lewin: group dynamics
Post on 19-Jan-2016
131 Views
Preview:
DESCRIPTION
TRANSCRIPT
LEWIN: GROUP DYNAMICS
• LEWIN : RELATIONSHIP BETWEEN LEWIN : RELATIONSHIP BETWEEN ORGANIZATIONALORGANIZATIONAL EFFECTIVENESS EFFECTIVENESS AND AND GROUPGROUP FORMATION, DEVELOPMENT AND FORMATION, DEVELOPMENT AND BEHAVIOURBEHAVIOUR
• COCH & FRENCH: GROUP DISCUSSION LED COCH & FRENCH: GROUP DISCUSSION LED TO TO FASTER LEARNINGFASTER LEARNING AND AND HIGHER HIGHER PRODUCTIVITYPRODUCTIVITY
MANAGEMENT THEORIESMANAGEMENT THEORIES
Lecture 16bLecture 16b
THE HUMAN BEHAVIOR SCHOOL:THE HUMAN BEHAVIOR SCHOOL:THE NEO HUMANISTSTHE NEO HUMANISTS
NEO-HUMANISTS
MASLOW'S HIERARCHY OF NEEDSMASLOW'S HIERARCHY OF NEEDS
PHYSIOLOGICAL
NEO-HUMANISTS
MASLOW'S HIERARCHY OF NEEDSMASLOW'S HIERARCHY OF NEEDS
PHYSIOLOGICAL
SECURITY
NEO-HUMANISTS
MASLOW'S HIERARCHY OF NEEDSMASLOW'S HIERARCHY OF NEEDS
PHYSIOLOGICAL
SECURITY
SOCIAL
NEO-HUMANISTS
MASLOW'S HIERARCHY OF NEEDSMASLOW'S HIERARCHY OF NEEDS
PHYSIOLOGICAL
SECURITY
SOCIAL
EGO
NEO-HUMANISTS
MASLOW'S HIERARCHY OF NEEDSMASLOW'S HIERARCHY OF NEEDS
PHYSIOLOGICAL
SECURITY
SOCIAL
EGO
SELF-ACTUALIZING
NEO-HUMANIST: MCGREGOR
• WORK AS PERSONAL WORK AS PERSONAL DEVELOPMENT AND GROWTHDEVELOPMENT AND GROWTH
• THEORY XTHEORY X
• THEORY YTHEORY Y
ASSUMPTIONS: ASSUMPTIONS: THEORY X ---- THEORY YTHEORY X ---- THEORY Y
• DISLIKE WORK, AVOID ITDISLIKE WORK, AVOID IT• DON’T WANT DON’T WANT
RESPONSIBILITYRESPONSIBILITY• PREFER TO BE PREFER TO BE
DIRECTEDDIRECTED• UNCONCERNED ABOUT UNCONCERNED ABOUT
ORGANIZATIONAL ORGANIZATIONAL NEEDSNEEDS
• RESIST CHANGERESIST CHANGE• NOT INTELLIGENT OR NOT INTELLIGENT OR
CREATIVECREATIVE• MANAGERS MUST MANAGERS MUST
CONTROL, REWARD AND CONTROL, REWARD AND PUNISH EMPLOYEES PUNISH EMPLOYEES
• WORK - NATURAL AND WORK - NATURAL AND ENJOYABLEENJOYABLE
• SEEK RESPONSIBILITY, SEEK RESPONSIBILITY, PREFER SELF-PREFER SELF-DIRECTIONDIRECTION
• WILLING TO WORK FOR WILLING TO WORK FOR ORGANIZATIONAL ORGANIZATIONAL GOALSGOALS
• POTENTIAL TO DEVELOP POTENTIAL TO DEVELOP CHANGECHANGE
• INTELLIGENCE AND INTELLIGENCE AND CREATIVITY OF CREATIVITY OF WORKERS UNTAPPEDWORKERS UNTAPPED
• WORK CAN ALLOW WORK CAN ALLOW WORKERS TO ACHIEVEWORKERS TO ACHIEVE
LIKERT’S FOUR SYSTEMS OF LIKERT’S FOUR SYSTEMS OF MANAGEMENTMANAGEMENT
FOUR SYSTEMS OF MANAGEMENTFOUR SYSTEMS OF MANAGEMENT
1. EXPLOITIVE-AUTHORITATIVE1. EXPLOITIVE-AUTHORITATIVE
2. BENEVOLENT-AUTHORITATIVE2. BENEVOLENT-AUTHORITATIVE
3. CONSULTATIVE3. CONSULTATIVE
4. PARTICIPATIVE4. PARTICIPATIVE– TRUST BETWEEN EMPLOYEES AND MGT.TRUST BETWEEN EMPLOYEES AND MGT.
– WIDELY DELEGATED DECISION-MAKINGWIDELY DELEGATED DECISION-MAKING
LIKERT’S LINKING PIN CONCEPTLIKERT’S LINKING PIN CONCEPTFOR PARTICIPATIVE MANAGEMENT FOR PARTICIPATIVE MANAGEMENT
SuperSuper
PRESPRES..
