Work Group Performance And Satisfaction At Utp Management Essay

Work ag gathering Performance And Satisfaction At Utp Management EssayFor the purposes of completing on my report about cash in ones chips class, murder and merriment, I was selecting my encounterplace as a organization requirement to evaluate.My blendplace is UTP. Base on suggestences from www.utp.edu.my, Universiti Teknologi PETRONAS (UTP) was established on January 10, 1997. UTP offers a wide range of engineering and technology programmes at undergraduate and grad student directs complemented with a strong focus on Research and Development.Due to assess of implementation and ecstasy of a give way conclave, I was selecting one of the UTPs department which is IT Mul agedia Services Dept. or ITMS. Under ITMS dept, it has sub course of instruction called Information Technology and Facilities Operation, named as ITFO. Furtherto a greater extent, ITFO has 3 survive classifys which make up of broth Management, Deployment Production and IT Helpdesk Training. These g atherings be classified as Formal free radicals and characterized as Task Groups. All the said pigeonholings concord interdependence from each former(a) as illustrated in manakin 1.1.Figure 1.1 ITFO Work Group source UTP ITMS Dept.1.1 Explanation of work sort, performance and satisfactionBased on reference from Wikipedia.com, the definition of work comp whatsoever is a free radical of people on the billet(p) together toward a common goal, also kn protest as aworking assort. Another definition of work conclave is a group which consists of 2 or more several(prenominal) that acts primarily to sh atomic number 18 information and to make decision to help each genus Phallus perform inside his or her ara of responsibility.Work group have no shoot or opportunity to take over in collective work that requires joint effort. So their performance is merely the summation of each group members individual contribution. There is no positive synergy that would create an boilers suit direct of performance that is great than sum of the input. (Robbins, 2004)With regard to Group Behaviour Model which I allow elaborate later in this report, screw lead members of a group towards developing stiff groups where it tush improve performance and satisfaction of its members and ensure success of the organisation. Effective groups are groups that have yeasty ideas, accomplish their proletariats and can adaptto any(prenominal) changes. Group members will be more involved with the group and goals of the organisation. As a manager, he or she use up to see and assess the strategies required to develop effective groups in an organisation. Elements that need extra help are those involving people, organisation and the assigned task/s. A high degree of understanding amidst the group leader and his/her members also has a positive effect on the performance and satisfaction of group members.2.0 quintette Components of GBM creation practices from selected companyFigu re 2.1 Group Behaviour Model. Source Robbins, S.P.(2003)Group Behavior Model or GBM as illustrated on figure 2.1 are the main components which are influencing to the performance and satisfaction aims of groups. I will explain each components of GBM where the company being practices.2.1 An external flesh is imposed on group each work groups is influence by external conditions imposed by outside it. This external conditions include organizations general strategy, the construction of authority, formal commands, resources, employees selection process, performance idea and retort system, stopping point and piece of work condition. organizational Strategy, typically, overall strategy of theorganizationis usually determinedby top management. Theyhavedevelopedthe organizational goalsand how to strivethesegoals.For example,theycandirect theorganizationto reduce costs, improvequality, etc. Thesestrategiescanaffect thepower ofthe sundry(a)working groups, particularly indeterminingthe resourcesneededtocarry out from them.For example, termination of contract to IT tending vendor and UTPs employees need to take over. This actionwill affect thework groupwhich will growththeiranxietyand further potential toimprovetheinternalconflict.The organization has the authority structures that define who reports to whom,who make decisions, and the types of decisions can be made by individuals or groups. This structure determines where a working group placed in a hierarchical organization, the formal leader of a group, and as well as formal relationships amongst the groups.Organization established rules, surgerys, policies, job descriptions and other forms formal regulations to standardize the fashion of workers. The more rules formally apply to all workers, the more consistent and predictable behavior from them.Meanwhile, organizations resource such(prenominal) as money, time, materials, and other equipment have a major impact on group behavior. Some organizations have a lot of resources on which the employee obtained modern tools and equipment, sufficient and high quality. Organization with limited resources will affected of group activities.For employee selection process, A member of a work group is also a member of the organisation because the group is a part of the organisation. concordly, the criteria employed by the organisation for employee selection purposes will also be used to set who becomes part of a group.Another variable that can affect all employees is the performance appraisal and reward system. The company provided specific, challenging and achievable goals. Reward will be given to both individual and groups for their