Factors that influence individual and group dynamics

Factors that invite single and throng dynamicsIntroductionOrganizational Behavior has incur a challenging hot topic among more groups who argon fire to battlefield the individual and group conduct of deal diverseness stateing as teams in transcriptions. The term organisational way whitethorn energise many definitions. consort to Debra (2008), Organizational Behavior is the hear of individuals and their conduct deep d accept the place setting of the giving medication in a fermentplace setting. She describe it is an interdisciplinary scene of action that includes sociology, psychological science, communication and trouble. there are also views that it is not notwithstanding the mull over of how compositions behave, except rather the study of individual style in an organisational setting. This includes the study of how individuals behave al mavin, as wellspring as how individuals behave in groups.The purpose of this essay is to put on a greater fancying of those factors that crook individual and group dynamics in an system of rulesal setting so that individuals and the groups and compositions to which they belong may be sleep with more efficient and effective. It also includes the abbreviation of agreemental factors that may have an influence upon individual and group behavior. up to now the literature review help the author of this essay to realize that often of organisational behavior research is ultimately aimed at providing human imaginativeness management professionals with the in blueprintation and tools they need to select, train, and retain employees in a panache that yields maximum benefit for the individual employee as well as for the presidency. sacking beyond that this essay lead discuss Leadership and change management aspects of organisational behavior.Author V.G.Kondalkar describes Organizational behavior is a field of study that investigates the force that individuals, groups and systemal bodily st ructure have on behavior within the ecesis, for the purpose of applying such loveledge towards improving an organizational effectiveness. thither for organization behaviors rump be discussed in different takes including one-on-one, group and organization structure. singularGroupStructureStudying these distinct different take aims, may helps to understand the organizational behavior at a broader air so that it could gibe the different aspects at each direct which the managers stinker use to palliate their day-to-day job.Individual level of analysisAt the individual level of analysis, organizational behavior involves the study of learning, perception, creativity, motivation, personality, turnover, task performance, cooperative behavior, deviant behavior, ethics, and cognition. At this level of analysis, organizational behavior draws heavily upon psychology, engineering, and medicine.Taking Google as an caseful to this, Google recruit individuals with trounce academic and analytical capabilities. By this they expect a knowledge organization. The individuals glide path from this phase of back ground ordain natively bring in a studious learning socialization. There allow for not be an explicit necessity to motivate them towards learning. Their business organisation is that they speculate technologies specially related to internet. Business gets the competitive edge over its competitors by their innovations. To align this strategy they also recruit in a higher place kind of people. They forever and a day encourage an entrepreneur culture where they expect a flatter structure and less agent distance between individuals. So that they expect ideas coming from bottom to up to generate always creative ideas.Individuals privy be motivated by different means. Motivation towards expected behavior is where organization scum bag most benefit. Herzberg came up with two factor theory where he define both implicit and explicit factors for motivation. P roviding examples to the effectively of indirect motive factors, organizations like Google offer 20% of their employees execute time to involve in a project which each individual like. Given more facilities to electric shaver care, good food, health and entertainment Google wants to provide as many as intrinsic motivators. This was real successful as they fulfill the individual of necessity to a greater extent so that employees dirty dog involve their work with their Saul morality. It was one Einstein said people who work if it is scarce to avoid punishment or to gain the rewarding of good work as like in most religious teachings they will reference the morality of individuals. It is just the affright that makes that work done.There for this essay urge if organizations provide really address the morality of individuals like what Google successfully did, they laughingstocknister have the most effective and pleasant work force. It was also highlighted in order to have a m oral organization it should recruit people who are capable and self disciplined. On the some other hand it will definitely need the support from organization Leadership and culture. in time individuals form groups. In other words group behavior is influenced by individual behavior. But manifestly group behavior has more power and has more strength. There for to have the exceed fitting group behavior for the organization it must have the right individuals. This individual behavior paves this essay to the way towards how an organization can best benefit the group behaviors.Group level of analysisAt the group level of analysis, organizational behavior involves the study of group dynamics, intra- and intergroup conflict and cohesion, leading, power, norms, interpersonal communication, networks, and roles. At this level of analysis, organizational behavior draws upon the socio crystal clear and socio-psychological sciences.When there are groups it is naturally the first thing come o ut to mind is leadership. Organizations can have many different groups. Sometimes they can be formal and obvious many times they are cosy. These groups plays a vital role in an organization as these groups can be treated as energy cells, which concentrate some pockets of power. These pockets are very eventful to determine the success of organization. On the other hand this is where organizational politics and leadership comes in. As far as organizations are pertain most critical decisions are coming from director board. For example these decisions can be approved simply by majority. To make decisions effective and comes in to play they have to get the support of subordinates. As the research to professor Robert Reich, he finds that many times the subordinates do not support to the logical accuracy of decisions, but they support to the personal traits or any other leadership traits. There most the time subordinates address issues with gut feelings. This is wherefore group beh avior is so of import. If organizations can form groups which doesnt obey only to the gut feeling but put some effort to overpower mental resistances and come to