Summary Of When Does Power Disparity Help Or Hurt Group Performance
The article When Does Power Disparity Help or Hurt Group Performance?, published in 2015 by the Journal of Applied Psychology, discusses how power disparities and social hierarchies impact a group of individuals and whether they help or hamper group performance. Furthermore, the goal of this research is to examine and dissect the relationship between the power holder and those he or she asserts his or her power over. The researchers have one main hypothesis that they intend to test throughout the article: the power holder’s competence and leadership dictate how power disparity and group performance mesh with one another. To be more specific, the more competent a power holder proves to be, the more the power disparity incentivizes groups to work effectively and efficiently. …show more content…
However, both of these conditions are quite difficult to achieve in the workplace. The implications of this research in the real world are evident and plenty. This research provides a general framework for how businesses and groups should operate. Instituting a hierarchy is an essential step to an organized and efficient firm. Based on the results and conclusion of this article, the researchers took the initiative of supplying more advice on effective business managing that had been extrapolated from their data. For example, power holders must aid and be accessible to all team members. Disgruntled team members who feel as if there is no transparency between hierarchies and feel unappreciated will prove problematic. Furthermore, a business should only divide power and form a chain of command if all group members are able to identify the most competent members themselves. Not adhering to this imperative will also provide disgruntled and undervalued
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976 Words | 4 PagesCase in point would be the layoff situation. In order to determine who should/would be laid off when there was a downsize in workforce, there needed to be information regarding all the employees put together to cross reference with what other files contain. This way, when the time comes to unfortunately let some of the valued employees go, those who are spared are the ones with the correct seniority and status within the department. This check and balance system would have to be continually refined and evaluated to ensure the proper measures are being
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585 Words | 3 PagesA reward system that both allow, rewarding those who deserve it and those who stand out and are not eating expectations. This way an informal type of accountability Is formed. Keeping organized data about team members can help make things easier for management to keep tabs on their subordinates. This will help measure success and failure by both personnel and management.
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1082 Words | 5 PagesAs much as company managers face a lot of burden in their works, it is better to get along with some of the issues that we might face along that might hinder the success capability. First, precise decision making which via voting to ascertain on matters pertaining the company, this is much better as an individual is not the one that makes decision on behalf of the whole organization, he voting are acquired after shares are divided such that each share is a one count vote. Secondly, there is unbiased structure as CEO’s and managers cannot make decision for their own self-gain but for the company, (Michael &Andrew, 2001). This means that the top level managers and the executives are not basically the owners as they are differentiated from those who own the company’s daily operation from stock
Hofstede's Model Of Cultural Analysis
1720 Words | 7 PagesNumerous leading organizations have employees from different countries that tend to view power distance from different angles. The scholarly definition of the term power distance states that, “it is the degree by which different people originating from different cultural background have a different view of the position of persons in the society”. For example, people are seen in terms of wellbeing; wealth and the privileges they have. Understanding such aspect helps an employee acknowledge how to communicate with someone in a business organization, especially in situation when the groups include people from different cultures working together. An example of this is that countries that are high in power distance are seen to accept disparities associated with wealth and authority when it comes to high and moderate members of a given organization or a group.
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1162 Words | 5 PagesThe need to avoid interpersonal discomfort prevents team members from holding one another accountable. Dysfunction #5: Inattention to Results The pursuit of individual goals and personal status erodes the focus on collective success.
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1506 Words | 7 PagesAn organization that has a team or horizontal style of work structure and management is called as contemporary organization. Instead of a strict hierarchy, the power is spread out to the whole team in the contemporary organization. It is a more responsive and flexible. Traditional organization is changed to the contemporary organization of business. The traditional organization style concentrated on a pyramid order, with supervisors and managers controlling all components of the representatives beneath them, including interpersonal connections, ventures and disciplinary activities.
Internal Market Factors Affect The Internal Business Environment
724 Words | 3 PagesA well-structured organization will lead to the archiving of the company 's vision and mission. This is because a well-structured organization will surely lead to a good direction towards achievement. The corporate environment will always be under the supervision, regulated and not misleading or abusive of the authority. All department heads and managers will fulfil their duty
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1010 Words | 5 PagesDo you know the importance of having a hierarchy structure within any given work space? Without structure there would be no clear line of communication between workers. Having a structure in a workplace establishes communication skills, defuses conflicts, and also provides awareness of leaders who are in charge of you.
Blackberry Case Study
1147 Words | 5 PagesIt is the order in which authority and power in an organization is wielded and delegated from top management to every employee at every level of the organization. Instructions flow downwards along the chain of command and accountability flows upward. Positive aspects of Chain Of Command: 1. Each employee has one boss thus alleviating the problem of multiple masters and conflicting direction in chain of command. 2.
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718 Words | 3 PagesDrivers for collaboration Power/Resource balances: the imbalances of power between stakeholders are usually a noticeable problem in collaborative governance (Gray, 1989; Short &Winter, 1999; Susskind &Cruikshank, 1987; Tett, Crowther, & O’Hara, 2003; Warner, 2006). If some stakeholders do not have the capacity, competence, condition, or resources to participate in an equal position with other stakeholders, the collaborative governance process will be prone to manipulation by stronger actors. Therefore, if there are remarkable power/resource imbalances between stakeholders, such that influential stakeholders cannot participate in a meaningful way, then effective collaborative governance requires a dedication to a positive strategy of empowerment
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1359 Words | 6 PagesTall and highly centralized structures are more like a mechanistic organization which “the authority is centralized, tasks and rules are clearly specified, and employees are closely supervised” (Jones and George, 55) because employees in tall and centralized structures have little personal independence, obey authority or focus on being careful since practicability and stability are chosen goals (332). Whereas, flat and decentralized structures are more of an organic structure, wherein the authority is decentralized to middle and first-line managers to encourage them to take responsibility and act quickly (55) because in flat and decentralized structures employees have more freedom to choose and control their own activities, and norms that emphasis on being creative (332), and this is what Google company structures built into. For example, they let their employees choose their time when to show up to work; encourage great ideas and give them a lot of freedom to attain their goals -which is the opposite of tall and centralized
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769 Words | 4 Pages111). Hierarchy is fundamentally intertwined with human nature (Leavitt, 2003, 2005) which in turn constitutes vertical coordination necessary to all organizations. For ÅF, vertical coordination is implemented for the business strategy and rules and policies of the company as a whole (ÅF, 2016). However, successful companies with complex tasks integrate forms of vertical coordination and communication blended with lateral (Bolman and Deal, 2016). The executive managers’ meetings, once per month, are an illustration of the implemented lateral
Great Wall Golf And Country Club Case Study
1908 Words | 8 Pages Organization structure – The whole activies are divided in the department and the responsibility and hirenchy of each department is well defined. However Senior management needs to be more focused on Strategic Initiative rather than Daily Operations .For this it is Important to develop a second Rung of Leadership. Human Resource Plan – The Human resourse plant is defined for all the employee and the system for the recruiting , training & development, benefits and reward is well established.
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