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Using Group Dynamics to Build Community in an Organization
The organization I have chosen as my example of using group dynamics
is set in a medical health setting. I was employed at Texas Tech Medical Center
in El Paso for ten years. With all these years of experience I feel I became partEssay help on group dynamics
of an organization that experienced positive and negative group dynamics.
With the vast number of years that I was employed at this facility there was a
point in our agency that reached a high turn over period.
We experienced an increasing amount of people leaving our agency
due to a management change. I can honestly say that for the first five years that I
was employed there we never had anyone leave the department. I am aware that at
that point we had an immaculate supervisor that had been working there for the past
eight years. She was a very inspirational leader that focused on teamwork and effective
productivity on a daily basis.
She was the backbone of the agency but was not supported a hundred percent by
our administrative personal. She wanted to be very effective for our clients and was
always searching for new approaches in serving better quality care. She had great visions
that she wanted to pursue by training her personal at any expense. She was often turned
down by the administrative staff in accomplishing those goals as far as financial and
budgeting expenses.
She soon became very tired of the obstacles that were placed in front of her
and decided that she would pursue her career elsewhere and left us behind with some of
her unaccomplished visions. She was very sad to leave the agency because she truly
enjoyed her job and most of all her productive staff. We all were very moved when she
left. The feeling of teamwork that surrounded the agency was gone and left everyone
with a negative outlook towards our administrative staff. We developed a sense of
negativity in the workplace, which in turn gave poor quality care for our clients.
As mentioned in Building Community The Human side of work
(Manning, Curtis, and Mc Millen, 16.) The impact of organizational change on
individuals “ An effect of this is that unless employees feel they will be valued over the
long term, they may be less willing to go the extra mile, to work a little harder to
contribute”(p.5). I feel that this statement in this book is exactly what occurred
in our agency with the loss of our effective leader.
We soon noticed to see different characteristics of sub groups in our agency
with the turn over rate we were under. There started a development of so called social
clicks. Our agency felt as if it were divided in groups one group was still under the
umbrella of positive attitudes that was embedded in them by our previous leader. This
group was very productive and maintained a positive outlook despite some of the
downfalls we had faced in the past.
The other group had become very negative towards the daily production
of effective care for our clients. This group consisted of some of the new hires and some
the current staff that was unable to move on past experiences. This group was very well
known for their gossiping and their backstabbing habits. They would not be productive
because they were to busy gossiping about the patients or the physicians or even on their
personal lives or the lives of other employees.
This group became very problematic and were often written up for their
inappropriate behavior. Our new supervisor had a very hared time with this group
but eventually at a very professional level was able to let them go due to their
inabilities to be effective employees. Our new supervisor was a retired military nurse
that came very strong as a supervisor to civilians who have no military background.
He was a very strict supervisor that played by the books he kept track of everyone’s
movements and had a personal file on all his employees. He was not someone you
could easily perform out of range and get away with it.
I personally believe he was hired to fix the problems that the agency
was facing. He quickly became disliked by the negative group and some of them quit
and some of them were fired. I feel he came in and helped break the division that was set
in our agency and was effective in doing just that. Group dynamics soon became very
noticeable in our agency again just like before but in a different mannerism. We were
soon able to contribute in community building. We had found an effective leader once
again. Our agency was functioning very well and was dedicated to working as a team.
“Mc Gregor emphasized the human potential for growth, elevated the
importance of the individual in the enterprise, and articulated an approach to leadership
the undergirds all forms of community building”,(Building Community,16,p.86) I
feel that effectiveness in a leader is a quality that is crucial in building community. We
once again became an outstanding group of individuals that enjoyed working as a group
and effectively providing a healthy environment for our clients and staff.
Our organization of community building was once again our number
one priority we all became team players under the direction of our leader. He came as
a very straight forward person that always got what he wanted and her did he
accomplished his goal to break the barrier that had been made by the suffering of not
having an effective leader. He soon became well liked by the rest of the personal
due to his accomplishments. He also developed a good relationship with our
administrative staff and some of his demands were met by the administrative staff.
He also implemented some work place initiatives were he segmented some of our senior
staff to supervisory positions he felt that this would be a positive attribute to add to our
agency to give some of our senior staff members an opportunity to demonstrate their
leadership capabilities.
He once explained to us that giving this opportunity to the senior staff
members will serve as a form to show character in the development of effective leaders.
It will in turn result in the creation of several team leaders and in the long run we would
all have the opportunity to be leaders in our organization. In the San Antonio, Business
Journal is said that B.Green (001) “people who serve as mentors have skills, knowledge
and characteristics that can benefit others. Sharing them regularly with others can
strengthen the mentor’s talents and prepare them for the future faster”. Retrieved July
0, 00, from http//www.nielsongroup.com/mentoring.pdf.
In conclusion I feel very great full to have been given the opportunity to
have worked with such great inspirational people and I hope to use my knowledge I have
gained in a positive manner and hope to excel in the future of my leadership capabilities.
I can only express positive notions towards my experience at this agency and feel
privileged to have had an opportunity to have become one of the supervisors that served
as role models. It became the ladder of success that we all took turns in climbing without
stumbling all over each other. We patiently waited our turn.
References
Barbara Greene (001). Mentoring others can help trainer develop leadership skills.
San Antonio, Business Journal Retrieved July 0, 00,
from http//www.nielsongroup.com/mentoring.pdf.
Manning, Curtis, and McMillen (16). The Human side of Work
The impact of organizational change on individuals (p.5).
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