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Individuals and Groups in the Workplace, 2005.
A look at the dynamics of individuals and groups in the workplace.
1,575 words (approx. 6.3 pages), 12 sources, AU$ 90.95
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Abstract
This paper discusses the development of teams and the application of leadership in the process of getting a job as bank manager, noting how one's education to date serves in this process. Two dimensions are analyzed, teams and team-building and leadership. It notes how the two dimensions are clearly related, though how they are related may depend on the organization and the type of work involved as well as the capabilities of the people in the given organization.
From the Paper
"The goal is to gain a position as branch manager for XYZ Bank within three years, and an assessment of learning to date is in order. Two dimensions are to be analyzed, teams and team-building, and leadership. The two dimensions are clearly related, though how they are related may depend on the organization and the type of work involved as well as the capabilities of the people in the given organization. Developing those capabilities is a function of good leadership and the learning environment that is created. Work teams are structured around certain tasks and processes and should involve the creation of relatively autonomous teams that can take initiative and perform needed tasks without close supervision. "
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Group Interaction in the Workplace, 2008.
A discussion of group dynamics in the workplace.
1,097 words (approx. 4.4 pages), 5 sources, APA, AU$ 56.95
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Abstract
This paper discusses group interaction in the workplace. The paper explains that symbolic interaction theory can be utilized to describe the development of the group and its functioning as a cohesive unit to complete the tasks assigned. The paper points out that according to symbolic interaction theorists the human condition requires group living and group dynamics. The paper then looks at how the interactions we have in these groups is determined by some overt, but many subtle role expectations that can be based on gender, appearance, communication style, race or even understanding of the members of the group of what a certain known individual would perceptually be good at.
From the Paper
"The roles that were assigned were to some degree voluntary, and yet there was also a leaning on the part of the group leader to designate roles based on her prior knowledge of the individual student, if she had worked with them before and if she had not based on their own admission of desire or perception, therefore to some degree symbolic interaction took place even in role assignments. As the self is the determining member in a voluntary group it is also interesting to note that many people report feeling inclinations to fill certain roles not necessarily based upon what their skills are but on what they have done in the past or more importantly what they have been guided to in the past by symbolic interaction."
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Individual Workplace Agreements, 2004.
Presented in the form of a memorandum, this paper argues against individual workplace agreements between teachers and the board.
1,276 words (approx. 5.1 pages), 7 sources, MLA, AU$ 63.95
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Abstract
This paper presents a memo from Lutece Academy, which has been considering a change in the nature of the relations between staff and administration by instituting individual workplace agreements between each member of the staff and the administration and, thus, the board as well. This memorandum argues against such a shift to individual workplace agreements.
From the Paper
"The members of the board of Lutece Academy, a secondary school that serves approximately 700 hundred students and has a tradition of excellence in education, has been considering the merits of making a fundamental change in the nature of the relationship that exists between the school and its staff. That current relationship (with the exception of the administration) consists of traditional collective bargaining rights that are negotiated with the heads of each union?s representatives at the school. This is the norm for schools in the region and indeed in the country, which has a highly unionized school work force."
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Being a Well-Rounded Individual in the Workplace, 2004.
Identifies the importance of being a well-rounded individual in the workplace.
1,350 words (approx. 5.4 pages), 7 sources, MLA, AU$ 69.95
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Abstract
This paper identifies the importance of being a well-rounded individual in the workplace, with an emphasis on technical skills, written communication skills and interpersonal skills. It looks at the importance of developing all areas.
From the Paper
"Success in the workplace can be measured on many different levels. There is the success associated with moving ahead in the organization the success that goes with doing a job well and the success that one garners from recognition from one's peers outside the organization as well. Often individuals focus on building their technical skills to the exclusion of recognizing other areas of development that may be important to their success and human resource departments can encourage this approach ..."
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In-groups and Out-groups, 2005.
Examines the difference between in-groups and out-groups.
690 words (approx. 2.8 pages), 2 sources, APA, AU$ 34.95
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Abstract
This paper looks at the difference between in-groups and out-groups and gives real life examples of working in each type of group. It explores issues of stereotyping, belonging and bias.
From the Paper
"If we see someone else as belonging to the same group we are in we tend to have a positive view towards them and give them preferential treatment ..."
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Effect of Group Composition on Group Dynamics, 2004.
It?s not just a matter of bringing a group of people together; the sorts of people brought together can change the sort of group constructed.
