Two Important Aspects Of Organization Behavior Education Essay

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It is critical to evaluate the interrelation between duties assigned to members towards the success. The main sources of this reflective essay is theories, experience from teamwork, and personal experience, which assisted me to find and compare the hardships that arise and the guideline to overcome.

This essay talks about two important aspects of organization Behavior. Firstly, it describes group formation in general and then it links towards my personal experience, and examines what all issues raised while working as a group . Secondly learning has been explained with the help of kolbs learning model. Thirdly, reflective essay tries to apply its effect on organization .Lastly, briefing of personal observation and experiences .

Further, this essay also recognizes and highlights the concepts and theories of motivation, learning and group work that are applicable or relevant to my reasons for doing a master's program at Bangor University, my learning approach and my behaviour in a group; and how they fit in.

2.0 Group Formation

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There are different types of teams, based on the goal and steer this group to attain the goal. Our team was formed spontaneously in week 3. According to Tuckman and Jensenss there are four stages of team evolution i.e. forming, storming, norming, performing and adjourning .

2.1 Forming

The first stage of team evolution termed forming, means team building by group members, in which it includes mutual interaction between the group members, and acknowledges the talents in the group. Abruptly a group of five was formed in week 3 as we thought it was the last day to form a group. First I thought of forming a group with different nationalities, where I can get a better exposure, but I ended up in joining a group with people who was sitting next to me, with same nationalities.

According to Lehman C M 2007 it is bit challenging in the first stage of teamwork due to several traits of group members. To overcome this we designed a framework, each members were supposed to follow it. In order to be punctual while participating in every single meeting, we decided to meet each week which is convenient for everyone. This was considered to obtain input from every group member, and to know about all aspect of the topic.

Our first meeting was quite lengthy, as we were uncertain about how the assignment was going to be. In the first meeting we discussed about the topic (there was a bit knowledge difference while deciding topic itself. Two members restrained with organization as the topic and one member was against it) and we discussed about collection of material, and how it should be shared among the members , what all modern technique to be utilized to share the data. Finally, we decide to have a common 'dropbox' account and to mark updating materials with different color codes. Unfortunately it didn't work out in full-fledged way, which I will be explaining in conflict and time management part.

In my personal experience we lacked leadership in our group. In our group all five members were in same age group so couldn't perceive who got better knowledge and experience. If there was a different age group and senior member to lead the team might be beneficial to the task, as other perceive leadership on the basis of experience .

Storming

Storming stage is considered as idea generating phase by 'Alex osbron'. According to him there has to be frequent ideas storming , which clues more ideas. Difference in adjudication and more variety of ideas leads to better quality. He didn't forget to add about the reason for failure. The main cause of failure to be creative is unceasing criticism of ones ideas.

In our group, storming appeared to be from meeting one to meeting four. Our first meeting discussed about how should we tackle the work and what technique to use, and the most significant part is "Which company to be selected ?". We had a prolonged discussion on the basis of this topic, because it was suppose to be the pivotal decision. Now I realize our decision was not very satisfying .

Since our three group members was having previous work experience (including me), each emphasized to choose their organization for our assignment. The other two members proposed companies in which their kinsfolks were working. However, all members desire to acquire raw materials from their colleagues and kinsfolks.We had a study what should contain in the assignment and what all are the required information. We then noted prominent opinions. Then I proposed that we all should contact our pertinent sources.

Decision making

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In meetings, members are supposed to acquire pool of data about the organization and to evaluate accessibility towards organizational structure up to what extent they can help us in generating raw materials. For example till what designation we have enter in a specific company. Unfortunately out of five me and another member turned up with some basic data, and one member didn't turn up for the meeting as he was engaged with some other important commitment. Rest all gave some reason couldn't connected with concerned person. My selected organization was rejected by two members, as it was not very well-known. After discussions we decided to go with the organization which was only left out. The decision was taken in the absence of one member.

In third meeting work was divide into four, on the basis of content, introduction and conclusion, organistion structure, culture and leadership of the organization. In this stage there was fractional group conflict based attendance in the meeting, regarding decision on organization which was chosen considered to be inappropriate. It was common as mentioned in Tuckman and Jensenss theory.

