Professional Documents
Culture Documents
Social scientists have formally defined a group as a collection of two or more interacting
individuals with a stable pattern of relationships between them who share common goals
and who perceive themselves as being a group.
A group: Its Defined characteristics
To be a group, four different criteria must be met:
(1) There must be two or more people in a social interaction,
(2) They must have a stable group structure
(3) They must share common goals, and
(4) The individual must perceive themselves as being a group.
There are different types of groups: The most basic way of identifying types of
group is to distinguish between formal group and informal group.
Formal groups: Formal groups are created by the organization and are intentionally
designed to direct members towards some important organizational goals. One type of
formal group is referred to as a Command group.
Informal groups: Groups that develop naturally among people, without any direction
from the organization within which they operate.
Interest groups: A group employees who come together to satisfy a common interest.
Friendship groups: Informal groups that develop because their members are friends,
often seeing each other outside of the organization.
Command group is a group determined by the connections between individuals who are
formal part of the organization.
Task group: A formal organizational group formed around some specific task.
• They set their own goals and inspect their own work
• They often create their own schedule an review their performance as a group
• They may prepare their own budget and coordinate their work with other
department
• They usually order materials keep inventories and deal with suppliers
• They are frequently responsible for acquiring any new training they might need
• They may hire their own replacement or assume responsibility for disciplining
their own members
• They, and not others outside the team, take responsibility for the quality of the
quality of their product or services
Teams are also known by other team such as empowered teams, self directed
teams and self management teams.
GROUPS TEAMS
• Whereas group members may share a common interest in attaining a goal, team
members also share a common commitment to purpose. Moreover, these purposes
typically are concerned with winning in some way, such as being first or best at
something. For example, a work team in a manufacturing plant of a financially
troubled company may be highly committed to making the company the top one
in its industry. Another team, won in a public high school, may be committed to
preparing in a graduate for the challenges of the world better than any other
school in the district. In fact, teams are said to establish “Ownership” of their
purposes and usually spend a great deal of time establishing their purpose. Like
groups, teams use goals to monitor their progress. Teams, however, also have a
broader purpose that supplies a source of meaning and emotional energy to the
activities performed.
• Teams differ from groups with respect to the nature of their connection to
management. Work group are typically required to be responsive to demands
regularly placed on them by management. By contrast, once management
establishes the mission for a team and sets the challenge for it to achive, it
typically give the team enough flexibility to do its job without any further
interference. Thus, many teams are described as being autonomous or
semiautonomous in nature. This is not to say that teams are completely
independent of corporate management and supervision. They still must be
responsive to demands from higher levels ( often higher-level teams, known as
top-management teams).
SCOPE AND IMPORTANCE OF TEAM WORK
Complex task cannot be performed by a single person. Hence people prefer to do work
in groups but there arise a lot of problems in working in groups, thus there is necessity for
team work. The scope of team work can be studies under two heads.
a) With in business
b) Outside business
a) With in business there is lot of scope for teamwork within business organization, each
and every aspect of business uses teamwork, it is proved that difficult can be performed
better in teams
1) Scope in human resource
Team wok is mostly used in getting better result of human resource. It includes in
aspects like change management, diversity management, training process etc
2) Scope in marketing
Team work helps marketing people in connecting to different areas and people. A single
sale of product is joint effort of advertisement and salesman thus team work can be used
in areas like sales, customer satisfaction etc
3) Scope in finance
b) Outside business teamwork is not only used in business but also in our day to day
activities like church, medical, elections, parties, sports etc.
1) Medical field
Previous investigations have identified the teamwork is essential to effective team
performance in a number of complex settings thus
Medical team training must be instilled and reiterated at every stage of a care provider's
career, if it is to fully exert its potential positive impact on patient safety. Medical field
like surgery were different experts come together to get one end result.
2) Sport
All team sports have similarities. Understand that everyone wants to be both valued
and a part of something bigger. Spot like football were team which uses tam work is most
likely to succeed than team with the best player and no team work.
