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Work Patterns and its effects in work groups
- HR, human resources departments can improve work performance and productivity within their organization by understanding the effect of employee mind- sets and by creating specific workgroups accordingly.
Ujjal Ghosh
A Mind is always independent on certain specific set of encumbrances on few specific issues like:
- Perceptions
- Acceptability
- Individual character, as how other’s perceive on a particular issue/s
- Understanding Patterns; sublime, disillusioned, conflicting, humility, defused understanding
These are partial implications, normally seen working at the back of any mindset; these are typical type of situations, with which one normally interfaces, under various kinds of situations.
GROUP
Formation of Social Groups, divulging into core functionaries on uncommon acceptability through understanding, discussion; coming in terms with the mental framework of core attitudes of mindset of individuals in a group-
- A sub group formation through ultimate weeding out of ‘Ultimate Issues”, on which “Acceptability” is established.
- WORK PATTERNS V/S WORK GROUPS have a Deeper implications of a Mutual understanding of mindset carrying a particular level of cross patterns of perceptions, on acceptability in direct relevance of an individual character/s of an individual, besides grooming of such patterns from a scratch of issues – whether he is in a team or individually representing his patterns, wavelength of thinking.
- The Deliberations at the individual level affects the “Group” Behavior patterns with which an individual attaches himself or herself. The conjugations of core sublime issues and those of disinclined issues.
Along with this is attached-
-Definition as outlined by” SELF” and how are “OTHERS” in a group so formed.
- How am ‘I’ different from other on one or more Issues?
- Ability to disassociate on variances, mobility factors as is brought into the foray of abilities, discussions and issues having some common factors of dependability.
- Challenges of diversified human behavior patterns.
- Their combinations the Do’s and Don’ts of minute variations.
- Culmination of several behavioral patterns.
The fear, psychosis within self, others in the group (A group would implicate heterogeneous group) A homogeneous group is a rare combination of factors which combines understanding, acceptability, rejection of common issues) with which a ‘Group’ intends to proceed with furtherance of their motives, aspirations.
ABSOLUTE INTEGRITY or absolute rejections are the Two Factors that comes into the forefront of discussions.
- We all fall into the above submissions, categorically representing the ‘Positive’, ‘Negative’ factors working with the human behavior.
- A lot of Interesting Submissions are seen falling in line which is being generated on the following aspects: -
- A near conflict type of resolutions
- A near acceptability on ‘Core Issues’
- A neutral type of reaction
- Deviation on submissions on ‘I’, ‘You’, ‘We’, ‘They’, ‘Us’ while submissions are generated
- Legible and Illegible competency factors
Some CORE Areas will remain the Grey Areas where people Do Not wish to divulge which is the most challenging part of human submissions.
- Here it is CAN WE Or CAN WE NOT accept specific egos, Id, superego that is attached with such Human Behaviourial submissions.
- More Challenging is the Individual v/s the group submission that is either alienated with certain specific submissions since somewhere down the line “We” are not very specific with ourselves, due to the peculiarities of ideologies imbibed in our mindset.
- No Assumption is a combination of Fair and Unfair, till it is finally accepted or rejected per the total submissions are generated out of the discussions we all participate and opine our views and opinions.
- VASTAVIKTA or the Truth always has to come in the forefront, that is the individual’s opinions, views are normally seen transpiring out of self submissions and could be a graveyard of non-acceptance, rejection and dejection.
- The Challenges are many, which have to be seen with role clarity, group dynamism, hidden implications of individual behaviour v/s group submissions.
- Some Thoughtful reservations on the following can throw light on following submissions: -
-Key accountability
-Reservations on specific issues shared and unshared
-Repercussions of Groups in discussions that are shared out of submissions in groups.
-Accepting facts and Issues, which have a direct forbearance on Key Issues.
-What do ‘Others’ in the Group expect or are expecting out of one or several individuals on their submissions.
-Why am I involved in a Role Conflict, does it have any implication on my ‘Self’ and how are others accepting me with ‘Me’ and myself, outlook, integrity, unusualness on issues requiring deeper submission of facts and figures, which helps in figuring out on emotions, anger, ego, selfishness, unclarity etc.arising out of a particular situation.
-The ‘IF’s and BUTs of any Issue, which has direct relevance on the factors of implications both at the individual level as well as those existing at the work place.
Offshoot of any behaviour comes from -
-Individual Traits
-Ego
-Self submissions
-Issues that are perceived as RIGHT and WRONG
-Cross Cultural Conflict
-Misuse of Relationship existing at the work place
-Deceptively
-Habits of the people
-Case of Overworking
-Emotional Stress levels
-Holistic Exposures if any at the work place
-Convergence on Micro issues like Dos and Don’ts
-Role Clarity of Job Description of individuals
-Goals and objectives of individuals placed within the organization
-Complacency factors
-Understanding the Core Issue/s related with the work.
OBJECTIONS-
- Every work place has its own set of Objections these must be correlated and evaluated appropriately
- All the eventualities be given due consideration as per rules and regulations that are implied and explicit. The doctrine of ultra vires has to be taken into consideration.
- It is for the Senior and the Top Management to ensure that objections are handled appropriately with a set pattern of acceptability on issues that require an understanding with clear on issues. Objections are existent on the distortions that are existent amongst what is to be carried out actually and what is not carried out actually.
-Stop Misuse of power at ‘Unwanted’ places, requiring deliberations
-Check the Bottom Line of Issues seeking appropriate want of attention
-People must try to evaluate and try searching out a near submission of facts related to:
-Unanimous decisions
-No Anonymous submissions
-Dissemination of facts
-Clear on Appraisals and the Ratings
-Review Sessions of Upgrading Welfare and Social Commitments
-An ongoing exercise on SWOT analysis for all levels of people working in a set up.
-Clear concept of work structures, job stresses and job specifications verses their Correlation
-No Thinking Gaps and have clear concept between observations and the execution process.
-If there are lacunae in the system which is bound to arise these must be weeded out in short review sessions, through-
-Discussions
-Understanding about factors that are affecting issues at individual as well as group as sharing
Research on an on going basis on Specific Submissions
-Issues that require prominence
-Identify the Decision Makers; Doers: Executors; Implementers and finally the end result
This will enable to establish a cordial harmonious relationship at work place as well as with individuals.
Ujjal Ghosh
For Opinions/suggestions keep these posted at-
Buchun14@rediffmail.com
ujjal14@yahoo.co.in
Posted under Management Resources/ HR
