Autonomy In Workplace

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Autonomy is the degree to which a job provides an employee the option and independence to decide and schedule how the work has to be done. There have been various researches that have been carried out specifically focusing on the relationship between autonomy and team effectiveness. Autonomy in workplace can benefit the employees, teams, manager and the organization as a whole. Autonomy is closely related to the effectiveness of the team. The results of a study conducted to investigate how autonomy was related to the effectiveness of teams showed that there was a positive relationship between autonomy and effectiveness of the teams.
( Brian.D.Janz). According to Hascher, these three factors that give rise to internal motivation :
• Experienced
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Wherein the manager claims to have given autonomy to the working groups. But in reality very little or no autonomy is given to the groups. The manager must make sure that the autonomy given to group members is being used purposefully. The means through which the task is being performed should also be monitored closely. Autonomy should not mean absolute freedom where the members of the group misuse the autonomy given to them. Therefore, it is important for the management to determine the extent of the team’s autonomy. The managers need to specify the extent of autonomy when a team is just being formed. And also make the team members understand clearly what decisions are and are not theirs to make.
Feedback in groups is a process in which the output of an effect is returned to enhance the consequent actions. Feedback is the information given to the employees regarding their work or behavior with the intention of helping them achieve the desired result. Feedback is an evaluative response about an action or
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Through the study conducted by (Conlon & Barr, 1989; Nadler, 1979; Zajonc, 1962) , it can be observed that the effects of feedback given in group settings can be very different from the effects of feedback given in isolated settings.
Feedback can be given in three different ways to group members. First, group feedback where feedback is given about the performance of the group as a whole, individual feedback about a member’s personal performance and the feedback derived from the distribution of individual feedback to all group members.
While giving feedback is extremely important in a group, sometimes it can lead to undesirable consequences like social comparison effects. Social comparison effect arises when there is availability of feedback about the performance of others. Social comparison is when members in a group compare their feedback with that of others in the group. This can lead to conflicts among the group
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