Group dynamics

Management of the Company

As a system of group processes, group dynamics and includes a variety of changes in the group. Such processes may include: pressure on some group members, contribute to their agreement with the views of other participants (conformism); the exclusion from the group and the formation of roles. The problem of describing the group of processes includes the processes, questions related to the nature (formal or informal) of the group, its features, effectiveness of group activities and factors contributing to it, as well as issues of leadership.
Group dynamics should be understood as a process of development of internal relationships within the team, without the knowledge of the laws which, it is people management.
In a normally functioning teams specialists in the field of management are eight "production roles".
The coordinator has managerial abilities and becomes in this regard, the leader of the team regardless of experience and knowledge.
Generator of ideas - is the most talented of all, it offers solutions to the problems, but not able to implement them in practice.
Enthusiast - the one who by his example encourages others to achieve our goals, but quickly "cools down" to them. Controller - analyzes and evaluates the idea, its strengths and weaknesses, but does not have a "creative bone".
Seeker benefits - is a mediator in internal and external relations in the implementation of ideas.
Grinder - has a broad view of things and connect the individual elements of the ideas into one.
By faithfully implementing the ideas of others, but requires constant guidance and motivation. Assistant - helps others in any job. If team members will be less than eight, then someone will have to simultaneously play two or more roles, which creates additional conflict.
Maybe that's why smaller groups are less stable than those that are composed of more than eight people.
Experience of manual labor collectives shows that the micro - groups with number of participants up to 5 persons is often strong; 5-8 people is unstable;
10-12 people - can be broken into three primary, most of which cancel each other. On the other hand, to coordinate their activities is also difficult.
Roles associated with interpersonal relationships, much more than in the above list. Among them: "authority", "pleasant" "costaluz", "hardworking", "failsafe", "upstart", "favorites", "nitika", "scapegoats", "white crow", "handyman", "neurosci" and the like.
Of course, in the process functioning of the team between its members arise the following types of relationships:
• friendly cooperation, mutual support.
• Friendly competition as rivals in some areas within positive relationships.
• mutual non-interference;
• rivalry;
• the cooperation of antagonists.
In these relations, the behavior of people is subject to several laws, namely:
• The law of self-preservation of personal status and dignity.
• The law of compensation, when the lack of some abilities is balanced by the other, as well as the skills and desire to work.
As already mentioned, in most organizations, informal groups are formed, which are based on informal relationships among their members.
For successful management the Manager has a good understanding of the patterns of relations and behavior of people in an informal group. First of all, you need to keep in mind that this behavior is under dual influence: official purposes imposed by the supervisor, and internally by the members of the team. Ensures human survival in critical situations, facilitates the organization of joint activities, frees people from the thoughts, how to behave, telling her unpredictability in non-standard situations and standard in a normal conformism.
Conformism is a definite perception of the existing order of things, thoughts, adapted to them, unwillingness or inability to think critically. At the basis of conformism, the fear to spoil relations with the team, to be waterhotel him that in the past, for example, meant certain death, and so the stigma, that is, the exile from it, was probably the most severe punishment.
The most powerful human motivation is the internal group pressure. The man who remains one in a third of cases inferior team, even if right.
Group pressure is often carried out through the leader who expresses the General opinion whom you trust, whom you go.
Thus, the basis of leadership are relations of domination and subordination, influence and imitation.
It should be remembered that the pressure on the organization or its leader is an active team building and his opposition.