The Impact of Negative Group Dynamics
Group dynamics support team per formance especially their excellent considering it’s not only facilitates a common goal among group but it also contributes to improvement in productivity of the employees. It increases satisfaction in terms of individual working in a team setting their target and achieving it in a certain time period. If group dynamics our good and positive, the common goals set by the group can be reached very fast leading to effective performance of all as well as individual growth. With Good group dynamics, the team comes together and works towards each other’s growth Das effective and efficient group dynamics contributes to supporting the team performance.
Group dynamics when negative or poor leads to decreased effectiveness in the group as well as impacts the leadership. Often individuals working in a group deferred to group thinking, blocking and authority. Often negative group dynamics Hindu or team performance because it instigates lack of trust among individuals in the group, all the members involved are ineffective and problem solving as well as psychological forces were unintentional and unconsciously developed impacts free-flowing of thoughts, ideas and inspiration. Not only that it creates a huge gap between every individual working in the group leading to the overall performance of the group to fall.
Weak leadership, lack of direction, lack of focus, wrong priorities, poor communication skills, role confusion, interpersonal conflicts, poor work environment, in effective and in officiant management of the workforce, lack of diverse skills, lack of interests and other aspects contributes to poor group dynamics. An example that reflects poor group dynamic is when individuals in a group exhibit behaviour that often and remains other individuals, their ideas or contribution to the team due to different aspects such as work culture, difference of opinion, lack of direction and other such factors. It is therefore challenges that often impacts the phone group leading to negativity in the group dynamics.
The four key elements of group dynamics or group membership, emergent leadership, interaction and formal hierarchy. These elements contributes to the churning of the group dynamics into good or poor leading to a better understanding of the performance of the individuals involved in the group. Not only that the perception and deciphering of communication among the members of the group is highly depend on all the four key elements identified.
Step 1: Identify the development need
- Identification of knowledge, skills and behaviour or necessary to perform the job well
- Evaluating the present behaviour, knowledge and skills that is present among the team members
- Comparing the gap that has been created between the current skills and knowledge with the required skills and knowledge in terms of development needs
Step 2: Clarify the goals of the activity
Through the activity, the goal is to motivate peoples in terms of getting involved and work together developing the strengths of every individual and addressing any weakness and resolving it in the process.
Step 3: Design the activity
Each member of the group will be asked to write one word in a small white sheet of paper while these sheets will be randomly distributed among the team members. Each team member will have to identify the words they have picked has been written by which member of the team.
Step 4: Identify success measures
If 50% of the team members can identify correctly then it is a successful activity considering it not only establishes good group dynamics but also integrates the concept that most of the team members incorporate what their other team members are seeing or experiencing. They interact and communicate freely in terms of exchanging information and understanding
Elements of Group Dynamics
Step 5: Consult your team
Everyone is consulted and accordingly the results are evaluated based on the different activities performed to evaluate group dynamics and individuals engagement and understanding in a group.
Step 6: Consolidate your results.
Evaluating the results, it can be clearly observed that the team building is effectively working and the routine to establish team and their performances a significant in terms of justifying their goals and performing successfully to the roles and responsibilities that they have been provided.
The five ways in which communication can be improved in Team and integration of growth and development are Setting a clear agenda for every meeting of the team, scheduling regular status updates, encouraging video calls, identifying company goals and individual calls as well as over communicate. To enjoy a more motivated, cohesive and engaged team, it is important to encourage individuals of the team, asked them to interact with each other both passionately and emotionally as well as sometimes they must perform role-playing activities contributing to each of them understanding the others responsibility in the team and support them.
Pay your staff what they are worth
Management must reward and recognise its employees in terms of their roles, responsibilities and performance in the organisation. Accordingly the staffs must receive what they deserve in terms of financial support, leave allowances, medical and family support.
Provide staff with a pleasant place to work
The work environment must be positive, environment friendly, healthy and supportive in terms of encouraging and keeping staffs motivated to work and perform.
Offer opportunities for self-development
All staffs must be given an opportunity to self develop the info training, seminars and workshops must be provided to the staff for them to learn new things and use them to increase their ability, qualifications as well as skills.
Foster collaboration within the team
Within the team it is very important for two or more individuals to collaborate and encourage each other’s strengths to contribute to team development as well as individual development. It is in the hands of the leadership who asks individuals to work with each other and collaborate with each other to bring out the best
Encourage happiness
All staff members must be supported and celebrated in terms of their performance, occasion, personal achievement such as birthday, work anniversary and others. Making the staffs the priority contributes to integration of happiness among the work culture leading to a satisfied workforce
Don’t punish failure
Failure is a part of life therefore it is not a right way to interact with the staff by punishing them for their failure however they must be made aware of their fault and accordingly be trained so that the failure is not repeated in the future.
