4. Mutual Cooperation
People depend on cooperation and
help from others to complete their work. Their behaviour is determined by
social context. ‘You do your work and get home’ is the principle of earlier
years. Present day requirements of workplace have made sole performances almost
extinct. Most of the tasks are almost to be done by teams and not individuals.
For the team to work successfully, mutual dependence among the members of the
team is essential.( Krumm, 2001).The social context nature of the
organizational workplace makes it a similarity to the society where people
freely exchange ideas and help each other. They cannot immediately leave this
garb of social behaviour and put on organizational behaviour cloak and hence
this similarity. ( Krumm, 2001).
5. Informal Group
Informal group moulds the attitude and performance of workers to a great
extent. The requirements of the company impose a one-point program on the
worker’s work. The work becomes monotonous and the job mechanical. After
sometime, the worker reaches a stage where the worker works to make a living
.Such work lacks in quality and creativity. But if the work place environment
creates an atmosphere suitable for existence of informal groups, the worker
looks forward everyday to go to the factory. (Luthans, 2002)The workplace
becomes his first home. He develops and attitude of ‘living to work’ instead of
‘working for living’. He bristles with positive attitude and an enthusiasm for
quality work. Such a worker is the imminent requirement of present day company
and such a worker makes and invaluable human capital for the company.
6. Rules and Regulations
Rules and Regulations
moderate and modify while informal group moulds and models and impacts the behaviour
of people strongly. Rules and
regulations are in general viewed by workforce as restrictions on their
actions. While they are usually the prescriptions for orderly management of an
organization, workers have a feeling of suppression from them. They surrender
to these rules and regulations with a feeling of resignation even though those
rules are not very stringent. Informal groups on the other hand confer a
feeling of freedom for the workers. ( Krumm, 2001).With no tangible effort on
their part, the informal groups silently show their impact on moulding and
modeling the behaviour. Such behaviour infused by informal groups is infact
much more pleasant and acceptable than the one denied to be instilled by rules
and regulations. (Luthans, 2002).
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