Group and Team Behavior
Being a lead teller at 5/3bank, groups and teams are important in all institutions or organizations and individuals for them to achieve their set goals and objectives. A team comprises of two or more people who come together to achieve certain common goals and objectives of which they will be accountable. Virtual teams comprise of individual groups comprising of all the teams or combination of teams consisting of people with unifying relationship capable of mutually understanding one another.
Informal groups on the other hand consist of two or more people who come together to benefit themselves and not the company they are working for (McShane and VonGlinow, 2010). Organizations can use self directed teams to achieve its set goals and objectives. Since unity is strength, organizations can use the teams to improve mutual relationship among employees so as to minimize conflicts at 5/3bank. The 5/3bank as an organization can use these self directed teams to outperform its competitors since a unified people can lead to general improved performance in terms of profitability and increased customer base.
It can also use it to improve its image and reputation with the public as an organization with staff who work as one team (Festinger, 1958).
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On the other hand groups and teams can have limitations or demerits if not well utilized for the intended purpose. Teams and groups can work against the organization if they want their issues to be addressed. For example if they want their salaries to be increased, they can easily compel the management to review there salaries even if the organization is not generating enough returns to meet there demands. Another limitation can arise when there is a group or a team which has its own personal interests and not for the organization, hence creating a conflict of interest (Davis, 1980).
This can lead to the collapse of the organization since the employees have no priority to achieve the set goals and objectives of the organization at heart hence blame game arising within the organization. Another serious problem can arise where the management can be evicted out of office by influential people in the team for their own vested interests. There are other challenges facing self directed teams like cross cultural values and beliefs that differ among group members in the organization.
Labor unions also and employee resistance to these groups is another challenge or limitation facing members of the team and the group. The management may also fail to recognize these teams and groups, hence increasing tension in the organization (Mcshane and VonGlinow, 2010). To minimize all these challenges in decision making, team leaders should involve all team members and ensure manageable members are maintained where norms, team structure should support critical and group thinking.
There are many types of strategies that the organization can use to support or motivate the teams in the organization. These strategies of building a committed and determine team at 5/3bank includes: setting clear goals and objectives of the organization to be achieved by involving all team or group members so that they feel part and parcel of what is going on within the team or the group (McShane and VonGlinow, 2010). The idea of having a set and clarified roles and tasks helps to reduce conflicts and misunderstanding which can wreck the operations of the team.
This will also affect communication and coordination; for example if every employee knows his or her responsibilities, it will help build a strong bond between themselves and the management. Another very important strategy that the 5/3bank can use and motivate the team and group members is by establishing interpersonal processes like interactive sessions where members can get to know one another so as to exchange beneficial ideas with one another. These are also sessions which members can reconcile their differences and by so doing, they can mentor one another by sharing their life experiences.
Another important strategy is how to solve conflicts or challenges facing the team or group members (Erich, 1996). The problem solving is stipulated and a conflict resolution committee is set to handle disputes arising in a harmonious manner without biasness, fear or favors (Festinger, 1958). These methods have been proven to be effective. The team and group members have performed well in the past by strictly adhering to the set rules and regulations governing them. For instance, thorough consultation and involving all the team or group members have been so effective and has yielded positive things or outcomes (Davis, 1980).
The problem solving procedure and the conflict resolution committee have helped in solving serious conflicts and misunderstandings which could have otherwise broken the mutual understanding among team or group members at 5/3bank. References Davis. J. H. (1980). Group decision and procedural justice. Hillsdale. Lawrence Erlbaum Associates. Erich. H. et al. (1996). Understanding Group Behavior: consensual Action by Small Group. Hillsdale. Lawrence Erlbaum Associates. Festinger. L. et al. (1958). When prophecy fails. New York. Holt. McShane. S. and VonGlinow. M. (2010). Organization Behaviour. New York: McGraw Hill.