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Abstract
The study will explore the impacts of Group Dynamics on the productivity of an organization. A survey will be used as the method of study where random sampling will be used as the technique for data collection. The sample size will be 100 out of which half will be women and the remaining half will be men all working in groups. The surveys will be randomly distributed and collected thereafter. The post office will only be used by those who will request more time to fill the survey questions.
Introduction
Organizations around the globe clearly understand the needs of the people they serve. For employees, the need for training is always to enhance their capacity in a way that helps them to perform their work effectively. Scholars in the sociological and business sectors have developed effective approaches to improving the performance of employees (Jackson-Dwyer, 2013). For businesses, the reason behind the enhanced training programs is to increase the competency level of their employees in a way that effectively contributes to the success of their organizations. People are drivers of change, and this is normally witnessed when there is a change.
Also, people are the key elements in an organization as they are always the first people in that organization to feel the impact of any change. However, it must be understood that the improvement of peoples productivity does not mean training and development. Research has shown that proper incentives and motivation are also effective in delivering on objectives of the company (Kelley, 2013). Furthermore, the personal aim of people to grow in their jobs and careers can help in achieving the objectives of their companies.
Background Study
According to Jackson-Dwyer (2013), the idea of group dynamics was conceived as a result of the need to combine social interaction with innovation. However, there is little research in this area. This aspect has led to an underestimation of the importance of group dynamics. According to Kelley (2013), in group dynamics, information is usually shared faster to enable employees to make appropriate decisions. When the group members are on good terms, there will always be a smooth flow of information and communication. This helps employees to create their insights. By working together in harmony, employees can easily achieve the desired level of productivity.
Longres (2000) indicates that the relationship of the individuals within a group falls under the social processes. Through group dynamics, individual employees can interact with their colleagues or create a forum that is essential for the generation of ideas. Longres (2000) argues that there is a high level of accomplishment among employees who support group competency, as such employees are always willing to listen to the views of others. In addition, such employees are always willing to be criticized without feeling vilified. One of the key challenges facing individuals working for any organization is the complexity of tasks. However, with the help of groups, tasks can be subdivided equally amongst members to ease the burden on individuals.
Problem Statement
All businesses are usually geared towards productivity and eventually high profitability. To achieve that, businesses must utilize all available resources, but not limited to employees, machinery and services. In fact, most businesses can be in business for a long time because their management has been able to manage the process of products successfully. For all this to be realized, employees are always the key factor. They work tirelessly hard to ensure that the objectives of the company have been realized.
Hypothesis
Ho: Group dynamics have a direct impact on the productivity of the company.
To successfully identify the impact of group dynamics, the following three research questions will be used:
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For group dynamics to be successful, what are the problems that need to be addressed?
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Before joining in the group dynamics what will be the specific preferences for individuals?
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What should be the degree or level of collaboration needed for a successful group dynamic?
Review of the Literature
According to Babbie (2013), group dynamics develops because of the close relationships between individual employees. Group dynamics generated through friendship and proper work ethics offer employees the foremost joy and satisfaction. Many factors enhance group dynamics or make employees associate positively with each other. Some of these factors include regular business interactions and being in solidarity with one another (Creswell, 2013). In the field of sociology, it is well known that social relationships are shaped within a social environment. This environment is full of social aspects, cultural aspects and other behavioral influences.
According to Longres (2000), the factors that impact constructive group dynamics may vary depending on the background of individual workers and their relationship with fellow workers. In terms of background, Longres (2000) indicates that it strongly affects the working relations at the workplace as there is a thin line between home and workplace. That is, though the relationship is normally viewed as an association between family members, in this case, family members can also have relationships with their fellow workers (Longres, 2000).
Jackson-Dwyer (2013) holds the view that interpersonal relationships at workplaces are an important aspect of group dynamics. It leads to change and employees grow in those changes throughout their existence at that place of work. They grow and improve step by step, as individuals grasp one another and become nearer showing emotion, or they step by step deteriorate as individuals alien, travel with their lives, and kind new relationships with others.
Several theories have been put forward to explain social relationships and most of them emphasize the benefits of starting relationships from the attitude of every employee. Therefore, all postulations and theories should be taken into consideration when exploring the aspect of group dynamics. This approach is ideal for a better understanding of social relationships in group dynamics.
