In “The Forgotten Group Member” instance survey. the organisational behaviour group developed utilizing some of these five phases: forming. ramping. norming. acting and adjourning. Forming is characterized by the groups desire to be accepted. This is the orientation portion of the group development and a leader is chosen. In the storming phase. group members frequently discuss and argument about which undertakings and responsibilities are assigned to whom. The cardinal factor in the successful passage from this phase is the ability to listen. While in the norming stage. coherence is apparent through the group’s interpersonal relationships.
Each member is opened to new thoughts based on the facts presented by other members. An apprehension of each other leads to a higher trust degree which leads to a better working squad. Performing. while non reached by every group. is an development of independency within the group. where there is trust that everyone will execute as coveted and there are no interpersonal issues amongst the members. The concluding phase is recessing. which includes the decision of undertakings. relationships. adieus and the acknowledgment of public presentations and engagement in the group.
Harmonizing to this instance survey. the organisational behaviour group. led by Christine. is a in the storming phase. Assuming Christine was unaware of the storming phase of group development. she could hold made a more aggressive effort to talk with Mike before the 5th hebdomad. There were issues with Mike that needed attending early on. Some would reason that the group would be in the norming phase but these struggles were ne’er resolved which puts them still in the storming phase. Everyone in the group was acquiring along and they understand their function. all but Mike. This is made apparent by 4th paragraph from the instance survey about how Mike missed most of the meetings because he was busy with work. Part II: Problem Identification
In my sentiment. the primary job confronting the group is the deficiency of coherence and trust between all of its members. The biggest job confronting Christine is her inability to face Mike and keep him accountable for his portion in the group undertaking. Christine is the “Team Coordinator” . and as such. she has an duty to turn to these issues early on.
As a group. it seems that Christine is unwittingly excepting Mike from the squad meetings by picking times in which he works. To me. she has failed in her responsibility to suit all members of the group. This leads to the issue of trust. Microphone has personal jobs with his girlfriend. is about ever busy outside of categories with work and likely feels like he isn’t welcomed by the group. I point to the illustration in the cafeteria where there was an ad-lib meeting by the other members of the group. Mike likely assumed they excluded him from this informal meeting on intent which seemed to do Mike to go even more distant.
Christine should hold understood non merely the accomplishments and properties of the group. but besides the personal feelings of the persons. She was so caught up in doing her class that she overlooked her duties to every member of the squad. Mike was full of great thoughts. but his personal issues and sense of exclusion from the group made him experience like an castaway. Christine was non sensitive to this which may hold made jobs worse. Had Christine talked to Mike in the really beginning and made an early attempt to decide these issues. the group may hold turned out much otherwise. Part III: Retrospective Evaluation
When speaking about group development. squad edifice exercises come to mind. “One perfect solution” would hold been to take another “Team Coordinator” . From the instance survey. Christine was hesitating to take any action. She was good at forming and pull offing but non prima. Her insensitiveness to the feelings of others. in this instance Mike. caused added struggle within the group. She was more occupied with doing the class than with practising what she learned about organisational behaviour and squad theory. It would be hard to make up one’s mind which of the others would hold made a better leader. In this instance. I would state Mike. Harmonizing to Christine. he had vision and great thoughts for the squad. His personality. at least from the first meeting. put people at easiness and made them laugh. As “Team Coordinator” . he would hold been able to take a meeting clip more convenient for him. He would look a more likely follow the squad theory and organisational behaviour subjects covered in his category alternatively of concentrating on merely the class.
My other “perfect solution” . presuming that Christine stays on as “Team Coordinator” . would be to hold Christine take a more active function in using the theories learned in the organisational behaviour category. Concentrating on the class is good for her personal end but the aim of the undertaking was to set into pattern what was learned in category. Using squad theory and understanding the stairss to group development. she would hold been in a great state of affairs to truly reflect as the leader. The issues with Mike would hold been eliminated or greatly reduced and his part to the group would hold been greater and more evident to the other members. This would hold allowed them to travel past the storming and into the norming phase straight into the acting phase because of the high degree of trust that would hold been likely built with each other. Mike as Team Coordinator| Christina using subjects from class| Pros| Mike won’t miss meetings| Better vision for group| Higher public presentation capability| Reduced interpersonal issues| Better group cohesion| Higher trust level| Cons| May still have group interpersonal issues| May non acquire every bit high a class as expected| Part IV: Contemplation
Christine was likely a mediocre group leader. She exhibited managerial accomplishments to an extent but did non expose the leading qualities that I would anticipate from a squad leader. She was more concerned about acquiring a good class than with seting to the pattern the subjects discussed in her organisational behavior category. She gave assignments based on ability and was non concerned about personal attitudes or feelings harmonizing to what I read from the instance survey. Mike was the premier illustration of her insensitiveness to every group member’s feelings. Mike felt excluded and she was unmindful to this issue that got out of manus fast. Although Mike could hold confronted Christine early on about his feelings of exclusion. Christine was finally responsible for steering the group through the development procedure that would take to their success in the undertaking.
In a squad every member is of import and Christine’s group. although all but one member took attention of their ain portion. was non runing as a squad. They showed no concern for Mike except when it would impact their class. This deficiency of concern for Mike made him experience like an exterior of the group which likely aided in his desire to underachieve in his responsibilities towards the group. The “Team Coordinator” failed in their cardinal responsibility to construct squad trueness and trust. Christine is a difficult worker but was non fit to be a group leader.
Schermerhorn. J. R. ( 2012 ) . The OB Skills Workbook. Organizational behaviour ( 12th erectile dysfunction. . pp. W-112 ) . New York [ etc. : J. Wiley.