CASE INCIDENT - HLRC

The group is widely recognized as an important sociological and social psychological unit of analysis in the study of organizational behaviors. Studying groups is especially valuable when the dynamics are analyzed. Group dynamics are the interactions and forces among group members in social situations. When the concept is applied to the study of organizational behavior, the focus is on the dynamics of members of both formal or informal work groups and now teams in the organization. The use of work groups and teams is soaring.

Groups and group dynamics are a little like the weather - something that nearly everyone talks about and only a few do anything about. Research, practice, and education about group dynamics are currently in state of ferment. In the world of practice we hear leaders speaking out to encourage teamwork, to support empowering people, and to establish organizational cultures that promote total quality management. Each of the initiatives depends on understanding groups well and acting effectively with them.

Most basic theory explaining affiliation is propinquity. This interesting word means simply that individuals affiliate with one another because of spatial or geographical proximity. The theory would predict that students sitting next to one another in class, for example are more likely to form into a group than are students sitting at opposite ends of the room. In an organization, employees who work in the same area of the plant or office or managers with offices close to one another would more probably form into groups than would those who are not physically located together. There is some research evidence to support the propinquity theory, and on the surface it has a great deal of merit for explaining group formation. The drawback is that it is not analytical and does not begin to explain some of the complexities of group formation and the modern development of globalization and electronic, online networking and telecommunicating. These recent development give new meaning to spatial or geographic proximity.

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TYPES OF GROUPS

Informal groups can, have a short lifetime ranging from a few minutes to the class period are generally created quickly or ad hoc, (e.g., the instructor may say "discuss this concept" or "discuss this question with your neighbors"), have little structure or format have new group members with each new class day, are especially useful during lectures because it can break the lecture in mini-lectures, and may provide a quick check on student comprehension.

Formal groups on the other hand, last several days to several weeks, require more planning as to the size and composition of the group, have greater structure, have a specific purpose (e.g., a particular task to accomplish), and have the same group members throughout its existence.

Besides the formally designated groups and teams, informal groups in the workplace play a significant role in the dynamics of organization behavior. The major difference between formal and informal groups is that the formal group has officially prescribed goals and relationships, whereas the informal one does not. Despite this distinction, it is a mistake to think of formal and informal as two distinctly separate entities. The two types of groups coexist and are inseparable. Every formal organization has informal groups, and every informal organization eventually evolves some semblance of formal groups.

Team is a group of persons who work for a specific and common goal using their potentials for achieving that goal but in this case we observed that the members of the team did not have a common approach and everyone was having their own ego and even some of them were not serious toward their work and deadlines which signifies lack of responsibility and loyalty, also a lot of politics like taking away the credit of other’s work was there which was creating clashes and also a feel of competition between members.

Although the group was formal but yet they were lacking a good leader who can make them work with more coordination and complete the work in time before the dead line. But the leader had confidence on his team. He knew that even though the work was late but the work was perfect and worth for the benefit of the company.

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ANALYSIS OF THE CASE And FLAWS IN THE GROUP

In this case the company believes in meritocracy and has a comprehensive performance management system, which ensures that people are rewarded according to their performance and abilities. The most important practical reason individual join or form groups is that groups tend to satisfy the very intense social needs of most people. This need is met by belonging to a group or becoming a member of a team. That the affiliation motive has a major impact on human behavior in organizations, and social identity and effectiveness as an important group process in organization has been verified in this case.

Even in this case the so-called risky shift phenomenon of group was recognized. A group may make more risky decisions than the individual members would on their own.

Another problem was analyzed in this case that is dysfunction associated with group that is called social loafing. This problem occurs when members reduce their effort and performance levels when acting as part of a group. Primary cause include lack of performance feedback within the group, tasks that are not intrinsically motivating, situation in which the performance of others will cover for the reduced effort given by some members, and the "sucker effect" of not waiting to do more than the perception of effort being given by others. There is a cultural component inherent in such social loafing.

After analyzing the case we came to know many flaws within the group like leader was not aware of the facts of the members in the organization thus there was lack of motivation and encouragement by leader, resulting in lack of dedication and involvement of group members in the team. As discussed earlier a negative feel of competition and jealous was also there, hidden ego clashes and poor attitude towards work is seen as some of them were least interested in the work, and thus they were not bothered about the deadlines. Thus a very poor team work was there in the group.

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Solutions to overcome the Flaws:

Teams are being set up or are evolving into being self-managed as part of the empowerment movement and the more egalitarian cultural values in an increasing number of organizations. A self managed work team can be defined as "a group of employees who are responsible for managing and performing technical task that result in product or service being delivered to an internal or external customer".

For group to be more effective, they must overcome some of the problems and dysfunctions that groups in general encounter. Long standing models of team effectiveness include creating the right environment where support, commitment, goal, reward system, communication system, and physical space are all in sync to allow the team to work in a productive atmosphere. Tasks should be designed to be interdependent and members should be selected based on both being motivated and competent. Group cohesion should be built by either establishing homogeneous groups or overcoming potential problems associated with diversity, by encouraging interaction and contact, and by making the group seem somewhat "exclusive" so that the members are happy to be included. Also, group success naturally tends to build greater cohesion, as does the presence of external competition and challenges. The following ways to enhance group effectiveness:-

1. Team Building2. Collaboration3. Leadership4. Understanding of cultural issues in global situation.

After analyzing the case and flaws in the case we can give some suggestions to overcome the flaws such as the leader should take his responsibility seriously, like if he took care of what is going on in the group and why the work is not completing in time he could have taken measures to overcome most of the faults in the group. Some measures for the unity, team work, cooperation and motivation of group members should have been done. And as we know that Vikas wasn’t appreciated for his work and innovative idea still he participated in the work and did his part honestly so members like him should be awarded or at least they should be appreciated for their work by others.

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