Introduction
Different organizations like to shape different to meet organizational goals in a rapid and effective manner. In a group, employees have to share different ideas, skills, abilities, and traits to enhance the visibility of collaborative work. Effective group performance is in the best interest of the company, as an organization can gain and sustain the success for a long run. The collaborative efforts in the group assist the company to get the work done swiftly. It seems good to brainstorm ideas and enable the work share through grouping to meet the specific goals (Fellnhofer et al., 2017, p. 436). The most important thing is to increase the group performance and aligns the business strategy to make the difference. This study revolves around the personal group performance experiences along with some insights. There are different things, which have been learned in the group. Different group trait or strategies can be implemented in different organizations (Larson, 2013, p. 63 ). Several problems in a group of organizations can occur, and human resource management has to play a crucial role to eliminate these problems. Some theoretical concepts regarding the performances can also be evaluated in this particular study, which is good to understand the group performance in an effective manner.
Group Involvement & Performance (Funding & Distributing Food)
During graduation, I took part in different group projects. I was quite assertive to contribute to the group success. During my tenure in university, the group was formed to raise funds from different people to distribute foods to needy people. Obviously, it was a big project by the university management, and several groups were formed. I was in a group of ten students. From research and data collections to actual distributions, the performance of the group was in the limelight. Each student was assigned to different tasks or targets.
Being a prominent team group member in the group, I have analyzed the behavior of management and traits of all key stakeholders, which have been applied, Based on this experience, Knowledge, and information, I think, the management could improve the performances to come up with extraordinary results. The whole elaboration in this study is in the context of this group experience and learning aspects. The human resource management did not intervene in the group process. Captivatingly, when the study applies the HR practices in the group process, the exceptional outcomes can be found.
The group performance was improved through the equal participation of every group member. I depicted my assertiveness in the group and experienced many things, which have never been done before when working in groups.
1-What did I learn? What would I do differently?
Learning of Content
The first thing that I have learned from the group is learning about content. When different group members work thither on the same content, they can have a command of the basics. A group member navigates the case studies web sources and other business contents collaboratively to understand the thing and set a benchmark to solve issues and present solutions (Adamparks.com, 2016).
Fulfilling the Responsibilities
In addition, it is a big thing to learn that how group members fulfill their responsibility when working in groups and make it productive. By communication, the group rationale, individuals in groups can demonstrate the motivations, which improve the overall performance of the group. To make the group lucrative and sharp, it seems imperative to divide the work equally and address the behavior of members to shape them (Girling, 2015).
HR management has to identify people, which are suitable for group work. In this particular group, every individual fulfilled his responsibilities for active participation. The group administrations, according to abilities and potential, assigned tasks. I have learned that only a skillful person in the group plays a crucial role.
Collaborative Work
Grippingly, another learning aspect is the collaborative work. It is a big thing to learn that how to work with each other despite having cultural and behavioral differences. Moreover, different backgrounds and experiences can also shape the behavior of members, which sometimes a makes it tough for them to work with each other. People react in their own style and portray the work habits, which contradicts with another. However, still, they have to work on the same agenda to meet the goals and objectives of both, the group and the organization (Girling, 2015).
I would like to perform well in the group through different considerations.
New Information to Increase My Knowledge
For Instance, I could depict the locus of control in the group. Despite having enough information regarding the financial sources, I could search some new information to increase my knowledge. Individually, I can have my own goals to create the impact on the group performance. Internal and external members of groups can be separated in the future. Decisions should come from internal members, and the external members have to play the role of executors. A group member needs some sources to acquire information, and it is a new trait that I can adapt (Khan and Malik, 2017, p. 565).
Culture of Machiavellianism
To shape the group performance differently, I would like to come up with the culture of Machiavellianism. The group members can improvise with the passage of the time. In many cases, I can think beyond the rules and regulations to perform different activities. I can show Machiavellianism in a group, as it can facilitate the creativity and innovation (Khan and Malik, 2017, p. 567).