4,361 words (approx. 17.4 pages), 19 sources, MLA, AU$ 167.95
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Abstract
This essay examines how the composition of a group, whether for therapeutic or business reasons, affects the outcomes and group goals that can eventuate. The essay contends that group composition needs to be both homogeneous and heterogeneous enough to allow for group processes to occur, i.e. group stages, for the group dynamic to progress and group goals to be achieved.
From the Paper
"While it is true that a group is made up of individuals, and without those individuals there would be no group, it is quite impossible to judge the ?sort of group? that will eventuate from merely examining the ?sorts of people? that constitute it. Doing so would be like ?explain[ing] the shifting pattern of a kaleidoscope by taking the tube to pieces and listing the fragments found inside? (Thompson and Kahn, 1970: 12). Systems theorists have long posited, in opposition to individual psychological explanations of group behaviour, that when individuals ?merge into a group? something new is created? (Lewin, 1951: 57). This new entity, although comprised of individuals, is believed to be ?greater than the sum of its parts? and thus the dynamic that is created within the group is not directly attributed to any one individual but rather the unique interrelationship between those individuals and the force that this interrelationship has on group functioning."
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"Joining Together: Group Theory And Group Skills" ( D. W. Johnson and F. P. Johnson ), 2002.
Examines the pattern of ideas in this book on group dynamics.
675 words (approx. 2.7 pages), 1 source, AU$ 34.95
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Abstract
Examines the pattern of ideas in this book on group dynamics. Primacy of the group in individual life experience. Group theory applied to effective problem solving. Factors of effective communication, social interaction, cooperation and leadership. Idea that social interaction can function for good or ill. Dynamics of social interchange. Types of groups.
From the Paper
"This research examines the pattern of ideas in Joining Together: Group Theory & Group Skills by Johnson and Johnson, as well as the means by which the authors articulate their view of the primacy of group dynamics in individual life experience. The research will set forth the principal lines of thought in the text and then discuss the value of a solid grounding in group theory to the practice of effective problem solving via effective communication, social interaction, cooperation, and leadership.
Group theory cannot be understood apart from the concept of dynamics, i.e., that groups are living things, functioning as a consequence of communication and leadership (Johnson & Johnson, 2000, p. 38), and functioning in a continual state of change. Indeed, changing patterns of communication and leadership are the ..."
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Communication in the Workplace, 2001.
A discussion on how effective communication between individuals and groups is essential if the various activities, processes and resources are to fulfil the aims of the organisation.
986 words (approx. 3.9 pages), 6 sources, MLA, AU$ 52.95
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Abstract
This paper examines how in any organisation individuals must collaborate with their colleagues and how the success or failure of an organisation depends on how well its groups and individuals interact with each other. It shows how with correct communication, organisations can recognise any potential problems and deal with them before they become too serious. It demonstrates how each individual must fully understand their own aims, the aims of their group and overall company aims to successfully achieve them and how this can only be successful with effective communication within the workplace.
From the Paper
"Motivation is a key aspect in achieving effective communication, a point clearly emphasised in Huczynski and Buchanan?s ?Organisational Behaviour?. Managers who are able to motivate their staff will have a more productive workforce. How motivation is approached will depend on the type of organisation and culture of the workforce. Motivation helps increase employee?s job enrichment, enables people to develop socially and have increased drive in their roles. Allowing and encouraging staff to socialise at work provides increased enjoyment and confidence. It also encourages the most common form of communication in organisations, the grapevine. This process involves staff communicating unofficial informal messages. Although not always accurate information, it increases knowledge of other colleges and the operation of the organisation."
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In and Out Groups in Organizational Theory, 2007.
A discussion of organizational theory with regards to in-groups and out-groups within the business environment.
900 words (approx. 3.6 pages), 4 sources, MLA, AU$ 46.95
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Abstract
This paper examines organizational theory regarding in-groups and out-groups and how this theory is critical in today's business environment because of the emphasis on teams and team formation. The paper explains that in-groups and out-groups are important for organizational leaders to understand and comprehend at risk of allowing an organization to fall into disarray and inefficiency. The paper also discusses how the differences between these two types of groups within the organization are stark - one group can be characterized by its inclusion and its sense of accomplishment and trust while the other can be characterized by its marginality and its lack of inclusiveness in any decision-making processes. The paper also points out that the effect of these two types of groups on any given organization is almost always negative but sometimes their full impact is not noticed until long after they form. In conclusion, the paper shows that leaders and managers need to be aware of these groups and ensure that no employees are isolated or excluded from the requisite inclusion within the business and organizational processes of the organization itself.
