During this semester, we took organizational behavior and put it to the test. With our small group setting as our organization, we worked together for three months. With Professor Wayne Rawcliffe’s guidance, we had a meeting solely for the purpose of getting to know each other better. We didn’t talk about homework, school, or work. It was purely about understanding them and listening to their life story. With the conclusion of our first team meeting, I believe that our group took a step in the right direction.
As time went on and we constructed a contract to solidify the do’s and the don’ts of the group, we started on our first assignment and began our journey through the five-stage model of group development. By constructing the contract and having our introductory meeting, we had completed the forming stage and moved onto the storming stage. A stage in which we clarified individual roles, responsibilities and got a general feel of how each person worked. Although there were some bumps along the way, I think our group performed well together and we were able to finish the assignment promptly and efficiently. Nevertheless, we went over the issues that appeared during the duration of the project in class and resolved any lasting doubt. By committing time to resolve any potential conflicts, we moved on from the storming stage and to the norming stage.
With the first assignment under our belts, we were introduced to another assignment, one that would account for 30% of our grade. Having everyone understand the importance of this assignment was integral to our group’s performance, so to see that everyone saw this as important made tackling the assignment so much easier. With everyone understanding each other’s strengths, weaknesses, responsibilities, and roles, we were able seamlessly move from the norming stage to the performing stage. Throughout the assignment, because of the free flow of information, I sensed a gradual shift of attitude which made me really appreciate my group. I could feel the lowering of walls as everyone acknowledged each other not as team mates but as friends. It was at this moment that I knew that once we completed this assignment, we would have reached the fifth and final stage, adjourning.
handled managerial duties which proved to be a good challenge. Furthermore, there were opportunities for advancement. These motivators were the reason why I continued to work hard even after my promotion. I saw the impact I had at the store and was personally invested in making the store a better work environment. However, these motivators were only made available to managers. As sales associates, there really wasn’t much to motivate them. There was no bonus, and no personal satisfaction while working. It was only until I became a part of the management team did I understand why most managers have the “Theory X” mindset. This theory, as explained in chapter 4 of the textbook, states that employees are inclined to dislike work. This was true for my workplace because of our astronomically high rate of turnover.
ng the show, it occurred to me that the main reason the restaurants were dysfunctional was because of the lack of motivation among the employees. Employees of dysfunctional restaurants said that there was no incentive to work hard and that the only reason they worked there was because of the pay. After reading the textbook and going to class, I found that there were actually different ways to motivate your employees and increase productivity. A perfect theory that applies to the situation is the “Motivation-Hygiene Theory” which was proposed by psychologist Frederick Herzberg. The theory basically states that intrinsic factors are related to job satisfaction and extrinsic factors are relate to dissatisfaction.
with management and demonstrated poor behavior. Personally, I feel that Rajon Rondo didn’t know his role on the team. This, on top with his poor behavior caused him to storm with the talented team that he was on. So, while the individual talents of each player are amazing, they weren’t able to work as one cohesive group during games. This was indicated through the Dallas Mavericks’ record in the league in which they are were surprisingly placed 8th out of 15 in the highly competitive western conference. However, the Mavericks were defeated by the San Antonio Spurs in the first round. Furthermore, Rajon Rondo was benched numerous times during the critical situations because of his inability to listen to the coach. So, in conclusion, while individual talents are important to the success of a group, the ability to work together is what matters most.