achievement. Since groups are part of a bigger organisation, the behaviour of group members are also influenced by the manner in which organizations appraise a genuine task that has been achieved and the kind of behavior that is rewarded.Each organization has their own culture in which it has defined standard behav ior is acceptable and not acceptable to the employee. After a hardly a(prenominal) months joining the organization, most employees will begin to understand the cultural practice in the organization. Group members are also part of the organization must follow dominant cultural practices of the organization although they have their own subculture. Subculture refers to a culture that received only adopted by current groups within the organization.Finally, work group behaviour is also influenced by the workplace condition where condition of the workplace as provided by the organisation. strong-arm layout of employees work space, the location of equipment, etc are provided with amicable work environment. All these can simultaneously be obstructions and opportunities for the action of work groups.2.2 Resources for Group MembersFigure 2.2 General resources available to group membersThe potential aim of achievement of the group is dependent on the resources carried by each member of th e group. In this section, we will look at two sources generally highly signifi camber, the ability of self and personality characteristics.Personal Capability means the knowledge, skills and abilities that exist in an individual. A large part of the groups performance can be predicted by assessing the knowledge and skills that exist in each of its members. It is true, even though a group of rompers who are moderate, but because the best coach, team liven is high, they can finally beat a group of players much mend. But this does not eer happen. turn out shows that there is a positive correlation amongst nice interpersonal skills and group achievement. This refers to the management and occlusion of conflict, cooperation in problem solving and communication skills. According to the ITFO group members, the manager has been selecting each member quest their skill and capability.Manystudiesabout personality traits have shows thatthere isaclearrelationship between the characterist ics personalityand attitudeandbehavior ofthe group.The propertieshave apositive relationshipwith our culturealsoshoweda positive relationshipwith productiveness, morale andclosenessorsolidaritygroups.These featuresalsoinclude featuressuch as easily hang out,take initiative,openness, andflexibility.On the other hand,negative featuressuch asauthoritarianism, dominant, andnotaccording to employment (unconventionality)showeda negative relationshipwith productivity, moraleand the closeness ofthe group.Thesepersonality traitsaffectthe performance of thegroupby the waypeople interactwithothermembers ofthegroup.2.3 Group StructureThe working group has a structure that could form the behavior of group members. It also enables the majority of individual behavior and group performance groups depict and predicted. The structure of the group include formal leadership, government agencys, norms, group status, group size, composition and the degree of closeness of the group. (Please refer Appen dix for the main Group Structure and function of ITMS dept.)(a) Formal LeadershipNearly all work groups have a formal leader. ITMS dept has managers, supervisors, project leader and head of a particular committee such as ITFO. Leaders play an important role in the success of a group.(b) RolesEach member of a work group has his/her own role to play with a set of expected behavior patterns accompanying his/her position and responsibilities within the group. It implant that, each person of ITFO have more than one role to play at any given time within his/her dissentent groups. Beside of ITFO task, the members from level 2 and 1 (figure 1.1) have their main job such as computer lab administration.(c) NormsAll groups have established norms. These norms, which strongly influence work behavior was defined as acceptable standards of behavior. An effective work group will establish norms on quality, punctuality, absenteeism, safety, honesty in giving ideas and others.(d) Group StatusStatus is a socially defined position or rank given to groups or group members by others. award of status can influence the behavior of groups. ITFO practicing the title hold of the workgroups leaders are depending of staff site such as grade ST3 in level 2 and ST2 and ST1 at level 1 (figure 1.1).(e) Group SizeSmaller groups are more productive than larger ones. On the other hand, larger groups pass out better with problem solving since more ideas are put forth. ITFO is a small group that consists of 3 to 6 members of each workgroups.(f) Group CompositionMost group of ITMS and ITFO have their skill and knowledge. When the group consistsof dissimilar personalities gender, age, education level and experiences, the greater the chances are for that group to accomplish its task successfully. Heterogeneous groups are more effective compared with homogeneous ones because they possess more abilities, skills, and information as a result of having members from a classification of backgrounds.H owever, it is also worth noting that both heterogeneous and homogeneous groups have their own strengths and weaknesses.