We expected that our group as Additive task group, (Littlepage 1991,OB 2010 page304) in which all members exhibits their maximum passion towards group task, with same outcome, similar participation. More participants in group task more would be outcome . Number of members of our group was very much ideal for a group task(Blitz,2007).page 302

Although it was ideal in number but task was accomplished by three members only. One member was irregular towards meeting and task, other member collected irrelevant materials and continuously busy using phone even in between thee meetings also. These also lead to group conflict.

Norming (Sharing group):-

In this phase members feel conflict is completed. And clear outline will be drawn, members are aware group process and how it is going to operate.At this stage we had little problem only, and we all sat together and concentrated on the goal, created better framework to accomplish goal.Divided the work again and kept a rough deadlines to avoid last minute rush ,which makes group to finish the work on time . At last each members part was matched up with the work which they were designated .

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http://www.jmorganmarketing.com/forming-storming-norming-performing-adjourning-and-transforming/

Perfomance:-

At this stage emphasis is on how job gets done. As reading week was over, chaos and confusion started in our group ,But I understood that every one in group has started working on the task. A day before deadline we all met together and produced final draft and editing work was also done, and assured that all guidelines which was formulated by professor has been followed.

Adjourning:-

It is the final stage ,in which group gets dismissed, as result of completion of task. Even our group has also dispersed ,after accomplishing one of the goal ie submission of assignment on time.

Learning

Learning refers to transformation in behavior of a individual. It is a enduring process (Ivan Pavlov). Business dictionary (2012) defines Learning as "Measurable and relatively permanent change in behavior through experience, instruction, or study. Whereas individual learning is selective, group learning is essentially political its outcomes depend largely on power playing in the group. Learning itself cannot be measured, but its results can be." Learning includes three main approaches those are, Surface, Deep and Strategic approach, which are determined by various agents, like place of activity, demographics ,work etc. (Marton and Säljö, 1976) introduced deep approach in early eighties, according to this a person accepts this approach will be one who concentrate on the task which is assigned to him, he or she tries to acquire in depth knowledge on the subject. 'Surface approach' , a person spend less time and least interested on subject, collects irrelevant information, try to memorize and emulate. Deep learners and surface learners are antagonistic in nature.' Strategic approach' person fits in between Deep and Surface leaner, they work very hard and are mostly result oriented.

Authors like Gow argues that there is a relation between deep approach learning and age, As person grows his capability for in depth learning capability also improves, and tends transform from surface approach to deep approach. According to me deep learning is better.

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I think can fit myself in third approach that is strategic leaner. According to( Watkins 1982) high success motivation is key feature of strategic learner. I always gives best out of me to achieve my task in best way. I always try to be updated. Because of this I see academic graph never went below first class.

When I worked in group also I have put extra effort, for the accomplishment of task, I think in our group I was the only one strategic leaner, If I evaluate my group members on he basis of these approach two members were surface learners ,one member was deep learner, and the other lies in between strategic learner and deep learner.

As a strategic learner, I always likely to receive feedback from friends and teachers.it is part of Behaviorist approach, according to which our experience is a main aspects in learning and for acquiring knowledge, and implies affect on sequential behavior. Personally ,positive feedback always motivates me, on the other hand negative feedback I tries to transform to motivate and correct for the future behavior. According to me from own mistake we can have better learning. ( Laird 1985, Burns 1995)From the group task I learned a lot, about managing time ,process of group formation, how to make framework when a task is given and to accomplish the task time, Dividing the task, solving conflict. It was great experience as whole.

In light of Kolbs learning model, I would like to compare my group learning.

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Kolb narrates four phase learning process,on the basis of experimental learning .

Concrete experience:-(Feeling)

Which means from specific experience we will learn, and to co relate with people. More subtle to others feeling.

When we started our work , all members were ignorant about the system of new task and what's going to be the outcomes, how to do referencing, how to accomplish the goal ,how to prepare a framework to accomplish the task .After first group meeting I perceived our one is going to be the best group as all are in the same age group, enthusiastic etc. in first meeting itself we made a framework which I considered great advantage. But many unexpected aspects started playing in group,after clearly mentioning the outline also one member collected irrelevant information ,and me another member tried to complete his part also. Thus tension aroused in last week, after having proper communication system also we ended up in chaos in last week ,were I learnt importance of time management , I personally believe our group didn't have proper time management system, with this experience in following group work I will give more emphasis on time management. Lectures also provided a concrete experience on group task.

