Common Problems and Barriers in Group Organization Structure

Common Problems and Barriers in Group Organization Structure

Codi A. Hammar

MGT415: Group Behavior in Organizations

Professor: Jim Jeremiah

November 16, 2014

Common Problems and Barriers in Group Organization Structure

Many business owners and managers alike as well as the employees that make up that particular business or organization will all ultimately agree that conflict occurs on a very regular basis for a variety of different reasons. These reasons include but are not limited to unstructured groups or none cohesive groups in which members are unwilling to work together, conflicts amongst employees as to what their roles are and which employees are assigned to which tasks, and errors/barriers within communication. The following example will attempt to provide clear and descriptive examples using a local agricultural business that deals with the manufacturing and production of Hops. Throughout this report, Gooding Hop Farm will be used to provide examples as to why conflict arises and will attempt to provide proven and effective examples of how to overcome these barriers and obstacles in order to provide a more productive and friendly business working environment.

One of the first aspects to business and organizations that could lead to a downfall in productivity is group cohesion and group structure. “Structure is important because the diverse nature of group structure can determine the group task, who performs which task, and the form of group interaction in a particular collectivity” (Losh, 2011). Organizations who often do not have a team of well qualified and trained individuals may experience teams or groups of people who are unwilling to work well with one another or may be confused as to what their job roles are which results in overall confusion and taking valuable time away from the company to explain things to individuals as to what their job duties and tasks are and which employees are assigned to which tasks. One of the major problems that Gooding Farms faces in terms of group cohesion and structure and that Kreijns, K., Kirschner, P. A., & Jochems, W. states is that “often times certain groups of people may feel that he or she works better alone, may not have a need to work in a group, and oftentimes may feel that they cannot spare the time to communicate with other individuals. These individuals may also feel that some members of a group are incapable of accomplishing certain job tasks or assignments” (Kreijns, K., Kirschner, P. A., & Jochems, W., 2003). In order to combat the issue of poor group cohesiveness and poor group structure there are several key things to keep in mind. One of the top priorities in creating a working environment that allows for well unified groups is to form groups using individuals who are able to exhibit accountability. “Each person within a group should have roughly the same amount of time and work invested in each project the group works on” (Lynn, 2014). Establishing work flow grids, having established deadlines, and requiring the group to keep its manager up to date on each person's progress will help ensure that everyone in the group contributes equally to the project. “Handling contradictions and being able to embrace culture and diversity are also very important aspects to creating a well unified and cohesive group” (Losh, 2011). Another possible implementation that can be done not only on Gooding Farms but to many organizations and businesses to improve the quality of productivity is to allow the employees to learn of the benefits that may come from working as a group or a team. It is also important for these employees too know that “greater chance of being received appreciatively by potential employers, and the fact that much of their future careers will almost certainly involve working in groups with a diverse range of people who will have a wide variety of skills and abilities” (Kreijns, K., Kirschner, P. A., & Jochems, W., 2003).

Many people may agree that humans are hardwired for social interaction and enjoy stimulation from being around other people. In fact several scientists have agreed that “the mere presence of other people can be psychologically arousing” (Losh, 2011). Furthermore some scientists also think that certain levels of arousal can play an important role in increasing performance and productivity. Another benefit to socialization and well unified groups who are cohesive in the work environment is that in most cases, people feed off the energy of other people. It also allows for groups to send and receive feedback. A well unified group will also exhibit an extremely good concept of creativity and often times discuss ways and methods to get job tasks done easier, safer, and more efficiently. This in turn usually creates easier and smoother inter group relations as well as an overall higher motivation for the overall work group. A prime example in which a group exhibits unity and cohesion and finds it to be perhaps of extreme significance is that of the armed forces and military. One of the reasons in which this is of extreme importance in a military perspective is largely due to the fact that “not only do you have to be liked by others but you have to be willing to die for them in some instances as well” (Team/Cohesion, 2010) Certain types of cohesion within the military also contributes to the survival of groups and military units when faced with harsh climates and unfamiliar territory. Often times these situations can be chaotic especially if facing wartime situations and environments. Cohesion also exists amongst leaders in the military because they have to put their trust in young men and women who are willing to carry out orders even if it means being placed in difficult situations. “Without essential factors such as unit cohesion, discipline, and high morale, the armed forces would degrade into disorganized cohorts of self-interested and leaderless young people armed with lethal weapons” (Team/Cohesion, 2010). In terms of Gooding Farms, there has been a general acceptance and excitement towards the end of the season barbeque. This has proven to be an effective procedure in positive social relations amongst employees, increased performance and productivity, and allows all employees involved in the operations a sense of accomplishment and pride. The managers and supervisors at this company barbeque have been very appreciative of all employees by thanking them for their hard work and effort and have welcomed them back next year or have even offered them odd jobs once the harvest season is over. Many of the employees involved with this company have also thanked one another for making the long fourteen hour work days more enjoyable by socializing and trying to make the most of out the work by laughing and working together as a team.