Workplace Report

1.0 Introduction

1.1 Purpose

The purpose of this report is to discuss how I would expect the organization which I choose to be managed by using the relent theory of Group dynamics and Power. This involves identifying the key problems of the organization and analyzing how it is actually managed and note the difference from my theoretical expectations, and offering suggestion in order to improve or strengthen the organization.

1.2 Structure

In this report, the introduction will be offered initially that involves the purpose, structure of this essay and background of the organization which I choose. Secondly, key issues about group dynamics and power will be explained and analyzed one by one in the body part. Afterwards, some recommendations about how to change, improve or strengthen the organization in the future will be given. Finally, conclusion will be given at the end of the essay that involves summarize problems of the organization.

1

1.3 Background

I choose my father’s restaurant as the focus organization which is one of the largest restaurants in Shanghai. There are two reasons why I choose this organization. The first reason is the organization size. There are more than 150 employees in the restaurant that involves top-level manager: president and vice president, mid-level managers such as accounting department, customer services and kitchen department, first-level manager which involves foreman of waiters and waitress, chiefs, accountants and cleaners, and employees. The second one is I once worked in the restaurant and know clearly about how each department works and what roles they are played in the restaurant.

2.0 Body

2.1 Group Dynamics

2.1.1 Definition of Group

A group is two or more people who share a common definition and evaluation of themselves and behave in accordance with such a definition (Fine & Harrington 2004, p.341). In addition, Thompson and Mchugh (2002, p.61) defined group as a collection of people who interact with one another, accept rights and obligations as members and who share a common identity.

2

2.1.2 Dynamics of Formal Group

According to Kreitner and Kinicki (2007, p.306), if the group is formed by a manager to help the organization accomplish its goals, then it qualifies as a formal group. Also, Kreitner and Kinicki (2007, p.306) claimed that the formal groups fulfill two basic functions: organizational and individual. Schein’s study (cited in Kreitner & Kinicki 2007, p.307) said that organization functions involves: 1) “Accomplish complex, interdependent tasks that are beyond the capanilities of individuals”, 2) “Generate new or creative ideas and solutions”, 3) “Coordinate interdepartmental efforts”, 4) Provide a problem-solving mechanism for complex problems requiring varied information”, 5) Implement complex decisions”, and 6) “Socialize and train newcomers” as well as the individual functions are divided into five parts: 1) “Satisfy the individual’s need for affiliation”, 2) “Develop, enhance, and conform the individual’s self esstem and sense of identity”, 3) “Give individuals an opportunity to test and share their perceptions of social reality”, 4) “Reduce the individual’s anxieties and feelings of insecurity and powerlessness”, and 5) “Provide a problem-solving mechanism for personal and interpersonal problems”. For example, at the end of every month, accountants must settle accounts in order to let top-level manager know how much the restaurant have been earned and cost during one month and it is really a

3

complex and interdependent work which needs two to three accountants working as a group to calculate and check the forms for reporting statistics who are organized by the manager of accounting department. However, informal group always exist with formal group.

2.1.3 Dynamics of Informal Group

Fine and Harrington (2004, p345) said that informal group exists when the member’s overriding purpose of getting together is friendship or common interests. For instance, there are many small informal groups among the waiters and waitress who has the same common interest and good friendship always talk each other together, sometimes the managers fail to realize is that within every organization there are often informal group pressures