Significance
The requirements of the organization is changing management is expected to take quick
and complex decisions and employees are expected to implicate it, through teamwork
organizations have achieved new heights of success. “Teamwork divides the task and
multiplies the success”. Some of the importance of team work is
• More input leads to better ideas and decisions
• Higher quality output
• Involvement of everyone in the process
• Increased ownership and buy-in by members
• Higher likelihood of implementation of new ideas
• Widens the circle of communication
• Shared information means increased learning
• Increased understanding of other peoples perspectives
• Increased opportunity to draw on individual strengths
• Ability to compensate for individual weaknesses
• Provides a sense of security
• Develops personal relationships
• Complementary skills
• It leads to Employee satisfaction
• Strategic focus (inspiring vision)
Conclusion
Doing teamwork is never easy. Different people of various backgrounds come
together, frictions are inevitable and conflicts are bound to happen. Through the effective
use of team work, team members will be able to establish trust, have mutual support
among members, and will be able to identify when a problem or conflict within the group
arises, thus being able to arrive at an adequate solution. With the proper implementation
of team skills, any team involved towards achieving the goals of the organization will be
successful.
SYNERGY
Synergy comes from the Greek word synergia, meaning joint work and
cooperative action. Synergy means The interaction of two or more agents or forces so
that their combined effect is greater than the sum of their individual effects. Synergy can
be negative or positive. For instance social loafing in a negative synergy, on the other
hand research teams, they combine talents of different individuals to produce more
meaningful research, this is positive synergy.
Social loafing
It is the phenomenon of people making less effort to achieve a goal when they
work in a group than when they work alone. This is seen as one of the main reasons
groups are sometimes less productive than the combined performance of their members
working as individuals. This becomes negative synergy.
Social facilitation
The tendency for performance to improve or decline in response to the
presence of others. The research on social facilitation tells us that the performance of
simple and routine tasks tends to speed up and is made more accurate by the presence of
others which is positive synergy. While when the work is more complex the presents of
others is likely to have negative effect on the performance.
Corporate synergy
A corporate synergy refers to a financial benefit that a corporation expects to
realize when it merges with or acquires another corporation. There are three distinct types
of corporate synergies
Revenue
Management
Synergy in terms of management and in relation to team working refers to the combined
effort of individuals as participants of the team. Positive or negative synergy can exist.
Cost
Human synergy
Human synergy relates to interacting humans. For example, say person A alone is too
short to reach an apple on a tree and person B is too short as well. Once person B sits on
the shoulders of person A, they are more than tall enough to reach the apple. In this
example, the product of their synergy would be one apple. A song is also a good example
of human synergy, taking more than one musical part and putting them together to create
a song that has a much more dramatic effect than each of the parts when played
individually.
A third form of human synergy is when one person is able to complete two separate tasks
by doing one action. For example, if a person was asked by a teacher and his boss at work
to write an essay on how he could improve his work that would be considered synergy.
In business, cooperation of people with organizational and technical skills happens very
often. In general, the most common reason why people cooperate is it brings a synergy.
Example: Two teams in System Admin working together to combine technical and
organizational skills in order to better the client experience, thus creating synergy.
DIMENSION OF DIVERSITY
Primary dimension
Secondary dimension
Primary dimension: The primary dimensions of diversity are factors that are
either inborn or exert extraordinary influence on early socialization: age,
ethnicity, gender, physical abilities, race and sexual orientation.
Gender: Sixty-one percent of the expected growth of the workforce by the year 2005 will
be due to the addition of women. Women’s were the one of the first groups to be
emphasized in the early attempts at providing equal employment opportunity and
affirmative action.
Variety of viewpoints –
A diverse workforce that feels comfortable communicating varying points of view
Provides a larger pool of ideas and experiences. The organization can draw
From that pool to meet business strategy needs and the needs of customers more
Effectively. It will help in Creativity problem solving and productivity.
Stereotyping –
We learn to see the world in a certain way based on our backgrounds and Experiences.
Our interests, values and cultures act as filters and distort, block and select what we
see and hear. We see and hear what we expect to see and hear. Group members often
inappropriately stereotype their “different” colleagues rather than accurately perceiving
and evaluating those individual’s contributions, capabilities aspirations and motivations.
Such stereotypes affect how people employee stereotyped as unmotivated or emotional
will be given less -stress – provoking jobs than their co-workers. Those job assignments
will create frustrated employees, perhaps resulting in low commitment, higher turnover,
and underused skills.
RECOMMENDATIONS
Recommended steps that have been proven successful in world-class organizations are:
Assessment of diversity in the workplace –
Top companies make assessing and evaluating their diversity process an integral part of
their
Management system. A customizable employee satisfaction survey can accomplish this
assessment for your company efficiently and conveniently. It can help your management
team determine which challenges and obstacles to diversity are present in your workplace
and which policies need to be added or eliminated. Reassessment can then determine the
success of you diversity in the workplace plan implementation.
