The human race by nature tends to make associations to achieve its survival, and in the organizational environment it is not the exception, in any organization social groups are created, but work groups are also created to achieve the materialization of different objectives
For this to happen, each leader must identify the way in which they are integrated, as well as the ideal way to handle them
It has been fully identified that work groups achieve their objectives more quickly, comparing them with the speed with which collaborators do it individually, successful organizations must favor their growth and promote their adequate development
Within each work group the work of the group leader will be immersed, as part of the managerial qualities that he must possess is the proper management of the collaborators, guiding his group without losing consideration of the set objectives.
WORK GROUPS
Teamwork turns out to be in addition to common, a generator of achieved objectives, because it brings its members closer to the planned objectives, some authors handle their own descriptions, among which can be found:
"A group is understood to be a certain number of people who often communicate with each other, for a certain time each of them being able to communicate with all the others directly" ("proper _-_ a_participar_tambien_se_aprende_parte_2.pdf", s / f)
INTEGRATION OF WORKING GROUPS
When joining an organization and seeing the need to manage different work groups, the following points should be taken into consideration:
- There will be different personalities, belonging to each collaborator The way of assimilating information and indications will vary from one person to another depending on the socio-cultural characteristics of each one of them. The perception of reality will vary according to various factors, such as the age.
MANAGEMENT WORKING GROUPS
The management of human resources is always a very unstable topic, due to both the emotional and psychological conditions of an individual, so managing them properly always represents a great challenge.
One of the key factors is leadership, people who are at the head of an organization or as the head of a group must have certain specific characteristics, such as:
- Creativity Dynamism Proper management of communication channels with collaborators Supporting team members to achieve individual goals.
For important authors like Chiavenato, leadership is:
The interpersonal influence exerted in a situation, oriented towards the achievement of one or several objectives through the process of human communication, therefore, an important element common to all leadership is the ability to establish effective communication, whether it is based on verbal, written or oral language, or non-verbal language such as gestures and body; In addition, diverse qualities converge such as persuasion, power, influence, the spirit of enthusiasm and motivation aimed at achieving the goals set. (Chiavenato & Sapiro, 2004)
A leader will always find conflicts within his work group, the key is to know how to resolve the friction that his collaborators have derived from the work routine.
When a conflict or altercation is resolved in an expeditious manner, it can bring certain knowledge to the group itself, or become aware of reality and identify ideas or feelings, including clarifying objectives.
But on the other hand, if conflicts are not handled effectively, they can generate inadequate work practice, demotivation of collaborators, estrangement of some members or simply aggression on the part of some.
An adequate work environment facilitates the management of the members and therefore the achievement of objectives, so it is necessary to take the pertinent measures so that individuals enter into affective relationships that commit them more directly with the group to which they belong.
Recent research has revealed the fact that playful aspects will drive the development and learning of collaborators, due to the need for association, identification, security, among other items that individuals have, it is necessary to cover different topics:
- Social perception. It is the capture of the reality that each individual has regarding their colleagues or the organization itself and the classification or social status to which they belong, within this factor are included characteristics of a political, ideological, cultural nature among others. Stereotypes. They are pre-established conceptions regarding an individual or work group, a judgment of the work groups or collaborators will be issued based on the appearance, attitudes or acts. When meeting a certain individual, a first impression is formed, without having extensive knowledge to understand their personality, this personification can be modified over time thanks to the real characteristics of the individual such as behavior or vocabulary. Contrast representation.They are dichotomous judgments about the behavior of a work group or collective without emitting elements in a defined way to carry out an in-depth analysis of their characteristics. Attribution of motives and causality. "It is the role of" naive psychologists ", which people assume when they feel" obliged "to explain the behavior of other people. It seeks to attribute to others what we possess or are, but which we do not recognize ”. (Heider, 2015) Face-to-face relationships in the group. There are several factors that help individuals to interact appropriately, carrying out the proper functioning of the activities entrusted, among them are:Attribution of motives and causality. "It is the role of" naive psychologists ", which people assume when they feel" obliged "to explain the behavior of other people. It seeks to attribute to others what we possess or are, but which we do not recognize ”. (Heider, 2015) Face-to-face relationships in the group. There are several factors that help individuals to interact appropriately, carrying out the proper functioning of the activities entrusted, among them are:Attribution of motives and causality. "It is the role of" naive psychologists ", which people assume when they feel" obliged "to explain the behavior of other people. It seeks to attribute to others what we possess or are, but which we do not recognize ”. (Heider, 2015) Face-to-face relationships in the group. There are several factors that help individuals to interact appropriately, carrying out the proper functioning of the activities entrusted, among them are:There are several factors that help individuals to interact appropriately, carrying out the proper functioning of the activities entrusted, among them are:There are several factors that help individuals to interact appropriately, carrying out the proper functioning of the activities entrusted, among them are:
- The feeling of belonging or familiarity that is generated with the rest of the collaborators Personality characteristics, which in some occasions tend to be more flexible The physical constitution of the individual. o The values that they enact if they are related to the same goal or ideal Intellectual characteristics
Personal status. It is determined by aspects such as culture, experience, ability, work, etc. and is developed individually among each collaborator, the healthier the personal status is, the person tends to be better accepted by the work group.