Self-Monitoring
Another different thing that I can consider is self-monitoring in the group. Including me, every group member has to contain the self-monitoring to integrate with both, internal and external factors in an effective manner. Self-monitoring can help me to improve my performance, and it can also create the good impact on the whole group. In addition, to make the group valuable, I have to take the high risk to gain the highest return. Instead of considering traditional group traits, it is a time to think big to attain the individual and group goals and objectives (Lai, 2017).
2-What would be the result if the same thing happened in an organization?
All new traits, which I could apply in the group, can be implemented in the organization. Fascinatingly, the impact can be different due to the nature of the business, work, people, and intentions. To evaluate the impact on group performers in an organization, it is important to elaborate all these traits separately (Lin, 2015, p. 785).
Locus of control can be considered differently in the organizations, especially when working in the group. The information processing in the group is more visible than other groups outside the organizations. Internals can have a crucial role, as they depend on the information and utilize according to the group needs and trends (Kaur, 2014, p. 119). If the same thing happens in the organization, the satisfaction is a prominent factor, which can be observed. Group members, through depicting the locus of control, can be sharp in identifying the problem and make appropriate decisions in no time. Individual or group members in the company can make decisions relevant to their own judgments, which enhance the performances of the group (Levine, 2013,p. 54 ).
Machiavellianism can also be applied in the organizations where some groups are formed purposefully. In the company, the management can initiate the Machiavellianism culture to boost the individual development and growth. Self-monitoring and self-importance are two important factors, which can take the group performance in the company to the other level. Comparatively, Machiavellianism in the company group influences members to maintain the power and control. Group member looks so certain of their activities a, intentions, skills and knowledge, and they cannot afford any intervention (Larson, 2013, p. 80 ).
The self-monitoring in an organization is effective to improve every member. The employee in the company must be able to solve different problems and contribute to the success. Inside the company, the appreciation for self-monitoring is quite good as compared to other groups (Khan and Malik, 2017, p. 560).
Now, the based on the learning experiences in group, different strategies to perform differently, and impact on organizational groups, some problems have been identified. These problems have been identified through deep analysis of group performance and individual intentions. Top three problems in the group are lack of motivation, in effective communication, and inability to focus on the task. To address these challenges or issues in the company, the human resource management of the company has to shape strategies (Larson, 2013, p.95 ).
3- How might Human Resource policies and/or practices be used to engender further success/mitigate such problems?
Problems
- Lack of Motivation
- Ineffective Communication
- Inability to Focus On Task
Lack of Motivation
Attractive Salary and Perks
The HR management can motivate group members through attractive salary and perks. It is essential to pay, which is related to the worth and industry trend. When members work in the sale group of the company, they expect the high return of the company against the high-class performance. For Instance, if the form does not increase the pay of an individual dispute observing the top performance, he/she can leave the company. Thus, through motivations, the management can retain best group members to keep the performance of the company in the surge. The group environment matters in the company and human resource management can create an environment to facilitate the flexibility and improvisation (Fellnhofer et al., 2017, p. 450).
Opportunities for Self-Development
The big way to motivate the group individuals is providing the opportunities for self-development. HR management identifies the skills, which are required to conduct the work force and employees to adapt those skills to contribute to the success. It increases the motivations, as group members create the positive perceptions. If employees are ensured that they can go upward with the group through this group, they can definitely work hard (Adamparks.com, 2016).
Culture of Support and Harmony
HR department can see the culture of support and harmony in case of any failure. An appropriate training process for employees after unsuccessful conduction leads towards the immense motivation, and ultimately, it has a direct impact on the group performance in the future (Fellnhofer et al., 2017, p. 455).
Ineffective Communication
Maintaining Internal Relations
Visibly, maintaining internal relations in a group can eradicate the issue of ineffective communications. The big strategy is to set the same agenda for members, which contain different cultures and work values. The human resource team cans choose the part of employees which can work together in the work. For Instance, the right group at the right place can improve the communication process, The member, sustained at right position in a group by the management, can share the right information to all key stakeholders (Feng & Cao, 2017, p. 1361).
Technology Integration
Technology integration is a key practice to improve the communications process in the group. Consequently, the management can train employees in a group to use or utilize the technological resource of the company to share what is needed at the right time. The technology considerations enable the rational communication a process, which is also aligned with the group goals and objectives in the company (Lai, 2017).
