams naturally followed the process to some extent, but after being introduced to the Group Development Model, I realized that we were not follow any type of process at all. Most times, problems occur, and we are faced with the challenge of trying to figure it out along the way as we go. Managers should be equipped with the knowledge in order to have the ability in understanding how groups develop and manage the group interaction, and task process at each stage (Osland, 2007, P. 256). In order for our teams to be effective moving forward, I believe it would be beneficial for us to operate accordingly based off of the model. The model of group development breaks down the process into five different stages, which are known as: forming, storming, norming, performing, and

As Beech (1990) relates, the essence of decision making is the effort to do the right thing. It has no other purpose. The entire manager tried to come out with the right decision. Each of their interactions is driven by a decision. With this decision, it will determine the destiny of the management and the organization. These decisions communicate a vision that needs to be done by the people in the management. If decision making were simple, evidence would exist of brilliantly run organizations at all levels. It is deceptively difficult because it is risky and demanding

The decision making process is emotional, and there is a lot of inconsistency with decisions. The decision maker is the chief of staff, and he has to ok everything before it is done. But there is no black of white answers, and he gives different answers arbitrarily. Our office is structured a bit differently and there is a partial wall that separates us from the chief of staff, so he can hear us and we can hear him. This means that he gives instruction throughout the day over the

Normally people do not break down how they make decisions, they just decide. But, for people who are making decisions for a larger group, knowing the process could be helpful. The first step in the process is to identify the problem by fully understanding and gathering all the information of the problem. Secondly, you want to think of alternatives or other options for handling the issue. Thirdly, you want to access or evaluate all the alternatives and consider the possible outcome. Finally, you go forward with the decision and evaluate the outcome (Kinicki and Williams, 2016). These steps are helpful and critical when making decisions for large groups or an organization.

According to Coleman, Deutsch, and Marcus (2014, p. 98), “The purpose of group decision making is to decide on well-considered, well-understood, realistic

Even though a leader must use each decision making approach in the course of business, I believe the majority of decisions should fall in the middle of the spectrum, somewhere between consultation and joint decision. Involving others is important not only for the success of the leader but also has positive consequences for employees.

Each of the three areas identified by Adair needs to be addressed if your team is to work effectively and harmoniously. Just imagine these scenarios:

made by the manager most of time. Apply to the theory, the level of making decision

The use of group as a teaching method was explored in psychiatric nursing field specifically a therapeutic tool, and a form of peer supervision.

As we review these pages for the final time sections of Los Angeles are in flames in response to a jury verdict exonerating police whose beating of an African American man was captured on videotape. Supporters and opponents of abortion take to the streets daily. Mexico City searches for answers to a gas explosion that leveled a 40 square block area. The number of men wearing pony tails and one earring and the number of people saying and understanding "yo, dude" seems to be increasing. These diverse actions fall within the area sociologists call collective behavior.

By working together, each member of Team Enron had the opportunity to experience several factors that had an impact on our organizational behavior. All factors had both positive and negative affects, however, the behavior of each team member contributed greatly to the completion of our group project. There were positive and negative aspects that affected our job performance, our commitment, and lastly, our satisfaction.

Organizational behavior is vastly unique for each organization. Positive or negative behavior has far reaching effects on the internal and external environments. What elements helps develop the behavior of an organization? Organizational behavior is the main ingredient of all organizations, and can be the building block that rejoices successful, or screams failure. Elements such as the type of culture, form of communication, disposition of authority, motivational methods, emotional intelligence measures, and virtual component factors all have a part of organizational behavior. Successful organizations are mindful of every arena, and strategically prepare for and implement change where and when it is needed; thus building an organizational behavior of encouragement, ethical practices, as well as trust and commitment to see the vision and mission to fruition.

Decision making - no longer the preserve of middle managers or business analysts-occurs throughout the business, from boardroom to front office.[6]

The most essential aspect of modern management is decision making. Consider as management primary function. Having rational decision should be the top job of a responsible manager. Most of the time managers endure hundreds of decisions carefully and subconsciously as part of their role as Decision-maker and key part of manger’s activities. They must determine both managerial and organizational actions to come up with a decision. A well-balanced judgment and a commitment to action taking decisions on problems and situations is the most important function of management. Decision-making spreads through all parts of managerial actions. It is a continuous process. Decision-making is extremely important and necessary component of the management process itself. Through decision-making, purpose or goal and limit are link together. To come up for a definite conclusion, and for follow-up action means, a manager and the management needs to have a decision among a set of alternatives.(Robbins et. al, 2012)

In conclusion, it showed how a supervisor without people skills can affect the mood, morale and motivation of the employees, which will eventually have bad effects on the company. However, with the implementation of feedback system, it helped the management to gain some positive comments which can enhance on the relationship and environment more