Organizational Dynamics

Introduction

The concept of group function has been shown to me to be more complex and diverse than I had previously imagined. To understand what types of personalities will function best as a team, as well as being able to recognize the potential pitfalls inherent in group communication and the capability to manage conflict within a group, are areas that will require due diligence in order to keep groups optimally functioning. When looking at the Tubbs System Approach to Small Group Interaction, as summarized on page 16 of the text, it becomes apparent just how diverse and complex this whole concept is. In order to effectively function as a group, the entire group must remain somewhat aware of all the potential different interactions between relevant background factors, internal influences, and consequences in order to perform at an acceptable level. Any breakdown in the system, be it personal or task related, can have disastrous results, as all functions of the group, input, throughput, and output are all interrelated.

Group functions and interactions rely on many different factors to become successful. One of the key components of group makeup is the personalities of the individuals involved. This factor should be given careful consideration in choosing personnel to be assembled as a group. Unfortunately, this is often not the case. Individual personality types play a key role in determining the methodology and success of problem-solving groups.

Group Structure

When assembling a group, there are many tools at the disposal of an organization that can help determine individual personality types. Some of these tools include the Myers-Briggs personality Type Indicator and the Strength Deployment Inventory. Organizations that utilize tools such as these stand a much greater chance of assembling a successful group than groups which choose to put together group without any thought to the influences that individual personalities will have on group interaction and, ultimately, group success.

The study groups and how they interact and perform at peak capacity is of special interest to me. I lead a team of three estimators at my place of employment, Erie Materials. As a group we are responsible for receiving input in the form of blueprints and quote requests with a goal or output of easy to read, professional looking estimates that the sales force can utilize to sell not only our products but our services, as well.

I am reminded of the influence of personality typing on team success when looking at the accomplishments of the New England Patriots. This NFL franchise is at the forefront of the NFL in gauging the effects of personality on the organization as a whole. On a regular basis, potential team and coaching staff members are evaluated with an eye toward their contributions to the franchise as a whole. The Patriots routinely pass up college superstars with sketchy off-field histories for little-known, solid citizens who fit the mold of what they perceive to be the ideal teammate. The franchise has won three Lombardi Trophies as NFL champions in recent years and members of the coaching staff have been promoted to head coaches at other programs three times in the last three years. Clearly their approach to careful consideration when assembling a team has played a huge role in their overall success.

The New England Patriots as an organization have a staff of over one-hundred employees directly related to day-to-day team interactions. Yet in our class we studied group size and structure at length only to discover that the ideal number of members for a problem solving group is five. Understanding the effects personality types have on accomplishing goals is proving to be a key component in successful team building and will continue to be studied and debated at length as organizations seek to copy their more successful peers.

Communication

The personalities within a group will have a direct influence on the way that group communicates, both within itself and with others groups. Extroverted personalities tend to dominate communication and may often lead to groupthink, a phenomenon which occurs when a group holds common assumptions, which can in turn be false and lead to problems. Introverted personalities may go along with the group for fear of standing out or being ostracized. A good group mix will employ a diverse set of personality traits, while minimizing the number of conflicting traits within the group.

When our class broke into groups to perform the exercise involving potential liver transplant patients, the group I was in came to a standstill and functioned poorly as a group. This was due to the personality conflicts that three members had, Brandon, Jennifer and me. When neither side refused to budge on what they perceived to be vital issues, we became deadlocked with no hope of resolution.

While good communication amongst a group will not guarantee successful completion of the task at hand, poor communication will always hold a group to less than its potential. As we studied intergroup communication processes from Tubb's book A Systems Approach to Small Group Dynamics chapter Two what struck me was the number of ways in which communication can go wrong and the myriad misinterpretations that can result.

Feedback

Personality types will affect an important aspect of communication: feedback. The right types of feedback are vital to optimal group function and output. While some group leaders may not be interested in receiving feedback from their group members, this type of leadership rarely works in the corporate world, although it remains effective in the military.

Successful feedback is comprised of many facets. It must be specific and not generalizing. It should be descriptive, not evaluative. It should be focused on a particular behavior rather than directed at how a person is perceived to be. If we criticize behavior, it needs to be a behavior that can be changed. Feedback should be well timed and should be asked for by the receiver. Feedback should be limited to useful information not exceeding what is needed; it should be information that is shared, not offered as advice.

As we see, feedback is a complex issue and one that must be well thought out from both the giver's and the receiver's sides. Strong personality types may not receive feedback well, while introverted or reserved personalities may not feel comfortable giving negative feedback in a group setting. One way this is being overcome is with the advent of virtual groups. Some companies are carefully setting up their virtual groups to allow anonymity to remain intact when members are interacting. This is an effective tool in allowing less forthcoming