Formation of group behaviour in the organisations — страница 5

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problem of achievement of the purposes of group. Association of efforts of members of group demands some compulsion. Necessity of such compulsion is shown the more strongly, than the requirement for uniformity of behaviour is more sharply felt at the decision of questions of joint activity of group. Value of norms is difficult for overestimating. First, they promote predictability of behaviour of members of groups, reduction of quantity of interpersonal problems and conflicts. Secondly, norms allow people to define the value of the group distinguishing it others, and on this basis to construct model of own behaviour. Thirdly, influence formation of unity of group unity. The unity concept has great value for understanding of a role of group in the organisation. This role can be

either positive, or negative, all depends on that, the group purposes coincide with the purposes of the organisation or not. In the first case members of group cultivate the best business and moral qualities, are proud of an accessory to the collective. All it together promotes that arising problems dare efficiently, creatively, taking into account the general opinion. In the second case on the first place in a group life intergroup conflicts act. Obshche-proizvodstvennye problems pale into insignificance. Unity of such group eventually collapses. However while it does not happen, the group makes negative impact on behaviour of all organisation. The manager should know how to operate processes which rally people in group, and depending on a unity orientation to apply those or

other measures of influence. There are various techniques which allow to estimate quantitatively degree of unity and its orientation. One of them is offered R. S. Vajsmanom. Its essence consists in the following. The set from twenty personal qualities closely connected with business dialogue is given to members of collective. Among these qualities? The constancy, endurance, initiative, sociability, sense of duty, knowledge of the possibilities, persistence, loyalty to group norms, sincerity, etc. they should choose five qualities which, in their opinion, are necessary for productive work and which are cultivated in group From this set. Comparison of repetitions of separate qualities to a total sum of elections allows to deduce factor tsennostno-orientatsionnogo unities of group.

Depending on this factor the manager can undertake actions or on unity strengthening, or on its destruction. German scientists V.Zigert and L.Lang make for this purpose following recommendations. For unity strengthening: 1. Help group to test the general success; 2. Try to strengthen trust of members of group to each other and first of all to the leader; 3. Develop feeling of an accessory to group as sensation of a certain feature, strengthen this feeling, carrying out joint group actions, showing a more potential, new possibilities in the decision of the problems, opening in teamwork; 4. Take care of that the accessory to group delivered pleasure, answered motivation to an accessory, respect, self-esteem, prestige; 5. Support belief of group in a reality of the decision of tasks

in view. For unity destruction: 1. In the form of drama show to group hopelessness of its activity; 2. Show to group impossibility of achievement of the purposes put by it; 3. Sow mistrust between people and first of all to the leader of group; 4. Form the dissenting subgroups, stimulate flight from group, encourage deserters, and is better. Transform into the deserter of the leader of group; 5. Make feeling of an accessory to group with feeling weariness, discontent; 6. Eliminate the leader by its moving on other place of work. To the manager can be useful and councils of the American scientists which recommend: For unity strengthening: 1. To make group it is less; 2. To encourage the consent with the group purposes; 3. To stimulate competition to other groups; 4. To give out

compensation to all group, instead of its separate members; 5. If it is necessary, to isolate group from negative influence of other workers. For unity destruction: 1. To make group it is more; 2. To disband group; 3. To give out compensations not to all group, and its separate members; 4. To encourage disagreement with group problems; 5. Not to isolate group. Also recommendations of domestic scientist N. Vlasovoj, which in the second volume of the three-volume edition at last are worthy. Also you will wake up the boss results 22 rules of management of group: 1. Estimate potential possibilities of people and distribute between them role positions in group; 2. Designate a place and value of each member of group in the decision of the general problem; 3. Put before group an overall