Outline:
Overview
In-Group Experience
Out-Group Experience
Differences
Effect of These Groups
Membership & Performance
Leadership Factors
From the Paper
"Often, membership in these groups is not necessarily related to task or task performance. While an individual completely botching a task might potentially land them in the out-group, generally these groups form based on inter-personal reasons and relationships with various other co-workers and with management (Harris 142). As previously mentioned, group formation is not necessarily a bad thing to happen in the context of an organization. The danger is that such groups, if not properly managed, can lead to ostracizing and isolating valuable employees and even fellow team members."
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Transnational Criminal Groups and Terrorism, 2005.
An examination of the connection between transnational criminal groups and terrorist groups in today's world.
1,364 words (approx. 5.5 pages), 13 sources, APA, AU$ 66.95
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Abstract
The increasing relationship between transnational criminal groups and terrorist groups constitutes a complex and fluid situation. This paper broadly examines some of the reasons for the increasing relationship between these two groups and by looking briefly at the organisational structures, actions and motivations of them, attempts to assess the current strength of this linkage.
Outline
Introduction
Traditional Similarities
Growing Similarities
Partnerships
Fundamental Differences
Conclusion
From the Paper
"Prior to September 11 the relationship between transnational criminal groups and terrorist groups was relatively unexplored and it appears that it was a widely held view that the link between the two was limited. In 1996 the United States government reported, 'On the basis of information currently available to the United States Government, it appear[s] that most transnational crime [is] completely unrelated to terrorist crimes or terrorism' . In the mid-1990s Alex Schmid (head of the United Nations Terrorism Prevention Branch) completed a study for the United Nations in which he came to the conclusion that '...despite some common ground, organized crime and terrorism are distinct phenomena that should not be confused. While there is overlap in the modus operandi of terrorists and organized criminals, there are several important differences'."
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HIV / AIDS Carriers in the Workplace, 2002.
A discussion of the restrictions and problems that exist for HIV carriers in the workplace and how their medical costs should be covered.
2,960 words (approx. 11.8 pages), 6 sources, MLA, AU$ 127.95
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Abstract
This paper sheds light on some important issues related to employment of HIV infected people. With dramatic increase in HIV patients worldwide, several problems have surfaced regarding the rights of this group in society and in the workplace. Corporations are still uncertain how an HIV infected employee should be covered by medical insurance when pre-existing conditions can be a huge burden on a company?s financial resources. Discrimination based on valid concerns and social prejudice has made life difficult for the infected members of the American workforce. The paper shows how sufferers are not treated fairly in the workplace and how certain professions have imposed restrictions on the entry of infected people.
From the Paper
"HIV/AIDS virus is an extremely dangerous and mysterious predator, that has infected some 22.6 million people around the world, and the number is continuously rising as no cure is in sight and no breakthrough in this field has yet been achieved. The disease that was discovered in 1981 posed a major threat to the human population when, within the first five years of its discovery, AIDS had attacked 24,000 Americans and it was believed that within a short period of time this disease would reach an epidemical stage. That period has expired and we are encountering a situation, which two decades ago was simply impossible to even imagine."
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Workplace Stress and Technology, 2004.
A review of the article, "Technology Increases Workplace Stress, Tipping the Scales of Work-Life Balance", by the Kensington Technology Group.
880 words (approx. 3.5 pages), 1 source, MLA, AU$ 46.95
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Abstract
This paper examines the article, "Technology Increases Workplace Stress, Tipping the Scales of Work-Life Balance", by the Kensington Technology Group, a study of home and office workers, and how their lives and professional careers are impacted by technology and stress. It looks at how their study confirms that workplace stress has increased as technological advances have increased and indicates that workers are now allowing workplace stress to invade their personal lives. It also includes an examination of the ethical issues inherent with workplace stress.
From the Paper
"Another source of stress is attempting to maintain a balance between work and home life. Kensington's survey discovered "54 percent of workers feel that trying to maintain a work-life balance is a great source of additional stress at work" ("Technology," 1999). While it seems more employers are attempting to balance work and personal lives, there are still a myriad of ways for technology to intrude on personal time. Email, voicemail, cell phones, and laptop computers all allow workers to take their work literally home with them, and many do this on a regular basis. They may be away from the office, but they are still tied to it, and so, their family time suffers. This technology supports a mobile workforce, and often, the workforce is expected to perform for more than the 40-hour workweek."
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HIV Carriers in the workplace, 2002.
An overview of the discrimination towards employees with the HIV virus in the workplace.