(g) CohesivenessITFO workgroups are differ in their level of cohesiveness, which is the degree of members being attracted to each other and are motivated to stay in the group. For instance, some work groups are cohesive because the members have spent a great deal of time together, the groups small size facilitates high interaction or the group has experienced external threats, which has resulted in its members adequate very close. Cohesiveness is important since it has proven to be positive towards the productivity of a group.2.4 Group ProcessesFigure 2.3 General resources available to group membersWhen the working group in which each member contributions are not clear, there is a tendency for individuals to reduce effort. In other words, social loafing describes the loss of certain processes as a result the group. However, the processes also can produce results po sitive such as the group could produce output exceeds input used. Heterogeneous group are potential to generate various creative alternatives. Figure 2.3 and 2.4 illustrated the resource of group members and effects of group process.Figure 2.4 Effects of group processes. Source competent from Robbins (2003).2.5 Group TaskTasks can be classified as either simple or complex. A standard task or routine is usually simple. A complex task is usually out-of-the-way as not in the norm and is seldom carried out. With simple or routine, group members simply need to follow the standard procedure in performing the task without the need to discuss the alternatives. Similarly, group members need to interact more often if the degree of task dependency is high. Group performance relies on effective communication and minimum level of conflict among members.3.0 Evaluation of the 5 components of GBM in UTP organizationAll paygrade revealings are based on personal interview and observation from the members of the ITFO work group (figure 1.1). The evaluations resulted were obtained without difficulties because selected company is my workplace and I am one of the members of ITFO work group. These are the evaluations findings based on the GBM model3.1 An external condition is imposed on group.a) Organizational Strategy Overall strategy of theorganizationis usuallydetermined by top management. Theyhavedevelopedthe organizational goalsandhowto achievethese goals.For example,UTP has reduced costs of operation instead of hire outsource to organized convocation ceremony by build a certain group to negociate it. ITFO group is formed to support such event directly.b) Authority structures Is defined who reports to whom, who make decisions, and the types of decisions are clearly kingdomd to groups members. This structure was cleared to ITFO to follow hierarchical organization (figure 1.1), the formal leader of a group, and as well as formal relationships between the groups. UTP has established standard rules, procedures, policies, job descriptions and other forms.c) Formal Regulations UTP has employee regulation and personal conduct which is cleared to all employees. Its help to the company to determine group behaviour.d) Organizations Resource It found that, money is the major concern need to pay wariness. such as when group request calculate which is required from the task like purchase high end computer to accelerate particular job, it always take longer time to approve. Thus, activities of the group will effect.e) Employee Selection Process ITFO has selected member to enter the group is within UTPs staff and recommended by ITMS managers.f) Performance estimate and Reward System. The UTP management provides specific, challenging and achievable goals such as, become Research University in 2013 and also practiced cleared mention about Performance Appraisal and Reward System. Behavior of group members is influence by the manner in which organizations a ppraise a certain task that has been achieved and the kind of behavior that is rewarded.g) Culture. The ITFO followed the UTP standard culture which has no obstacle to be effective work group. All members are Muslim and also most of UTP Top management. Thus, culture is same among them.h) Workplace specify UTP has provided better and amicable employees work environment. The opportunity for the interaction for the all work groups is excellence.3.2 Resources for Group Membersa) Personal Capability- According to the ITFO group members, the manager has been selecting each member following their skill and capability. For example, group of IT Helpdesk and Training (figure 1.1) is consist of capable members who are able to develop System Helpdesk and maintain. They have strong programming language.b) character Traits ITFO manager and supervisor which are support level and level 3 (figure 1.1) has determined each members from level 2 and 1 are based on personality trait. For example of s ome members which have overlook of communication skill are not really suitable in Deployment and Production which is required good communication skill to interact outside from the groups.3.3 Group Structure(a) Formal Leadership ITFO Leaders play an important role in the success of a group.(b) Roles Each member of a work group has their own role to play with a set of expected behavior patterns accompanying their position and responsibilities within the group. It found that, each person of ITFO have more than one role to play at any given time within their different groups. Beside of ITFO task, the members from level 2 and 1 (figure 1.1) have their main job such as computer lab administration. From the evaluation made, the level acceptance and satisfaction of tasks are moderate.(c) Norms In terms of quality, punctuality, absenteeism, safety, honesty in giving ideas and others, it was found the situations of all characteristic is fare, which means there are no big issue arise in th e group.(d) Group Size It found that, the ITFO group size is acceptable to the tasks requirement.