SuperSuper
Mgr. Mfg.Mgr. Mfg.
SuperSuperSuperSuper
Mgr. FinanceMgr. Finance
SuperSuper
Mgr. SalesMgr. Sales
SuperSuper
LIKERT’S LINKING PIN CONCEPTLIKERT’S LINKING PIN CONCEPTFOR PARTICIPATIVE MANAGEMENT FOR PARTICIPATIVE MANAGEMENT
SuperSuper
PRESPRES..
SuperSuper SuperSuper
Mgr. Mfg.Mgr. Mfg.
SuperSuperSuperSuper
Mgr. FinanceMgr. Finance
SuperSuper
Mgr. SalesMgr. Sales
LIKERT’S LINKING PIN CONCEPTLIKERT’S LINKING PIN CONCEPTFOR PARTICIPATIVE MANAGEMENT FOR PARTICIPATIVE MANAGEMENT
SuperSuper
PRESPRES..
SuperSuper SuperSuper
Mgr. Mfg.Mgr. Mfg.
SuperSuperSuperSuper
Mgr. FinanceMgr. Finance
SuperSuper
Mgr. SalesMgr. Sales
LIKERT’S LINKING PIN CONCEPTLIKERT’S LINKING PIN CONCEPTFOR PARTICIPATIVE MANAGEMENT FOR PARTICIPATIVE MANAGEMENT
SuperSuper
PRESPRES..
SuperSuper SuperSuper
Mgr. Mfg.Mgr. Mfg.
SuperSuperSuperSuper
Mgr. FinanceMgr. Finance
SuperSuper
Mgr. SalesMgr. Sales
COMMUNICATION IN THE HUMAN BEHAVIOR PERSPECTIVE
• MORE OPEN THAN SCIENTIFIC MGT. MODELMORE OPEN THAN SCIENTIFIC MGT. MODEL
• SUPPORTS SUPPORTS UPWARDUPWARD COMMUNICATION COMMUNICATION
• SUPPORTS SUPPORTS LATERAL LATERAL COMMUNICATION COMMUNICATION
• FACILITATES FACILITATES PARTICIPATIVEPARTICIPATIVE PROBLEM PROBLEM SOLVING, PLANNING, ORGANIZING, SOLVING, PLANNING, ORGANIZING, CREATIVITYCREATIVITY
• CULTURE ASPECTS: SUPPORTIVE CLIMATECULTURE ASPECTS: SUPPORTIVE CLIMATE
THREE SCHOOLS OF ORGANIZATIONAL THREE SCHOOLS OF ORGANIZATIONAL BEHAVIOURBEHAVIOUR
SCI.MGT
SCI.MGT
1. IMPORTANCE OF 1. IMPORTANCE OF COMMUNICATIONCOMMUNICATION
2. PURPOSE OF 2. PURPOSE OF COMMUNICATIONCOMMUNICATION
3. DIRECTION OF3. DIRECTION OF COMMUNICATIONCOMMUNICATION
4. COMMUNICATION4. COMMUNICATION PROBLEMSPROBLEMS
HUMANRELATIONS
HUMANRELATIONS
NOT RELATIVELY
RELAYRELAYORDERSORDERS
SATISFYSATISFYEMPLOYEESEMPLOYEES
DOWNDOWNHORIZONTALHORIZONTAL& VERTICAL& VERTICAL
BYBYPASSINGPASSING
RUMORSRUMORS
MANAGEMENT THEORIESMANAGEMENT THEORIES
INTEGRATED PERSPECTIVES INTEGRATED PERSPECTIVES SCHOOLSCHOOL
INTEGRATIVED PERSPECTIVESINTEGRATIVED PERSPECTIVES
• BOTH CLASSICAL AND HUMANIST BOTH CLASSICAL AND HUMANIST PERSPECTIVES FAIL TO ACKNOWLEDGE PERSPECTIVES FAIL TO ACKNOWLEDGE THE THE ENVIRONMENTS ENVIRONMENTS IN WHICH IN WHICH ORGANIZATIONS OPERATEORGANIZATIONS OPERATE
• INTEGRATIVE PERSPECTIVE RESPONSE TO INTEGRATIVE PERSPECTIVE RESPONSE TO THIS FALLACYTHIS FALLACY
• INCLUDES:INCLUDES:– CULTURAL MODELCULTURAL MODEL
– SYSTEMS MODEL SYSTEMS MODEL
CULTURAL MODEL: A REMINDER
ASSUMPTIONS ABOUT…ASSUMPTIONS ABOUT…
• RELATIONSHIP TO ITS ENVIRONMENTRELATIONSHIP TO ITS ENVIRONMENT
• ABOUT REALITYABOUT REALITY
