Introduction
Organizations around the world understand the needs of the people to improve in their field of work within their workplace. Many leaders sophisticatedly created the effective actions to improve the performance of the employees are suggested by the various business critics, theories, and analysts. The reason behind the training and development of the organizations is to improve the competency of the employees that will latter contribute in the effectiveness of the organization. The people are the key drivers of the organization; this same is true that when there is an indication of change, the people are the most critical element that will experience the impact of changes. However, the improvement in the productivity of people does not always fall into the idea about the training and development. There is an indication that motivational approaches and giving incentives are also effective. In addition, the personal aim of the people towards their career growth can be the very strong foundation towards their productivity.
Background of the Study
Most of the investigations in the work productivity of the employees are based on the theories of motivation or the hierarchy of needs. If the organizations successfully implemented the theories and practices, there is a potential success in the performance of the employees. But all of the efforts don’t promise the permanent result. There are instances that the organizations are placed in the middle of dilemma and if they managed to place the incentives as part of their motivation approach towards the employees, the leaders have no choice but to pull the incentives off instead of losing the talented people. Apparently, the changes in the business environment and the associated challenges can be also treated as a way to improve the productivity of the employees. Still, there are chances that the basis of improvement lies in the willingness of the employee to improve. Researchers found that the use of manpower and increasing their overall effectiveness is a good approach to establish the organization’s approach in performance and productivity. The lack of productivity of an individual leads to the downfall of his career, because there is no significant effort. On the other hand, if an individual can’t improve his performance on his own, there are still people who are willing to help and together, they can surpass the expectations (Kepes, Delery, & Gupta, 2009).
The idea of group dynamics can be the result of the investigation of the corporate leaders in combining the innovation and social interaction. However, the influence might be underdeveloped. In employee group dynamics, the information is shared or spreads to the members allowing them to create their assumptions and insights. The flow of the communication in between the group is the outcome of the good relationship between the employees. Working together is a good evidence that all of the employees are aiming to achieve the productivity truly meant for the entire organization (Aral, Brynjolfsson, & Alstyne, 2007).
The collaboration of the individuals in working together is within the scope of social processes. Through the group dynamics, the individuals can enjoy the interaction with the co-workers and might explore the other essential ideas through the use of brainstorming. There is a traced competency among the individuals who support the group dynamics because they are willing to accept the other opinions of other and they can divide the tasks equally to lessen the burden. The complexity of the tasks, are the most common problems of the employees that fails to answer the demand of the organization, but with the help of the group and proper communication, there is an identified confidence among the individuals (Xia, et al., 2007).
Problem Statements
The productivity, in the view of the business organization, is to essentially utilize the labor, resources, machineries, and others into products or services. The concept of productivity can be found in the system within the organization and often represent the starting point as the “input” and the end point as the “output”. If the management successful managed the process, therefore the organization can run for a long-term. The employees that working in the organization are also expected to contribute well in the process productivity to support the success of the organization in the industry. To identify the role and impact of group dynamics in the productivity there are three problems addressed in the study:
1. What are the problems that should be recognized in the group dynamics to become successful?
2. Are there any preferences among the individuals before joining in the group dynamics?
3. On to what degree does the collaboration should take place?
Works Cited:
Aral, S., Brynjolfsson, E., & Alstyne, M.V., (2007) Productivity Effects of Information Diffusion in Networks [Online] Available at: http://digital.mit.edu/research/papers/234_VanAlstyne_Productivity_Effect_Info_Diffusion.pdf [Accessed 22 July 2010].
Kepes, S., Delery, J., & Gupta, N., (2009) Contingencies in the Effects of Pay Range on Organizational Effectiveness, Personnel Psychology 62(3)
Xia, L., Shami, N.S., Yuan, C., & Gay, G., (2007) The Impact of Negative Relations on Performance and Satisfaction in Group Work [Online] Available at: http://csdl2.computer.org/comp/proceedings/hicss/2007/2755/00/27550246a.pdf [Accessed 22 July 2010].
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