This paper gives a critical coverage of how work teams, group behavior and managing organizational behavior relate to each other within an organization. Any formal organization involves different types of workers who are categorized into various departments depending on their education, profession and level of experience. Such a bureaucratic stature gives room for hierarchical order in which the senior most workers in each department are given a mandate to head their junior counterparts. This kind of interaction can help in managing workers as cooperative teams. At the same time, it can help to influence the behavior of the work force. Therefore, it is important for such an organization to come up with measures to coherently manage their behaviors.
The coming together of different people within an organization to work as a team can greatly influence their behavior. This may be due the kind of formal and informal interactions which they may have in the course of their duty. Similarly it may result from the formation of unions in which one can learn to adopt the character traits of the others. Therefore, it is upon the top management to come up wit appropriate strategies to manage these behaviors. It should ensure that all sorts of employees are accommodated without any form of discrimination (Poile, C., 2010).
Being a team player is paramount in the success of any organization. There is no organization which can develop if its stakeholders are autonomously operating independent of one another. It is a very significant phenomenon which determines the success of an organization. Naturally, man is a social animal. Hence, it is incumbent upon the management and individual employees to learn how they can cooperate together and promote the spirit of interpersonal dependence. This implies that these concepts are directly dependent on each other. The concept of interdependence is very important in the promotion of unity. If workers can learn to work in a cooperative manner, they can be in a harmonious environment which will help them to do their jobs well. If this happens, none of them will be acting without considering the interest of others. As a result, there will be understanding which will help the organization to improve the quality of services (Poile, C., 2010). Otherwise, individuals operating in seclusion in a totally independent way will not recognize the presence and contributions of others. As a result, it will be very hard for them to know if they are going astray. This is because they have nobody to guide them.
The management should always strive to promote team play within the organization. The understanding of the concept of interdependence can help the management to understand how the diverse departments within their association rely on the performance of others. Pooled interdependence is the poorest since, in this type, each organizational department or business unit performs entirely separate functions. Departments do not interrelate and do not openly rely on each other. That means that failure of one department could lead to the failure of the whole process. Chronological interdependence happens when one entity in the total course creates an output essential for the performance by the next department. Demand for coordination is greater than in pooled interdependence. Reciprocal interdependence is alike to chronological interdependence in that the yield of one sector becomes the resource of another, with the count of being recurring (Poile, 2010).
Focused group behavior and team play can lead to high productivity in organizations especially if workers are behaving well. In managing organizational behavior, interdependence gives an upper hand as it is much easier when individuals are reliant and mutual to each other than when everyone works on their own (Poile, 2010). If people work in unity, it will be easier for them to carry out periodical assessments to evaluate the extent to which the objectives of the organization have been accomplished. Being a team player should be encouraged at all times because it brings tolerance within the organization. If all the stakeholders in an organization can speak with one voice, it will be certain that they can achieve a lot. In this case, everyone will be working for the sake of promoting the growth and success of the organization.
Conclusively, the paper would like to agree with the fact that interpersonal dependence is a paramount concept of management. There is evidently a very big relationship between work teams, group behavior and managing organizational behavior. Each of these is directly dependent on each other and can assist in uniting all the stakeholders to speak with one voice at all times. This will give the organization a good image to the public as it expands its operations.
Poile, C. (2010) Asymmetric Dependence and Its Effect on Helping Behavior in Work Groups. Waterloo, Ont.: University of Waterloo.