Set clear goals
Setting clear goals is important in terms of setting a certain bar for individuals performance and assisting them to contribute to the growth and development of the organisation by working in a healthy environment. Not only that individuals must contribute to team development by supporting each other both theoretically and practically.
Effective Team Building Activities
Don’t micromanage
Staffs must not be micro managed and their problems must be heard so that a solution can be provided to them in terms of reflecting on workforce and leading to a positive performance from every aspect.
Avoid useless meetings
When encouraging employees in organization, useless meetings must be avoided in terms of saving time, management of skills and knowledge as well as focus on the solution.
Define & Communicate Vision
The vision of an organisation is defined and encouraged through effective communication preventing any discouragement, miscommunication, disagreements as well as personal preferences as a leader can effectively perform their duties.
Encourage Recognition
As a leader integrating recognition among staff members is significant in terms of growth and development does any personal credit must not be given to individuals however they must be encouraged, supported as well as recognised for their efforts and performances.
Speak from the Heart
Leaders must not fake their position or perspective towards the staff members whole organisation therefore they must speak from the heart and try to connect to their followers through words that they actually mean bringing a change into the system.
Delegate & Empower
Every leader has a responsibility of delegating responsibilities, performances, clients and project among its staff members so that they can grow and acquire success it not only contributes to the growth of the organisation but also helps in the growth of individuals such as the staff and the leaders
Commit to Continued Education
Education in the form of opportunities such as training, seminars, workshops and exchange of ideas not only contributes to the development of the staff members but also helps the leaders to guide them positively.
The six benefits of consensus building and shared decision-making are as follows:
- It helps in understanding peoples perspective and ensure that any needs a requirement for a fund must be provided for
- Soliciting each individual involved in the process in terms of their inputs and ideas so that they do not feel disillusionment or exclusion
- Setting aside personal preferences and contributing to the common good my getting involved in the process of decision making
- Helping each other in terms of developing the strength in the team
- Offending people, use of diplomacy is the best way to move forward
- Instead of blaming others or performing favouritism, the focus must be on developing solutions that will contribute to the development and growth of the team in terms of shared decision-making and concensus building
Get the right people on the team
People related to the project or performance must be involved in the process
Get the toughest critics involved up-front
Very important to involve individuals who can provide criticism in terms of developing consensus as well as integrating a team that will contribute to the growth of the organisation as well as individual development
it is important to interview every member who is to be involved in the group meet so that their evaluation of decision making as well as peoples perspective can be affirmed
The outcome of the decision making and consensus development must be developed in a positive design so that none of the individuals at dissatisfied with it. To do that, it is important to clarify any disillusionment as well as solicit every individual’s perspective.
Develop an agenda in advance of the meeting
Before the meeting starts, it is important to develop an agenda that will contribute to the steps in which the meeting will take place as well as the preferences of the individuals involved will be given significance.
Focus on the “Aim Frame”
When performing at the meeting, the agenda developed must be in details of the aim Lagaa team is trying to acquire. The influence that each individual have on the decision making will be significant in terms of framing their requirements.
Embrace conflict
To resolve an issue, it is important to embrace a conflict so that effective steps can be taken to identify the problems faced and accordingly evaluate it to provide step-by-step understanding of the conflict and resolve it in the process.
Talk together
In a team meeting, growth and development is the focus therefore, it is important to talk together and interact in a manner that every person has to contribute something in the process. It not only contributes to the development of the solution but also helps in understanding the issue and bringing it to focus.
Listen carefully
Active listening is another important aspect of team development because it contributes to the common code and identification of minute factors in details that often individuals must do to their preferences of a certain approach.
Find agreement
Instead of focusing on personal needs, requirements or preferences, individuals must focus on the common good try to understand others perspective and find common ground because it leads to agreement. Agreement not only contributes to the success of the team but also helps find safety and unity in terms of management and the work culture.
Provide guidance
Providing guidance is another way to permit any issues that might impact the growth in the future therefore being an authority it not only contributes to the handling of issues but also helps individuals develop strategies that will resolve the issues is approach of providing guidance.
Be quick to forgive
Forgiveness is important in terms of developing issue resolutions because it not only contributes to the growth of an individual and group but also integrates professionalism in one’s behaviour and approach. Therefore, one should not hold a grudge for too long and it is better to forgive quickly
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