Adult_Groups

Adult Groups In today’s business environment of acquisitions, globalization, and a diverse group of individuals, understanding groups and their behaviors is critical for a company. Companies need to focus on their employees. Employees come from different backgrounds, and it’s the job of the manager to ensure co workers work well together to achieve the desired business results. If the group is not well managed the company’s goal will fall short. It comes to the basic premise of how to promote communication, how to reduce an individual’s pre conceived notion, and develop a common goal. People are shaped by their culture, social background, and environmental factors. These factors may hinder how well the group will work together. We do not know what the other person has experienced to make them believe a certain way. We can not focus only on our own beliefs and expect everyone to follow our beliefs as well. A group has to be understanding. It’s the manager’s responsibility to find out what type of personality their employees have. Once they find out the manager needs to set up an environment where the employee can flourish. If a manager has an individual who always takes charge they may want to pair them up with an individual who is quite. A group’s success depends on the dynamics of the group and how open they are willing to be. What can hinder the group is their bias. Bias will be the hardest thing to overcome within a group and organization. Stereo types hinder the progress a group can achieve. Women made up more than 50 percent of the managerial, professional and related positions in the U.S. labor force, but accounted for only 15.6 percent of Fortune 500 corporate officer positions and 14.6 percent of Fortune 500 board seats, according to Catalyst research (http://www.workforce.com/archive/article/25/06/89.php'ht= ). A study conducted stated women were not seen as strong of leaders as men, men were considered “default leaders”. The only way to overcome this gender bias is by enforcing stricter rules within the company. Executives need to take the initiative. At my current employer there was a manager who was very strict with her team. We had a bias just by listening to the rumors about her.. When she became our manager we expected her to yell at us and not assist when help was needed. Our team did not respect her before we were assigned to this manager. This caused her to leave our department because managers started to notice how poor our team was performing. We never overcame our preconceived notion and our group moral was low from the start. Managers need to be impartial and objective when dealing with their teams. The managers at work, listen to calls and grade them. To be an effective grader, you must not let anything sway your mind. One manager gave our top performer a failing grade; other managers listened to the call and graded the call as passing. A manager can not force a team to come together, but they can provide group exercise to promote team work. A team will perform well if they have trust. A manager needs to do exactly as their job title implies, manage the individual and team. With a strong, understanding, and caring manager the team will have a pillar and they can work to achieve the teams goals.