Methods
The method to be used is a survey. Surveys have been chosen because f the following reasons:
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Surveys are relatively easy to administer
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Compared to other methods of collecting data, surveys can be developed in less time
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Surveys can also be administered remotely via mobile devices, online, mail or email
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With surveys, it is easier to collect data from many respondents
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Normally, standardized surveys are comparatively free from many types of errors
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With surveys, a wide range of data can be collected (e.g., opinions of employees, beliefs of employees, values, attitudes of employees, and behaviors of employees).
Surveys also have several drawbacks, and some of them include the following:
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Respondents may not be at ease to provide answers that negatively present them.
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Respondents may also not feel encouraged to give accurate, and honest answers
Sampling Technique
The study will utilize a random sampling method. In this sampling technique, there is an equal chance of each subject or member being selected. The process of sampling will be undertaken in just one single step. With this, members or subjects will be selected randomly to give each member a chance of being represented.
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Advantages. Each member of the population is given an equal chance of being selected. Therefore, the technique is not biased. Besides, because of the representativeness of such a sample, generalizations can be made from the sample results.
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Disadvantages. The most obvious shortcoming of the random sampling technique is that it requires a complete list of members that make the sampling population.
The proposed study will use methods that involve the collection and analysis of data. A sample size of 100 respondents will be used, 50 men and 50 women. The respondents will be members of the production. This sample size is easier to work with and enough to function as a representative sample (Babbie, 2013). They were chosen because they are the employees who mostly work in groups. Face-to-face surveys will be used to collect data from the study participants. However, those who feel that they need more time will be able to receive and reply to the survey questions via the post office.
The study will be both qualitative and quantitative in design. Data that will be collected through a qualitative approach will be coded so that it can be converted to numbers that would be easily analyzed through statistical tools. The method will be conducted using established protocols that would result in high-quality data that can be manipulated statistically to yield important findings, which will be utilized to make essential conclusions regarding the topic.
If it is established that some protocols are not effective, then they will be changed. Computers will be used to store the collected data, which will be analyzed later. Many advantages are associated with analyzing interactions from the standpoint of the theoretical approaches. However, it would not be wise to adopt exclusively one theory and ignore the other theories. This will result in limiting an understanding of social interactions in society (Longres, 2000).
The study will focus on using a uniform unit of analysis, and this will lead to reliable results that will be important in making inferences. Specifically, numbers will be analyzed in the form of percentages so that comparisons among study participants can be made. The target population will be both males and females who are living in a certain locality. From the target population, a sample will be identified.
The universe of the sample used in the study could be stated as being the entire number of students in the locality where the research will be conducted. The sampling frame in the study will be complete because it will contain all the persons and their full details about drinking their interpersonal relationships and health outcomes (Babbie, 2013). A simple random sample will be utilized. This type of sample will ensure those study respondents will be picked randomly from a group of potential study participants (Babbie, 2013; Creswell, 2013).
Attribution theory argues that the presumptions that are made by people regarding the occurrence of events and behaviors can be either internal or external (Longres, 2000). Regarding internal attribution, people make conclusions about events and human deeds based on factors that are determined by individual traits, capabilities and/or emotions. On the other hand, external attributions are associated with inferences that are arrived at because of the impacts of situational issues.
Conclusion
What can be learned from this research is the impact of what happens when people work together in a certain environment. It is really important because when people are in close contact with one another in a closed environment, it does affect them in some way. These sorts of studies are important because, if the problem arises in a work environment, it can be handled.
References
Babbie, E. (2013). The basics of social research (6th ed.). Boston, MA: Cengage Learning.
Creswell, J. W. (2013). Research design: Qualitative, quantitative, and mixed methods approach. Thousand Oaks, CA: Sage.
Jackson-Dwyer, D. (2013). Interpersonal relationships (Vol. 10). London, United Kingdom: Routledge.
Kelley, H. H. (2013). Personal relationships: Their structures and processes. New York, NY: Psychology Press.
Longres, J. F. (2000). Human behavior in the social environment (1st ed.). Itasca, IL: FE Peacock Publishers.
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