In Week One, you will choose a generic organization (manufacturing plant, hospital, etc.). Assume that you are a hired consultant for this organization. You have been asked by the president of the organization to prepare a background paper on the results of your research and to make recommendations to improve group productivity in the organization.
Your research has identified the following problems:
Role conflicts within groups
Communication problems among group members
Lack of cohesiveness in groups with diverse members
Excessive intergroup conflict
In a 8- page paper, include the following:
Introduction – clear explanation of the type of organization
Explanation of how each problem could impact a groups productivity (use examples to illustrate points)
Recommendations to resolve each problem
Suggestions, based on your knowledge of group dynamics, for a company-wide training program on best practices for group productivity
Writing the Final Paper
The Final Paper:
Must be 8- pages in length, and formatted according to APA style as outlined in the Ashford Writing Center.
Must include a title page with the following:
Title of paper
Course name and number
Must begin with an introductory paragraph that has a succinct thesis statement.
Must address the topic of the paper with critical thought.
Must end with a conclusion that reaffirms your thesis.
Must document all sources in APA style, as outlined in the Ashford Writing Center.
Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.
Must use at least six scholarly sources, in addition to the course text.
my week one post:
In a manufacturing organization, the rationale for improving productivity is not centered around increasing resources or creating changes that impact the business dynamics. Rather, the pre-existing workgroup and systems are progressively advanced enhancing their effectiveness over time. Manufacturing enterprises measure productivity based on increased revenue and time utilized to accomplish tasks.
In manufacturing a huge investment is made on equipment and personnel. I would examine the level of training and skill that each employee in a group has since a deficiency in fundamental capability in a single employee can affect an entire group’s productivity. Groups tasked with accomplishing similar objectives require to have similar strengths to be effective in their responsibilities.
I would identify employee training programs that grow the individual strengths and skills. A productive team is centered on maximizing individual strengths and eliminating weaknesses, therefore, becoming a more efficient labor force. Continuous training ensures that the manufacturing process has fewer wastages and employee’s performance is higher improving productivity.
I would examine the application of technology as a means of streamlining operations. The use of industry-specific technology can have huge implications for productivity. In a manufacturing organization, there are various software’s and applications that reduce time spent on tasks while speeding interdepartmental collaborations. Since time is crucial in enhancing productivity, the tools yield higher performance in employees.
Ahuja, I. P. S., & Khamba, J. S. (2016). Strategies and success factors for overcoming challenges in TPM implementation in Indian manufacturing industry. Journal of Quality in Maintenance Engineering.
Ali, A. Y. S., Ali, A. A., & Adan, A. A. (2015). Working conditions and employees’ productivity in manufacturing companies in the sub-Saharan African context: Case of Somalia. Educational Research International, 2(2), 67-78.
What Are the Factors That Affect Productivity? (2020). Retrieved 8 March 2020, from https://bizfluent.com/info-10000291-factors-affect-productivity.html
Read the following chapters in Group behavior in organizations:
Chapter 9: Power and Leadership
Chapter 10: Group Cooperation and Conflict
Myatt, M. (2013, June 17). 5 transitions great leaders make that average leaders dont (Links to an external site.). Forbes. Retrieved from http://www.forbes.com/sites/mikemyatt/2013/06/17/5-transitions-great-leaders-make-that-average-leaders-dont/
This article supports the Leadership discussion this week.
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