2,900 words (approx. 11.6 pages), 6 sources, AU$ 156.95
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Abstract
This paper sheds light on some important issues related to employment of HIV infected people. With dramatic increase in HIV patients worldwide, several problems have surfaced regarding the rights of this group in the society and in workplace. Corporations are still uncertain how an HIV infected employee should be covered by medical insurance when pre-existing conditions can be a huge burden on a company's financial resources. Discrimination based on valid concerns and pure social prejudice has made life difficult for the infected portion of American workforce, as they are not treated fairly in the workplace if they disclose the truth and certain professions have imposed restrictions on the entry of infected people.
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Group Dynamics, 2002.
An examination of the effect of group dynamics on the workplace.
1,467 words (approx. 5.9 pages), 13 sources, MLA, AU$ 70.95
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Abstract
This paper discusses how group dynamics are central to the effective functioning of the work group. It shows how by understanding the group processes which affect people?s roles in their place of work, is an understanding of the three major aspects of groups: managing conflict, communication and trust linked with social interdependence. It reviews these three concepts in turn and shows how although some groups struggle with a new structure, the future lies in achieving good communication, managing conflicts (including the hidden agenda) and developing healthy relationships, which will lead to trust and social interdependence. The success of a group rests not only with these but also with the group members as individuals and their ability to achieve a fuller harmony and healthy balance on the physical, psychological, spiritual and social level.
From the Paper
"A conflict situation within groups can be seen as an opportunity to grow, however it can also contain risks to the healthy state of a group. It is not the presence of conflicts but the way they are managed, which determines whether they are a positive or a negative force within a group (Johnson & Johnson, 2000, p.381). Martin Luther King postulated in 1964 (and the sentiment applies to small groups as much as large): ?Mankind [sic] must evolve for all human conflict a method, which rejects revenge, aggression, and retaliation. The foundation of such a method is love?. Many groups spend considerable time trying to reach agreement which ?satisfies our needs and meets our goals? (Johnson & Johnson, 2000, p.383). Conflicts arise in groups over the relevance of agenda. One group member may comment that he/ she is not interested in a specific program being organized by someone else."
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Non-Verbal Communication in the Workplace, 2004.
This paper discusses that non-verbal communication in the workplace not only affects the transfer of information, but also affects the whole emotional atmosphere of a workplace.
1,450 words (approx. 5.8 pages), 6 sources, MLA, AU$ 70.95
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Abstract
This paper explains that studying the effects of non-verbal communication in the workplace is more important than ever in today's multicultural world because each ethnic group brings their own culture into the workplace. The paper points out that one of the most common uses of non-verbal communication in the workplace is by supervisors and others with high status, who use non-verbal symbols of their status and authority, either consciously or not, to remind those below them of their high position. The paper relates that, in some workplaces, because non-verbal communication can differ so greatly between cultures, management has introduced cultural sensitivity training.
From the Paper
"Latinos are one of the fastest growing cultural groups in American workplaces today. Therefore, it is of particular importance for both Anglos and Latinos to each understand the others' nonverbal communication styles. Latinos have several nonverbal communication devises particular to their culture that Anglos do not use. For example, Latinos have a much smaller realm of what is considered personal space. In Anglo cultures, this personal space is between eighteen and thirty inches, while in Latino cultures it is between eight and eighteen inches. This sharp difference in acceptable personal space can cause huge discomfort and misunderstanding for both parties if it is not understood and acknowledged on both sides."
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Sexual Harassment in the Workplace, 2007.
This paper discusses the internal ethics regarding the problem of sexual harassment in the workplace.
1,555 words (approx. 6.2 pages), 10 sources, MLA, AU$ 75.95
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Abstract
This paper explains that, when it became both immoral and illegal, sexual harassment in the workplace developed into an increasingly important issue because such behavior can lead to serious repercussions for the individuals directly involved, the workplace and the company itself. The author points out that the problem of ethics in business has been wrongly approached from a masculine point of view, focusing on individuals and duties, when instead it should be regarded from a feminist corporate governance point of view, focusing on the relationships between workers and employers. The paper concludes that neither persons, rules nor ethics can solve all the problems of sexual harassment in the workplace, but the best measures are to avoid difficulties and, when they cannot be avoided, to solve them fairly and in accordance with morality and integrity.
Table of Contents:
Introduction
The Ethical problem
Effects on the Individuals
Effects on the Environment
Effects on the Company
Solving the Problem by Applying the Theories of Ethics
The Extent to Which the Theories of Ethics Can Solve the Problem
Example
Conclusion
From the Paper
"Another measure that needs to be implemented in order for the feminist corporate governance to rightly function is the training of employees. Male employees have to be assured that working under the direct supervision of a female is not the least bit shameful, but a challenging proof of maturity and professionalism. By working under the advice and feminist corporate governance of a woman, female workers would feel better understood and motivated to achieve higher goals themselves."
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