(e) Group Composition All group members of ITMS and ITFO have their skill and knowledge. It consists of various personalities gender, age, education level and experiences. Heterogeneous groups such ITFO IT Helpdesk and Deployment groups are more effective compared with homogeneous such as Inventory Management sub group because they possess more abilities, skills, and information as a result of having members from a variety of backgrounds. However, each group members have their own strengths and weaknesses.(f) Cohesiveness It found that, cohesiveness among ITFO is excellence because they interact well each other and the tasks given which is interrelated flows effectively. For example, the IT Helpdesk assigned task such as troubleshoot customer (lecturer) computer problem to the Deployment Production group. The result found they are easily interacts each other without conflict.3.4 Gro up ProcessesITFO work group has formed base on decision made from Support aim and Level 3 in figure 1.1. The main objective is to accelerate and give better IT Media service to UTP organisation. Based on the result since a year ITFO been established, effectiveness of the work group is still being monitored by ITMS manager. Support level has claimed that, there is positive movement in terms of efficiency of task given. For example, Deployment Production group (figure 1.1) has given task on migration of new computer laboratory instead of the flight attendant of the laboratory do their own migration which is consumed longer time and more effort.3.5 Group TaskResult from the findings, it found, with a simple or routine task, group members did well in term of follow the standard procedure in performing the task without the need to discuss the alternatives such as, how to log user problem in the Helpdesk system or how to install MS Office to the user computer. Similarly, group members have interact more often if the degree of task dependency is high. For example, available version of software like MATLAB cant be installed to the new OS computer. Thus, ITFO work group (inventory management and Deployment group) need to work together to find alternative and decision have to be made. Group performance of ITFO is having effective communication and minimum level of conflict among members.4.0 Workgroups Performance and SatisfactionBased on the Group Behavior Model which I was elucidate above, can lead members of a group towards developing effective groups where it can improve performance and satisfaction of its members and ensure success of the organisation.From the findings, ITFO it closely to be an effective group due to the creative ideas among members, accomplish their tasks and can adapt to any changes such as IT revolution. As a IT manager on Support level in figure 1.1, he was able to see and assess the strategies required to develop effective groups in an orga nization. For example, he encourages the workgroups member to attend suitable training to particular area of their expertise such as inventory management system to the inventory management workgroup.Nevertheless, the level 3 (figure 1.1) need extra attention in cohesiveness matter to their reduce group which resulted less cohesiveness. Then, a degree of understanding between the group leader and his/her members is moderate. For example, biasness occurred and favorable practices. If the situation can be eliminate, positive effect on the performance and satisfaction of group members will increase.5.0 Conclusion and Recommendation to improve performance and satisfactionFrom the findings, it concluded that, better GBM approaches from selected company can lead members of a group towards developing effective groups where it can improve performance and satisfaction of its members and ensure success of the organization. External condition imposed on the group such as better performance app raisal and reward system is the most concerned into effectiveness of the work group performance and satisfaction.These are the three recommendations on how to improve performance satisfaction from the selected companya) The performance appraisal and reward system from the company can be said stated clearly, but the result at the end is not the same of what members group has expected. Thus, misjudge about performance evaluation of the particular group must be eliminate and required accuracy.b) Cohesiveness of superior and support level 3 (figure 1.1) to their subordinate group members must be strength. According to Robbins (2004) Cohesiveness is importance because it has been found to be related to the groups productivity. To fix cohesiveness, the leader must frequently meet groups member such as conduct meeting in two ways a month, or involved external activity such as team building and bid event.c) From the findings, group task of each work group is claimed to be bias from cert ain member. For example, Deployment Production work group perceived that their task load is heavy compared to Inventory Management. Thus, leader must clearly state about task segregation and be balanced to each work groups member due to workgroup productivity and job satisfaction.Total number of words 3387ReferencesDr. Faizuniah Pangil, Dr. Fais Ahmad, Dr. Ooi Yeng Keat, Hanisah A. Razak, NaslinaZakaria, Zulufli Aziz, Ruhana Busu, Assoc Prof Dr. Husna Johari (2010). BBGO4103 Organisational Behaviour. (2nd Edition). Meteor Doc. Sdn. Bhd. Selangor Darul Ehsan.Robbins, Stephen P (2003). Organizational Behavior (10th ed.). Pearson Educational,Incorporated.Schermerhorn, J.R., Hunt, J. G., Osborn, R. N. (2003). 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