When it is possible, HR management does not hesitate to increase the collaborations. Two minds are better than a single mind in a group. When two or more people communicate the message seems worthy and reliable for the whole group. In addition, immense collaboration is also workable, as it helps people to share ideas and narratives to attain the common goals (Khan and Malik, 2017, p. 568).
Inability to Focus On Task
Training Process & Group Facilitator
It is a common issue in the company and the most appropriate, proactive in HR management is training process for group members. The most important thing is to attract the members through the insights and benefits of being a part of the group and work activities. It is another dimension of motivation; which can enable the focused work in the group in the company. In the modern organizations, human resource management makes the role of group facilitator noticeable. Keeping everything in the loop and creating an integrating system for effective reporting are two prominent practices, which can also be performed by the HR department in the company.
Theory X and Y
Now, after elaborations of HR practices or strategies, the concept of theory X and theory can be applied. Amusingly, elaborated issues or problems are triggered by the motivational factors in the group. Therefore, the management or human resource management can consider several factors, based on the intentions and behavior of the employees (Adamparks.com, 2016).
Theory X
As far as the group performance is concerned, the big disruption becomes due to laziness of members. Employees usually do not like to work and they find opportunities to avoid the work. These employees, despite having the benefits, are not motivated enough to contain the effective work activities in the group (Girling, 2015). As a result, they are to be controlled or forced by the management to work hard to meet the goals of the group and enhance the visibility of the contributions. For Instance, in an assembly line in an automobile company, employees in the group may not want to take responsibility due to highly sensitive and complex work. To deal with these employees in the group, the group management or human resource management depicts the style of authoritarian management (Girling, 2015).
Relative to the performance and motivation, the management of human resource usually demonstrates the pessimistic view. HR managers think that the employees are not motivated. In result, work delegation, promotions or punishment is powerful considerations to motivate these employees. Any group contains limited promotion opportunities. Therefore, the management has to identify those employees, which can be converted through these practices (Adamparks.com, 2016).
Theory Y
Theory Y refers the employee intentions towards work. Many employees in the company or groups use physical and mental efforts to contribute more to the success and performance. Employees in this theory like to work and show assertiveness to contribute. Aggressiveness and assertiveness also improve the individual and group performers, and it has been observed in both, small and large organizations (Girling, 2015). Furthermore, these employees can be been in organizations in which participative decision-making process is encouraged. People, due to their assertiveness, love to take an active part in the decision making. Self-motivation, problem-solving techniques, and responsibility acceptance are key character tics of group employees under the shadow of this motivational theory (Adamparks.com, 2016).
The human resource management usually expresses the optimistic view. In large and small organizations, the management adopts the democratic or participative management styles to engage employees in the decision-making process. During my tenure, university group project, the management used the same approach to deal with highly motivated employees. Thus, the motivation comes from working together, developing skills, trust-based relations, and open communication (Girling, 2015).
Now, coming back to my participation in the group, the theory Y seems pertinent. Based on my working behavior and intentions, the management can be responsive, when I was a part of this group, I observed that the management respected the opening, ideas, and perceptions of all employees. Several times, I have presented many ideas and gained appreciation from the management. In result, I was motivated because my ideas were considered in the group (Adamparks.com, 2016).
Conclusion
In the end, it is to conclude that the group performances can be improved through different motivation strategies by the management. People due to different values and beliefs may behavior or work differently. It is a responsibility of the management to gather the members at the same agenda and produce the results. In this study, the focus has been on the personal group experience regarding the performances and strategies for further improvements. The study has elaborated that how I can behave differently to improve the group performances. Fulfilling the Responsibilities, learning of content, collaborative work is learning aspects. Therefore, different traits are new information to increase my knowledge, the culture of Machiavellianism, and self-monitoring. Lack of motivation, ineffective communication, and inability to focus on the task are three problems, which have been presented along with some effective human resource practice. Theory X and Theory Y have illustrated to derive the intentions of HR management in a group. Due to changes in group dynamics, there is a need of changing the strategies to enable the continuous group improvements.
References
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