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Group Dynamics and Organizational Barriers 2

Group dynamics

King Faisal is a Saudi Arabia-based tertiary hospital which provides the most distinguished level

of specialized healthcare in an interspersed institutional and research environment. The

organization employs many workers both local and foreign. Group dynamics is an essential

concept in organizations and it deals with the emotions and reactionary patterns of a group

(Forsyth, 2018). The concept is used as a channel of solving problems, team collaboration as

well as improving innovation and productivity in organizations. Furthermore, this concept also

provides organizations with the strengths, progress determinants and measures along with

different expert means.

The study of group dynamics is important since groups can affect the way the segments think. At

King Faisal hospital, employees are always influenced by the interactions of other individuals in

a group. Groups that are led by great leaders tend to perform better than groups led by ineffective

leaders. Secondly, a group can provide the outcome of synergy among individuals. Groups that

comprise of resolute thinkers have better output and this leads to better service delivery and

productivity of the workforce. Thirdly, the study of group dynamics is important since dynamism

provides job satisfaction to the workforce. Employees who are satisfied and content with their

jobs tend to perform better and this means that the organization will benefit.in the case of King

Faisal hospital, if the employees are happy their productivity and collaboration in providing care

to patients will be exceptional and this will benefit the organization.

Additionally, the groups are an essential component in an organization such as King Faisal since

it can inspire the team spirit among the employees. Through this, the entire team at King Faisal

can be able to work collaboratively to the benefit of the patients and the organization. Also,
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through the study of group dynamics managers at King Faisal can be able to shape the attitudes

and opinions of the workforce. For example, managers can be able to transform cynical thinkers

into resolute thinkers through the assistance of facilitators. This, in the long run, would help in

building one united and focused workforce.

Furthermore, the study of group dynamics would be important at King Faisal since it helps in

building convergence. This would help the management of the hospital in building a workforce

that is focused on the organizational goals and is determined to achieve these goals through their

respective functions. This would, in turn, result in maximized productivity. Finally, group

dynamics help decrease labor turnover due to emotional attachment among the organization

members. This would help King Faisal retain their best employees who are experienced and

provide valuable services to the patients.

Group cohesiveness at King Faisal can be developed in several ways and the first one involves

promoting diversity. This involves ensuring that the company hires employees from different

backgrounds and countries since it serves a global audience. Additionally, cohesiveness can be

developed through strengthening practical teamwork and this would ensure that all employees

are involved in operations and their opinions are factored and valued. The other way involves

the celebration of success and this can be accomplished by rewards such as monetary gifts or

promotions to the best-performing groups at the company.

Organizational barriers

Organizational Barriers are described as the impediments which affect the movement of

information among the workers. These barriers if left unchecked may result in a business failure

of an organization. There are several organizational barriers at King Faisal and they include Top-
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Down structure, communication barriers and resistance to change. To start with, the organization

has a top-down structure where information and directions come from the senior-most employees

who include the CEO and top management and trickles down to the junior staff. This form of

hierarchy which is used at King Faisal has a major demerit since there is a risk of directions

getting lost in interpretation or significant details of plans at the organization being excluded

unintentionally by high-ranking officials. This can create holes in progress, especially when there

are no systems in place to assure all units receive accurate information.

Secondly, there is the issue of communication barrier which includes multiple barriers such as

linguistic and emotional barriers. With communication barriers, the proposed information will

often be confused and distorted driving to a state of confusion and breakdown of communication.

Linguistic barriers restrict effective communication in groups since language is the most

commonly used tool (Malkin & Ravert, 2019). Different people use different languages and this

may bar communication for people who are foreigners. Additionally, heavy accents also hamper

the communication process rendering it ineffective. For the case of King Faisal, the hospital

deals with patients from different corners of the world who speak different languages. This may

affect communication between doctors and patients at the hospital. Additionally, the organization

also employs experts from different countries and this may hinder effective communication

among the workforce. The communication channels that span across the institution would be

affected by the differences in languages.

Additionally, emotional barriers are common problems in organizations and the emotional

intelligence of workers circumscribes the way they interact with others. A comprehensive blend

of emotions and facts is essential for efficient communication (Malkin & Ravert, 2019). It is

essential to note that humans are emotional beings and these emotions vary daily from one
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person to the other. For example, a person who is going through difficult circumstances at home

would be emotionally stable and this affects communication with others. This may be witnessed

in hospitals such as King Faisal that deals with thousands of patients who are going through

different situations. Additionally, emotions such as anger and frustration can affect

communication and if patients at King Faisal are frustrated by their conditions this may also

affect effective communication between them and caregivers.

Resistance to Change is another organizational barrier and the fundamental characteristics of

humans are to retain the status quo. Change can be defined as a shift in pre-existing systems,

procedures, and practices (Shimoni, 2017). Change is important since most organizations work

in dynamic fields and continuous changes are needed for an organization to succeed and

accomplish its goals. However, whenever changes are proposed in an organization, workers tend

to resist these changes since they bring an end to the custom way of doing things. An

organization always must attempt to adjust to change if it aspires to be prosperous. Resistance to

change may be either overt or implicit. For example, employees may respond to a shift in

policies with obvious rebuff and demonstrations.

Resistance to change in an organization such as King Faisal can be attributed to several reasons

and the first one is the convenience of the status quo. Employees in most organizations

commonly find it convenient to proceed to operate as they have constantly been doing.

Introducing new changes in the organization involves learning and this may be difficult for some

employees. Secondly, changes regularly bring about modifications in the functions, powers, and

authority of the employees. Therefore, instituting new changes in how things are done at King

Faisal would lead to resistance by the employees. Furthermore, employees who are resolute on

sustaining traditional methods instead of taking on opportunities and accepting changes will
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constantly resist changes. This may occur either due to uncertainties or deficiency of creativity

and determination. To avoid resistance to change at King Faisal, the management should

implement a change management strategy that seeks to bring on board all employees and roll out

changes in a systematic manner. Organization management should understand employees'

concerns and help them embrace these transitions easily.

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References

Malkin, K. R., & Ravert, R. D. (2019). Health Care Communication Barriers Encountered by

Child Life Specialists. Clinical pediatrics, 58(10), 1128-1130.

Shimoni, B. (2017). What is resistance to change? A habitus-oriented approach. Academy of

Management Perspectives, 31(4), 257-270.

Forsyth, D. R. (2018). Group dynamics. Cengage Learning.