what
As there are different work groups within an organization, it is necessary for the leader to rely on various techniques to expound their effectiveness, for which Ana Cano describes it as follows:
Set of means and procedures that, applied in a group situation, serve to achieve a double objective: productivity and group gratification. In other words, the use of group techniques serves to facilitate and stimulate the action of the group as a group of people (achieve gratification) and for the group to achieve the objectives and goals that it has proposed in the most effective way possible (achieve group productivity) (Cano, A., 2005)
The purpose of work techniques is to provide a structure for the work group to function properly, but it must be taken into account that
- Not all existing techniques will be applicable to all objectives (i.e. they will have to be selected) Not all techniques can be applied in all workplaces Techniques are an aid to achieving an objective
Once the limitations of the techniques are clarified, the appropriate one must be selected for the work group in which it will be implemented, this is done based on different factors, such as:
- Based on the established objectives. In order to define an adequate technique, the objectives of the work group must be fully defined and established, depending on the maturity of the work team. The selection will be based on the characteristics of the collaborators such as age, resistance to change or experience to belong to a work group, depending on the size of the group. The size of the group will set the tone for choosing the appropriate technique since in small groups there is usually greater intimacy and trust to interact. In particularly large groups, subgroups tend to appear which must be integrated into the objectives of the total population, depending on the environment.In order for a work group to function properly, efforts must be made in the physical conditions of the environment, since these can significantly affect the performance of collaborators depending on the characteristics of the environment. Techniques should be chosen that do not drastically break with their usual behavior, but that undoubtedly achieve the institutional change that is sought; the appropriate thing will be to find a point where these two characteristics are balanced, depending on the characteristics of the members. It should be borne in mind that the characteristics of a group will be defined by the characteristics of the collaborators, it is very important that the collaborators do not feel obliged to carry out the activities,if not that they understand that their joint efforts are essential to achieve a set goal.
CHARACTERISTICS OF WORK GROUP MANAGEMENT TECHNIQUES
For employees to feel like an integral part of a work group and achieve a sense of belonging, certain actions must be carried out, such as:
- Streamline communication between all collaborators Encourage each individual to express their opinions and points of view on the matter Create a sense of belonging among the participants, make a unification, create a “we” Encourage proactive collaborators Promote the art of knowing how to listen to their colleagues. Integrate all participants, including those who seek isolation for personal reasons or characteristics of their personality Motivate their collaborators to develop their individual capacities by fostering learning, autonomy and cooperation Create feelings of security-Create a suitable environment to develop their activities and adaptation to the work environment.
MEETINGS WITH THE WORK TEAM
For organizational purposes, meetings can be described as:
"An activity that is generated in a group situation, at a specific time and space and that has a specific objective." (Cano, A., 2005)
Meetings with the work team can be of the following nature:
Training meetings
- Briefings Meetings to reach an agreement Meetings focused on the group Work meetings Meetings to exchange experiences Creative meetings Meetings of significance
For a meeting with the work team to be satisfactory, the phases that comprise it must be detected and carefully cared for, which can be divided as follows:
Source: self made
BEFORE THE MEETING
To have a satisfactory meeting with the work team, the appropriate agenda must be established, that is to say, establish the objectives for which the meeting was requested, as well as the material that will facilitate obtaining these results.
- To establish objectives. It must first be identified if the work meeting is necessary, that is, if it cannot be replaced by some other means, when establishing the objectives of the meeting, existing problems should not interfere, the agenda must be made known to the participants in sufficient time to They can prepare the necessary information and avoid superficial content, or improvisations. Preparation of the material. When the necessary documentation is delivered to the participants, it will facilitate the development of the meeting, and decision-making (if this is the case). Make the call. For a call to be adequate, it must be in writing and contain the place, date and time in which it will take place, also integrating the items on the agenda that will be analyzed and discussed.If the convener feels it necessary, documents may be added for analysis, it is recommended that the meetings are not too long because the purpose is lost and the wandering begins.
DURING THE MEETING
For the meeting to develop properly, the following elements are taken into account:
- Start of the meeting. Success depends on the first 10 minutes, so it must be sought, create an adequate disposition of the collaborators, ensure the interaction of the participants, adequately motivate those present to promote the will to work. Presentation of the topics. Present the reasons for the meeting in a clear and digestible way for those present, defining objectives, if possible to use interactive media. Dialogue. Adequately coordinate collaborators so that there is feedback with each of them, generate a degree of empathy and contain friction. Use of the analytical method. Since the purpose of the work meetings is to explain reasons and create information for decision-making, the analytical method must be applied,which according to research turns out to be the most appropriate. For which the topic will be divided into the following phases:
o Definition of the problem.
o Analysis of the problem
o Preparation of solutions
o Decision making
o Action program.
- Conclusions and end of the meeting. All meetings must have an explicit starting time and end time, the agreed agreements must be established in a minute, which must be brief and precise, at the end of the meeting the meeting must be concluded. allowing participants to dialogue and express opinions on the matter.
AFTER THE CONFERENCE
Once the meeting is over, the work of the coordinator or group leader is not finished, and he must ensure compliance with the agreements and established objectives.
- Carrying out what was agreed. Even if a meeting has been developed properly, it does not mean that it is a success, the meeting as already mentioned is not an end, otherwise it is a means to achieve objectives, that is why special care must be taken in the compliance with the agreements by the participants.
A work meeting has achieved its mission when all participants fulfill their agreements and the established objectives are reached.
BIBLIOGRAPHIC REFERENCES
- Cano, A. (2005). Group techniques, work meetings.Chiavenato, I., & Sapiro, A. (2004). Strategic Planning. Rio de Janeiro: Elsevier Editora. Heider, F. (2015). The Psychology of Interpersonal Relations. Martino Fine Books. Own _-_ a_participar_tambien_se_aprende_parte_2.pdf. (s / f). Recovered from
