Resolving conflicts. Resolving Conflicts

Teams and groups are inherent parts of the organization, where they exist naturally. Even the formation of groups within organization occurs as part of an instinctive process that involves forming, storming, norming, performing, and adjourning (Robbins and Judge, 2013). According to social identity theory, people tend to identify themselves with a particular group, reacting in certain ways about the success or failure of that particular group (Robbins and Judge, 2013). A great variety of projects are completed in groups where each individual member contributes with his or her share of knowledge and skills. Thus, groups exist as central players in the workplace.

Groups contribute immensely to the corporate culture of an organization. Groups shape member behavior to a great extent and his has implications on efficiency. The right set of group dynamics play a vital role in determining successful execution of an objective. Groups also turn out to be more efficient than their individual counterparts. It takes the right combination of individuals within the group to work successfully and it is common for members to face with diverse peers within a group. In order to enhance productivity of the group, some variables such as size, cohesiveness, and group culture, can be adjusted.

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Breaking up the group will create a disorganized mob of individuals who were previously linked through an organized group. Since groups are far more efficient, the person could create temporary groups that are given deadlines. Such groups work in a similar way but are characterized by a long period of inactivity followed by an outburst of activity after realization of the deadline.


Robbins, S., & Judge, T. (2013).&nbsp.Organizational Behavior&nbsp.(15th ed.). Upper Saddle River, N.J.: Pearson/Prentice Hall.

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