some rational decisions such kind of organizations do better in business. Richard trading, one local company once apply only board members from two families. At the board they always had this power struggle. But ultimately the board was introduced with professionals and the group started performs than never before. Because their group directors didnt give the axe to their gut feeling. This provides how group behaviors can be best effective to organizations. If an organization really focus on these group behaviors they can turn them in to their benefits. Most the time everyday group behaviors seen bringing negativities to the organizations. But effectively used these behaviors can be used for organizations proceedss.Human resources if managed well cargo area the key to the success of the organization. According to (Cr anny, Smith Stone, 1992 ) human resources output is high when the employee s function as a team than it is the case when employees do not work as teams . A synergetic effect is what solvents when organizations press team spirit. However creating functional and efficient teams calls for expertise, tolerance and a slew of motivation on the part of the organization. Teams enable employees to exploit their potential and thereof increase job performance. A team consists of members with diverse experience, skills and qualification. These diverse work group and synergy effects have contributed effectively to the organizations like Microsoft to gain competitive advantage by means of creativity and different thinking. It is trustworthy nigh the world that diverse work forces are helping to hurry new idea generation and creativity. As understood the benefits of group behaviors to the organization enhanced through essence of diversification, companies like Microsoft earned best advant ages. Microsoft in their web site acknowledges that they encourage synergy effects to the organization in the ways and means of diversity.Communication is also another area that organizations can vastly advantage of. Group and team theory of communication have also been studied to determine the best ways to form groups . The extract of communication regulate is driven by the aim recipient . It is important for organizations to understand the dynamics of each form of communication which will enable them to send messages effectively .Communication being an integral part of human organism is the medium through which understanding is gained. In an organization , communication is important since it is the means by which people are able to work in concert to achieve everyday goals .Schermerhorn , Hunt , and Osborn (2005 ) defines a team as a formal group of people working together with an aim of achieving common goals . Teams are important in that, they improve performance in an organ ization , they enhance communication and they make an organization more competitive in that they draw from a wide range of talent . This paper looks at conflict resolution process in teams with an aim of analyzing how conflicts affect teams.Provided above this section of the essay argue that today organizations can best advantage if they effectively manage the effects of organization politics, synergy, diversity and communication at organizations group behaviors.Organization level of analysisAt the organization level of analysis, organizational behavior involves the study of topics such as organizational culture, organizational structure, cultural diversity, inter-organizational cooperation and conflict, change, technology, and external environmental forces. At this level of analysis, organizational behavior draws upon anthropology and political science. But the evolution of political nature was exposit during the group level analysis. Diversity and Cultural level things will be di scussed in the latter part. However this section mostly focuses in to the structural trespass to the organization behavior.Structure in simple is the degree of complexity, formalization and centralisation in the organization.Complexity is the degree of vertical, horizontal and spatial differentiation in an organizationFormalization is the degree to which jobs within the organization are standardized.centralisation is the degree to which decision making in concentrated at a single point in the organizationProvided above elements of structure it is obvious the structure may interact to people in terms of hybridise of control and power distribution. As discussed before power is coming from others, or subordinates. The reason to power can be different. It can be informal like referent, expert, magnetic, or it can be formal Coming from position. each way the correct planning of power may help organization to achieve their desired egresss.Elements of Organizational BehaviorThe organi zations base rests on managements philosophy, values, quite a little and goals. This in turn drives the organizational culture which is composed of the formal organization, informal organization, and the social environment. The culture determines the type of leadership, communication, and group dynamics within the organization. The workers grasp this as the quality of work life which directs their degree of motivation. The final solvent are performance, individual satisfaction, and personal growth and development. All these elements combine to fig the modelinging or framework that the organization operates from.Cultural elementA social system is a complex set of human relationships interacting in many ways. Within an organization, the social system includes all the people in it and their relationships to each other and to the outside world. The behavior of one member can have an impact, either directly or indirectly, on the behavior of others. Also, the social system does not have boundaries it exchanges goods, ideas, culture, etc. with the environment around it. finale is the conventional behavior of a society that encompasses beliefs, customs, knowledge, and practices. It influences human behavior, even though it seldom enters into their conscious thought. race depend on culture as it gives them stability, security, understanding, and the ability to respond to a given situation. This is wherefore people fear change. They fear the system will become unstable, their security will be lost, they will not understand the new process, and they will not know how to respond to the new situations.Individualization is when employees successfully exert influence on the social system by challenging the culture. But when challenging culture it must be careful because normally culture is seen as an iceberg lettuce to most management specialists. This nature of culture is very illusive and organization must best understand the culture if they are to do best in bus iness. Cultural dimensions will be different from countrified to country and also from region to region, may be from organization to organization. This best explains why the same model may be success in one culture but not will be success in another culture.Models of Organizational BehaviorThere are quartette