• HUMAN NATUREHUMAN NATURE
• NATURE OF HUMAN ACTIVITYNATURE OF HUMAN ACTIVITY
• HUMAN RELATIONSHIPSHUMAN RELATIONSHIPS
AN EXAMPLE
OUCHI: BEST TYPE OF ORGANIZATIONAL CULTURE IS A COMBO OUCHI: BEST TYPE OF ORGANIZATIONAL CULTURE IS A COMBO OF OF
• AMERICAN TYPE AAMERICAN TYPE A ORGANIZATION: ORGANIZATION:» SHORT TERM EMPLOYMENTSHORT TERM EMPLOYMENT» INDIVIDUAL DECISION-MAKINGINDIVIDUAL DECISION-MAKING» INDIVIDUAL RESPONSBILITYINDIVIDUAL RESPONSBILITY» RAPID PROMOTIONRAPID PROMOTION» FORMAL CONTROLSFORMAL CONTROLS» SPECIALIZED CAREER PATHSSPECIALIZED CAREER PATHS» NO SENSE OF “ORGANIZATIONAL COMMUNITY”NO SENSE OF “ORGANIZATIONAL COMMUNITY”
• AND AND JAPANESE TYPE JJAPANESE TYPE J OF ORGANIZATION: OF ORGANIZATION:» JUST THE OPPOSITEJUST THE OPPOSITE
• TYPE ZTYPE Z (MANAGEMENT CULTURE )(MANAGEMENT CULTURE ) ORGANIZATION:ORGANIZATION:» COMBINING INDIVIDUAL ACHIEVEMENT AND ADVANCEMENT AND A COMBINING INDIVIDUAL ACHIEVEMENT AND ADVANCEMENT AND A
SENSE OF COMMUNITYSENSE OF COMMUNITY
SYSTEM MODEL: A REMINDER
• ORGANIZATION IS OPEN SYSTEMORGANIZATION IS OPEN SYSTEM
• ENVIROMENT IS CRITICALENVIROMENT IS CRITICAL
• FIVE ESSENTIAL FUNCTIONS AND SUB-FIVE ESSENTIAL FUNCTIONS AND SUB-SYSTEMSSYSTEMS
• INPUT-THROUGHPUT-OUTPUT INPUT-THROUGHPUT-OUTPUT
• ALL-DIRECTIONAL COMMUNICATION ALL-DIRECTIONAL COMMUNICATION
• REQUISITE VARIETY OF FEEDBACK REQUISITE VARIETY OF FEEDBACK ESSENTIAL TO RESPOND TO ENVIRONMENTESSENTIAL TO RESPOND TO ENVIRONMENT
SYSTEM MODEL: AN EXAMPLE
• SYSTEM THINKING: “THE FIFTH DISCIPLINE”SYSTEM THINKING: “THE FIFTH DISCIPLINE”– THINKING IN PROCESSES RATHER THAN INCIDENTSTHINKING IN PROCESSES RATHER THAN INCIDENTS
– SEEING WHOLES RATHER THAN PARTSSEEING WHOLES RATHER THAN PARTS
– UNDERSTANDING DELAYED EFFECTSUNDERSTANDING DELAYED EFFECTS
– SHARED VISION RATHER THAN INDIVIDUAL LEADER SHARED VISION RATHER THAN INDIVIDUAL LEADER VISIONVISION
– TEAM LEARNING RATHER THAN INDIVIDUAL LEARNINGTEAM LEARNING RATHER THAN INDIVIDUAL LEARNING
THREE SCHOOLS OF ORGANIZATIONAL THREE SCHOOLS OF ORGANIZATIONAL BEHAVIOURBEHAVIOUR
1. IMPORTANCE OF 1. IMPORTANCE OF COMMUNICATIONCOMMUNICATION
2. PURPOSE OF 2. PURPOSE OF COMMUNICATIONCOMMUNICATION
3. DIRECTION OF3. DIRECTION OF COMMUNICATIONCOMMUNICATION
4. COMMUNICATION4. COMMUNICATION PROBLEMSPROBLEMS
SCI.MGT
SCI.MGT
HUMANRELATIONS
HUMANRELATIONS SYSTEMSSYSTEMS
NOT RELATIVELY VERY
RELAYRELAYORDERSORDERS
SATISFYSATISFYEMPLOYEESEMPLOYEES
ADJUST TOADJUST TOENVIRON.ENVIRON.
DOWNDOWNHORIZONTALHORIZONTAL& VERTICAL& VERTICAL ALLALL
BYBYPASSINGPASSING
RUMORSRUMORS OVERLOAD OVERLOAD OMISSIONOMISSION
top related