Variant 9 What is the role of the corporate idea to create a favorable environment for personnel

variant 9
3.How is group effectiveness determined?
How is group effectiveness determined?Working groups are an effective tool for solving problems that require coordinated actions of employees of different departments. However, in order to fully realize the potential of a working group, it is necessary to approach issues related to its organizing and coordinating with special attention.
It is generally accepted that the more cohesive the group is, the higher the efficiency of its work. However, this pattern is not always universal. The relationship between group cohesion and productivity of its members is determined also by how the norms of behavior, accepted in the group, aimed at achieving high results of its work. Why do some groups perform better than the others? Consider the basic components that determine the effectiveness of the working groups. In order to analyze the behavior of people in the group, it is important first to characterize the organization to which the particular group belongs. A group as a subsystem of a more general system – organization – is determined by the following conditions:
*development strategy of the organization;
*organizational structure;
*formally established rules and regulations of the organization ;
*available resources of the organization;
*adopted system of recruitment;
*generated in the organization system of evaluation and promotion of the employees;
*organizational culture
.The effectiveness of the group depends on the potential of its members. We consider their main characteristics:
1.abilities;
2.personal qualities.
The success of the group is determined by the abilities of its members. The potential of the working team shouldn’t be considered only as a sum of the potentials of each member. However, the effectiveness of the group depends on what each member of the group can do individually and how well will he do in the group. Thus, the following consistent patterns exist. Individuals with special, extraordinary abilities needed for solving problems faced by the group, tend to be more actively involved in the work and make the greatest contribution to the solution of these problems; they often become group leaders (formal or informal) and are more satisfied if their abilities are effectively implemented in the group. This dependence is also confirmed by the results of the correlation analysis: the higher the level of intellectual abilities of the group members, directly related to the solution of problems, the better the results of the whole work.
Personal qualities of the group members also help to predict the success or, on the contrary, failure of its work. Such qualities of the group members as sociability combined with independence and autonomy in work tend to lead to high results of the group as a whole, while ambitions, desire to dominate a team, caring only about personal success and benefit of an individual group member paralyze the work of others and has a negative impact on the performance of the whole group.The structure of the group is determined by the following components:
1.formal leadership;
2.roles;
3.norms;
4.status;
5.size;
6.composition.
A group is an alliance of two or more people united together to achieve specific goals.
Most often people come together in groups to meet their needs to strengthen the power, security, self-esteem, communication, receiving a certain status.
Groups can be formal or informal. Formal groups perform specific tasks of the organization. Informal groups are created to meet social needs and human communication. They have a significant impact on people’s behavior in the organization and the efficiency of its work.
Each group is formed and developed on its own. However, some common patterns can be found in the development of various groups. A group as a subsystem of a more general system – organization – is defined by its characteristics: development strategy, organizational structure, formally established rules and regulations, organizational culture, adopted system of recruitment, available resources of the organization.