Reflective Observation :- (watching)

Before making any judgments we should observe the environment in different aspects. For example learning to ride bicycle, under reflective observation style ,-observe another person how he ride .people normally reflects their experiences of exams, groups tasks, teaching etc. Specifically when any unexpected thing s happens which is painful, we will comment on the situation in an intuitive sense, it is termed as common sense of reflection. And next step is we need to evaluate our reflection in systematic way, and we never forget our experience in future.

If I observe my group task, beginning phase went very smooth , but when a crisis raised in group(which I have mentioned above) every one was in chaos and started blaming each other for the situation, One member accused whole process which followed was wrong at last stage. It lead to conflict. What I learned was never blame others on group task. Which only creates conflict, whatever faults happens in a group it should be considered fault of a group as a whole. Instead creating chaos in group if we find any problem should try to resolve it.

Abstract Conceptualization :- ( learning from the experience)

This explains how we should react next time on the basis of our experience, this phase can be related with forming stage and at adjourning stage .where everyone tried to frame the task etc.

Active experimentation

It derived from the conclusion of Abstract Conceptualization stage,in other words when we make small error then find out and correct it, and make sure it doesn't recurrence

Implication of analysis on organization:

Groups play an pivotal role in our lives. Ideal group strength is five to six for an organization also, these include the new product team, quality control circles. Even in organization also people joins groups with common goals, or may be assigned by management to accomplish certain goals. To ensure group performance organization spend in team development activities for the betterment of team working abilities (Hayes 1997,p.1).Modern organization no longer a collection individual, but rather a network of interconnected teams (Kozlowski and Bell,2003).Group working is considered life of an organization still it continue as controversial. Groups doesn't comes all of sudden, it goes through five stages such as forming ,storming, norming performing and adjourning organization also, it is compulsory all groups face all stages, some get stuck in middle(Tuck man and Jensen sen 1977).page 297-

Learning is a process of obtaining knowledge through various ways ,among those ways experience is considered as significant source. Which paves change in behavior .In organization learning is very important which helps to develop the skill of employee through training as well as employer learn group dynamic in day to day basis. Some huge organization even has established their own corporate universities.

If there is knowledge sharing it is continuous learning and always it has benefited the organization.

All organization have to follow phases of learning organization such as cognition, behavior and personal improvement, to accept learning culture in an organization.

The behaviorist approach to learning (John Broadus Watson 1878-1958) in organization.. Positive reinforcement leads to better output (Schriescheim 2009) . We cannot learn without feedback in an organization. Positive feedback is source of motivation ( Deci 1971),feedback helps for accomplishing the task,also it has strong effect on behavior and job performance

Through learning employee indiscipline can be curbed in an organization,

Learning is main aim of training, if learning principle and kolbs learning cycle kept in mind training in organization assumes to be effective.training improve the skills and abilities of employees.

My Approach.

As being a part of group assignment. I realized that in some parts we have done some mistakes (reference, presentation etc).The outline what we made was good (one member introduction, two members structure ,one member culture and the other leadership),and over all group culture was good if I keep some incidents aside, But at implementation stage we faced some minor mistakes. As our group was leaderless but still all members showed disciplined attitude towards the task .Now I feel there should have been some kind of evaluating system after completing each part of the task,

I have learned that once we are in a group, learning should as a whole not part learning, In beginning stage all members were following part learning ,but then I realized individual part has to be combined whole group work, to accomplish whole performance. And when I get next assignment I will generalize my experience in a positive way even though I may be working with different problem and different members, I will know what group expects from me .after learning many theories I was able to figure out were I stand (strategic leaner).It is always better provide feedback on individual efforts and abash feuds etc for improving team spirit And From conflict I have learned peaceful communication is always better.

Conclusion

In this essay I have mentioned several techniques, theories which are used for group formation process and learning process. And I have put maximum effort to describe what all has happened in our group in a jist and tried to relate my approach, group activities with organization. And have maintain confidentiality didn't mention any name of group members I would like to comment that learning in organization can improve the organization efficiency if we drive it properly .