Organizational Behavior Methods of People Interaction

Question: Describe about the Organizational Behavior for Methods of People Interaction. Answer: Introduction The study of the methods of people interaction in a particular group or segment is known as organizational behavior[1]. The organizational behavior can be segmented in three levels such as- work groups, individuals and the behavior of the organizations. This essay would discuss about the task as well as maintenance functions, factors affecting group effectiveness, empowerment skills and the self managed team. Discussion The task functions are performed in a group in order to maximize its efficiency[2]. The team leader or the person associated with the group should make sure that the group fulfills its goals and this should enrich and nourish the team members. The sample task functions include the act of initiation, coordination, summarizing and diagnosis of the main job tasks. The task functions consist of the behaviors which direct or focus activities involving labor or work. The tasks are required to be fulfilled by the organizations in order to achieve the goals of the organization. They can be general tasks like functions of the sale department. The task functions should be specified in a detailed manner which elaborates the day to day functions of the department. The various roles played by the task functions are opinion seeker, information seeker, initiator, coordinator, summarizer, opinion giver, consensus tester, diagnostician and evaluator. The maintenance functions include the necessary roles that are required for the purpose of completion of the tasks. Their primary function is to preserve the existing conditions and reduction of tension, harmonizing and encouraging. The different maintenance functions in a group are supporter, tension releaser, mediator or harmonizer, gatekeeper, feeling expresser, empathy expresser, compromiser, standard setter and follower[3]. These functions come with individual duties such as the mediator harmonizes the difference in the opinions and helps in the resolution of the group conflicts. There are various factors that influence the effectiveness of the group. The individuals, group size, group norms, leadership, synergy, cohesiveness, homogeneity, role identity and others have an impact on the effectiveness of the work group. If the individuals are aware of their roles and responsibilities in a team and the size of the group is optimal, then the productivity of the group would improve. It has been found out that smaller groups are more effective than large groups. If the group members follow the norms of the group and their collective efforts produce the best results, then the group would be effective. There can be several norms such as performance, attendance, dress code, interpersonal relations and others. The degree of interpersonal attraction and the leadership capabilities also determine the effectiveness of the group. The degree of similarity of the group members in terms of education, skills, general backgrounds, income levels and others determine the effectiv eness of the group. The role identity concerns with the capability of the group members to assume different roles within the team. It is very important to deal with the emerging conflicts that may come up in a group. It is also essential to establish transparent communication channels in between the group members. The team process should be clear, understandable and achievable. They should be communicated well to the team members. The fulfillment of these factors would ensure the effectiveness of the group. The empowerment of the group members is to enhance the level of autonomy as well as the self determination in the people so that they represent their interests in a responsible manner. It is a key concept in employee engagement and gives certain degree of decision making powers to the employees. The advantages of the employee empowerment include the enhanced organizational responsiveness, increase in the productivity and high degree of employee commitment[4]. The empowerment gives the employees certain skills such as power, trust, freedom and encouragement in order to efficiently perform the job related tasks. In organizations, there are certain teams who control their own functioning. They are known as self managed teams. These kinds of teams share the work tasks and provide mutual support to each other. Every member of the team is responsible for the management of the entire team and demonstrates shared decision making activities. They work towards the fulfillment of the goals and the responsibilities are defined by the team members. The main advantage of such teams is that they increase the productivity of the team. They plan, coordinate, instruct and control the activities of the team, which can induce pride in the accomplishments. There is better allocation of the resources and there is significant reduction in the associated costs. Conclusion The organizational behavior is concerned with the analysis of the human behavior in organizational settings. A scientific approach should be used for the management of the employees. The organizational behavior comprises of the various factors that lead to the success of the organization as a whole. It is also concerned with empowerment and the self managed team. References Krapfl, J B Kruja, "Leadership and Culture". inJournal of Organizational Behavior Management, 35, 2015, 28-43. Parry, J,From Prevention to Wellness Through Group Work. in , Hoboken, Taylor and Francis, 2014. Reichelt, M, "Career Progression from Temporary Employment: How Bridge and Trap Functions Differ by Task Complexity". inEuropean Sociological Review, 31, 2015, 558-572. Sanchez, L L Cralle, "Attaining Employee Empowerment". inNurse Leader, 10, 2012, 38-40.