major models or frameworks that organizations operate out of, Autocratic, Custodial, Supportive, and CollegialAutocratic The basis of this model is power with a managerial preference of authority. The employees in turn are oriented towards obedience and dependence on the boss. The employee need that is met is subsistence. The performance result is minimal.Custodial The basis of this model is economic resources with a managerial orientation of money. The employees in turn are oriented towards security and benefits and dependence on the organization. The employee need that is met is security. The performance result is passive cooperation.Supportive The basis of this model is leadership with a managerial orientation of support. The employees in turn are oriented towards job performance and participation. The employee need that is met is status and recognition. The performance result is awakened drives.Collegial The basis of this model is partnership with a managerial orientation of teamwork. The employees in turn are oriented towards responsible behavior and self-discipline. The employee need that is met is self-actualization. The performance result is moderate enthusiasm.Although there are four separate models, almost no organization operates exclusively in one. There will usually be a predominate one, with one or more areas over-lapping in the other models.The first model, autocratic, has its roots in the industrial revolution. The managers of this type of organization operate mostly out of McGregors Theory X. These kind managers does believe that employees are not good, cannot work their own and should be unploughed under tight controls etc. The ne xt three models begin to image on McGregors Theory Y who believe employees are capable, and they must be provided with good environment to work as a result they will work and put up good result. However each models has evolved over a period of time and there is no one best model. In addition, the collegial model should not be thought as the be or best model, but the beginning of a new model or paradigm.ChangeIn its simplest form, discontinuity in the work place is change, (Knoster, Villa, 2000). According to Lord Buddha there is no certainty everything is subjected change. This will not only explain the uncontrollable and unexpected but eternal law of change, but also its describe change is unavoidable. There for organization also bevel square deny this truth. When the attitudes, expectation, trends and styles, change with people factor, the other PESTEL variables can also be change as a result. As a result set just about change itself is become a big challenge for many organ izations. However the researches evident that 70% of change processes are unsuccessful. Thus change is essential for organizations.Almost all people are nervous about change. numerous will resist it consciously or subconsciously. Sometimes those fears are well founded the change really will have a negative impact for them. In many cases, however, the target population for the change will come to realize that the change was for the better.The pace of change is ever increasing particularly with the advent of the Internet and the rapid deployment of new technologies, new ways of doing business and new ways of conducting ones life. Organizational Change Management seeks to understand the sentiments of the target population and work with them to promote efficient delivery of the change and yearning support for its results.There are two related aspects of organizational change that are often confused. In Organizational Change Management we are concerned with winning the hearts and minds of the participants and the target population to bring about changed behavior and culture. The key skills required are founded in business psychology and require people people.Provided the significance of peoples factor, as discussed throughout this essay it is ultimately peoples behavior which may affect the organizations behavior at the most severest context. There for it is only the effective leadership which can address these diversities of people behaviors may brings the most success to the organization. Following will discuss how leadership is best effective at todays organizational behaviours.Leadership and Organizational Behavior oneness can also argue that Organizational Behavior is the study and natural covering of knowledge about how people, individuals, and groups act in organizations. It does this by taking a system approach. That is, it interprets people-organization relationships in terms of the full-length person, whole group, whole organization, and whole so cial system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. As you can see from the definition above, organizational behavior encompasses a wide range of topics, but ultimately its the leadership which can make determine the successful integration of all these variable to produce more optimum results.To begin with, the concept of organizational leadership, as described here, is not entirely new. For almost a century, various observers have glimpsed the self-organizing characteristics of groups, and their natural tendency, more or less of their own accord, to design and direct their own affairs. More than that, there have also been suggestions in the literature that leadership and authority are to be viewed as distinctly separate phenomena.In an intelligently managed organization, that leadership isnt a randomly operating process its a propulsive force given motion by purpose, and by a joint effort to acco mplish it. That is its natural tendency, its bias. But it is managements role to fancy that this organizational leadership has a substantive and meaningful core around which to form itself and to give it traction for advancing the organization toward its stated ends.victimization these as a basis, organizational leadership can provide the functions of leadership to an organizationally beneficial degree that cannot be matched by individual charismatic leaders alone. It is also far more reliably focused on the organizations ability to accomplish its own purposes and ensure its own sustainability (rather than resulting in the sexual perversion of those to the interests of senior executive leaders).ConclusionThis essay critically analyses the effects of organization behavior in todays context by different aspects. It very understandably proves people are the key factor of the determination of organization behavior. Individual behavior will influence the group behavior. Formations of gr oups may crates pockets of power. Power can be formal or even informal. But the powerful personalities can influence more effectively the organization. Leadership is best effective where if organization gather many power groups around the personality which can lucubrate the business to the most effective direction. However organizations are always to change. People create resistive forces most the time to the change. Leadership is successfully reusable to reduce the resistive forces to the organization change objectives.