Development of diversity in the workplace plan –
Choosing a survey provider that provides comprehensive reporting is a key decision.
That report will be the beginning structure of your diversity in the workplace plan. The
plan must be comprehensive, attainable and measurable.
Comprehensive reporting. - Use the results to build and implement successful diversity
in the workplace policies. As the economy becomes increasingly global, our workforce
becomes increasingly diverse. Organizational success and competitiveness will depend
on the ability to manage diversity in the workplace effectively. Evaluate your
organization’s diversity policies and plan for the future, starting today.
HOFSTEDE MODEL:
Geert Hofstede's research gives us insights into other cultures so that we can be more
effective when interacting with people in other countries. Information will reduce level
of frustration, anxiety, and concern
Power Distance Index (PDI): This represents inequality (more versus less), but
defined from below, not from above. It suggests that a society's level of inequality is
endorsed by the followers as much as by the leaders.
Individualism (IDV): Individuals are inte-grated into groups. On the individualist side
we find societies in which the ties between individuals are loose: everyone is expected to
look after him/herself and his/her immediate family. On the collectivist side, we find
societies in which people from birth onwards are integrated into strong, cohesive in-
groups, often extended families (with uncles, aunts and grandparents) which continue
protecting them in exchange for unquestioning loyalty
Masculinity (MAS): It refers to the distribution of roles between the genders which is
another fundamental issue for any society to which a range of solutions are found. The
IBM studies revealed that (a) women's values differ less among societies than men's
values; (b) men's values from one country to another contain a dimension from very
assertive and competitive and maximally different from women's values on the one side.
Uncertainty Avoidance Index (UAI): Deals with a society's tolerance for uncertainty
and ambiguity; it ultimately refers to man's search for Truth. It indicates to what extent a
culture programs its members to feel either uncomfortable or comfortable in
unstructured situations
Long-Term Orientation (LTO): Long Term Orientation are thrift and perseverance;
values associated with Short Term Orientation are respect for tradition, fulfilling social
obligations, and protecting one's 'face'. Both the positively and the negatively rated values
of this dimension are found in the teachings of Confucius.
RECOGNITIONS
Fortune lists Hyatt No. 19 on its list of the “50 Best Companies for Minorities.”
Hispanic Magazine in its February2007 issue rates Hyatt as having one of the
“Top 25 Recruitment Programs.”
The Black Collegian in its March 2006 issue ranks Hyatt No. 42 in its “Top 100
Employers Survey.”
Savoy Professional Magazine in its Spring 2007 issue includes Hyatt as one of 10
select profiles for its feature, “Mixed Company A Short Hard Look At Corporate
Diversity.”
DiversityInc.com listed Hyatt in its annual “Top 50 Companies for Diversity”.
Child Magazine in its May 2007 issue ranked Hyatt among the “Best Hotels for
Families.
COMMITEMENT:
ACCONTABILITY
MEASURABLE
TRAINING
COMMUNICATION
www.hyttdiversity.com
Helping people connect with each other furthers the goals of an organization,
strengthens its business partnerships and creates positive change within the
community.
While the impetus for diversity programs begins with desirable social and
political goals, the strategic commitment needed to make it a part of the
company’s business strategy can come only from the highest levels of an
organization
Reliance Energy Management Institute (REMI) looks after the training of the
managerial staff
Versova Technical Training Centre (VTTC) looks after the training of the
technical staff Managers can also have special training programs arranged if
required by the employees
LABOUR UNIONS
It forms a connecting link between the regular workers and the upper
management. The contract labours have unorganized labour unions to solve their
problems.
Responsible for the protection of the workers who are not locals.
To improve the working conditions of contract labors.
Responsible for the promotion of the temporary labors.
To determine proper wage rate for the employees.
APPRAISAL SYSTEM
CRITICAL EVALUATION
Reliance
Hyatt Hotels
CONCLUSION
A diverse workforce is a reflection of a changing world and marketplace. Diverse work
teams bring high value to organizations. Respecting individual differences will benefit
the workplace by creating a competitive edge and increasing work productivity. Diversity
management benefits associates by creating a fair and safe environment where everyone
has access to opportunities and challenges. Management tools in a diverse workforce
should be used to educate everyone about diversity and its issues, including laws and
regulations. Most
Workplaces are made up of diverse cultures, so organizations need to learn how to adapt
to be successful practice.