Group Dynamics: Key to Achieving Diversity, Productivity & Quality in Organizations - Essay Sample

Introduction

Group dynamics is a crucial aspect of an organization. The diversity of the people within a firm enhances the decision making and problem-solving processes. Additionally, the dynamics promote the interaction methods among the members of an organization. Group dynamics also play a crucial role in improving the quality of choices made for the organization. Moreover, diversity enhances the productivity within an organization that results from the diversity of operations. There are various ways through which group dynamics impact the decision-making process as well as the strategies of solving problems and the communication operations within an organization.

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Impacts on Decision Making and Problem Solving Processes

Decision making in an organization involves the process of making choices of operations and strategies to run the business. Problem-solving, on the other hand, consists of the process of acquiring a solution for an issue that directly or indirectly affects the organizations. Among the roles played by group dynamics in these processes, is the provision of adequate information about a specific topic. In group dynamics, different people are skilled in distinct fields. Therefore, during the decision and problem-solving processes, they provide more information on the various choices and their consequences depending on their experiences (Fernandes & Polzer, n.d). As a result, the organizations make decisions and solve the problems effectively and efficiently. Primarily, the group dynamics play a crucial role in providing the expertise information required during the processes.

Another significance of group diversity is that they improve the levels of involvement, thus increasing the views and opinions. Different opinions from people of dynamic ethnic or social groups help the organizations to make logical and all-inclusive decisions. The problem-solving process requires the organization to include the opinions of other people on the best practice to use to handle the issues (University Human Resources, n.d). Therefore, the diversity of the views enhances the process and contributes to the development of the best method to solve the problems. In other words, group dynamics help to provide more opinions for solving a problem, thus improving the efficiency of the process.

Notably, group dynamics improve the scope of acceptability in an organization. Decision making and problem-solving processes require the organizations to seek the consent of the employees as well as other stakeholders (Porter, 2017). Therefore, the choice with higher acceptability is likely to be adopted and embraced in the organization. For instance, if an organization needs to introduce technological systems to perform the operations, the administration needs to seek the opinions of the stakeholders. If the decision has broader acceptability, then the organization embraces the change. Ideally, more diverse groups in an organization increase the acceptability of a decision or a problem-solving process that is adapted in the business.

Proper group dynamics also promotes the productivity of an organization. Well organized groups promote the morale of the individuals through mutual support among the individuals. Additionally, the dynamic groups provide a complementary relationship among the employees in an organization. For instance, if an individual has a specific ability, they can complement their colleagues, who may lack that particular skill. This association promotes productivity and the competitive advantage of the organization. The association also enhances the relationship among the employees, thus promoting communication aspects that help to improve the operations within the organization (Fernandes & Polzer, n.d). Primarily, group dynamics promote organizational productivity by enhancing the relationship among the employees.

Effects on Communication Processes and Quality of Decision

Group dynamics involve the interaction of people from different cultures, ethnic groups, and races in making decisions for an organization. This aspect has different effects on the communication processes and the quality of decisions made by the parties involved. Among the contribution of group diversity is the development of non-verbal methods of communication in an organization. Nonverbal communication in an intercultural context plays a significant role in passing information from one party to another effectively (Pogosyan, 2017). In an organizational setup, the stakeholders use the writing method or signs to communicate with their colleagues. As a result, people from different cultures can interact effectively despite the language barrier. Primarily, group diversity promotes the innovation of new methods of communication within the organization.

Group dynamics notably affects the quality of decisions made within an organization. Decisions made by individuals from diverse cultural, education, and expertise background are of high quality. The high-quality decisions result from increased participation and improvement of individual ability to make decisions. Additionally, the group dynamics promote the quality of the decisions by the inclusion of the diverse experience and expertise of the parties involved. Moreover, group dynamics help to improve rational decision-making processes by providing adequate information regarding the alternatives at hand (Gallagher, 2014). As a result, the involved individuals can make high-quality decisions that promote productivity in an organization.

Conclusion

Group dynamics is a significant factor that contributes to an effective decision and problem-solving processes. The group diversities also play a vital role in developing communication processes within an organization. Generally, dynamics contribute to the productivity of an organization through effective social decision making processes.

References

Fernandes, C., & Polzer, J. (n.d). Diversity in Groups. Emerging Trends in the Social and Behavioral Sciences. Retrieved from https://www.hbs.edu/faculty/Publication%20Files/Diversity_in_Groups_EmergingTrends_57796940-b049-43dc-b58b-832eccbcaa80.pdf

Gallagher, J. (2014, October 18). Rational Decision-Making Model. Retrieved from https://www.youtube.com/watch?v=zqaFoZcMoKg

Pogosyan, M. (2017). Non-Verbal Communication Across Cultures. Psychology Today. Retrieved from https://www.psychologytoday.com/us/blog/between-cultures/201706/non-verbal-communication-across-cultures

Porter, B. (2017, January 17). Steps to Ethical Decision Making. Retrieved from https://www.youtube.com/watch?v=LzD1R4XrrTs

University Human Resource (n.d). 8-Step Problem Solving Process. The University of Lowa. Retrieved from https://hr.uiowa.edu/development/organizational-development/lean/8-step-problem-solving-process