Introduction
The following research aims to know the techniques used to perform a measurement in our company or in some other environment in which there is a dynamic which wants to be measured objectively and clearly.
Among the best known techniques are three: sociograms, interviews and observation.
The research contemplates the definition of the concepts and their relationship between them in order to understand their origins and their reasons for existing as sociological tools.
Group dynamics
Group dynamics is the theory that studies changes in a group of people, whose relationships between them are important.
This theory appeared for the first time in the late 1930s in the United States due to the concern for the improvement of results in the social, political, labor, economic and military spheres of the state. The study of these problems, together with the Gestalt theory, contributed to the foundation of this theory.
Group dynamics seeks to explain the changes that occur as a result of the conditions that influence the members of a group, in addition to reflecting the set of anomalies that influence personal relationships.
Group dynamics acquire a specific value of fun that stimulates: Emotionality, Creativity, Dynamism or Positive tension.
It also maintains that within the groups 4 classic prototypes have been identified, which, according to their role, are:
- Spokesperson: member who denounces the group event, the fantasies that move it, the anxieties and needs of the entire group. He is the person who speaks for all. Scapegoat: member of the group in which negative or frightening aspects are turned over, appearing segregation mechanisms in front of said member Leader: group members deposit in him only positive aspects Saboteador: Member who Deliberately weakens the team by subverting, obstructing, disrupting, or destroying material.
It is important to know the relationships and understand that all relationships must interact in a harmonious and healthy dynamic way that enhances productivity and the most edifying aspects of the group.
Measurement techniques
A technique (from the Greek, τέχνη 'art, technique, trade') is a procedure or set of rules, norms or protocols that aims to obtain a certain result, whether in the field of science, technology, art, sports, education or any other activity.
There are various techniques for measuring group dynamics, among them those of a nature from the sociographic study stand out: sociograms, observation and the interview.
Sociogram
The sociogram is a sociometric technique that allows to measure the social relationships between the members of a human group, where its elements are known, have common objectives and influence each other.
A sociogram is a technique that presents a graph that explains the ties of influence and preference that exist in a group of people. It is obtained through observation and contextualization.
It is used in large or small organizations, since they are used to explain the structure of the same.
In a sociogram, relationships are represented by points (individuals) that are linked by lines (relationships)
Sociogram data can be qualitative (with detailed descriptions of situations, behaviors, and people) or quantitative (dealing with characteristics and variables that can be represented by numerical values).
The data that we can obtain from a sociogram allows us to:
- Have a global vision of the group's structure. Its degree of cohesion can be calculated by means of some sociometric indices, indicating the relative position of each of the members of the group. The sociometric status, the extroversion index and the popularity of each subject in the group are obtained Partial sociograms of each subject can be constructed Have a vision of the structure of the existing subgroups couples, triangles, factions Make a study of the leader or star, integrated or normal, marginalized, isolated, or rejected. The qualities that attract and those that are rejected can be studied. Discover the possible existence of discriminatory factors: religion, socio-economic level. Observe the most significant variations within the group dynamics. This can be achieved by applying a sociogram at the beginning of the course,another in the middle and another at the end. Learn about the informal structure of a group.
The graph obtained allows to visualize the affinity relationships, detect subgroups within the main group and locate the sociometric leaders (the most influential people). In this way, it is possible to act on the group to activate potential links or deactivate existing ones.
Interview
The job interview is the definitive phase in any job search or job change process. All the previous steps such as information gathering, preparation, sending, of the cover letter and follow-up of the resume, have been aimed at obtaining a selection interview with the company.
It is the moment of personal contact, where in an individual and direct way, the interviewee has the opportunity to convince the interviewer that he is the ideal person for the position. "We played a lot in a short time."
Initial phase
The initial phase is of utmost importance in the interview process. The objective in this phase is to increase empathy and reduce the anxiety of the candidate to interview
Thus, for example, the conversation usually begins with an introductory talk on an uncompromising topic so that, although it is not very relevant to the selection process, it allows us to reduce the interviewee's anxiety.
Subsequently, the development of the interview is explained in a summarized way. You will also be asked for permission to record the conversation (if that is the case), as well as you will be informed that during the process we will be taking some notes.
It is true that the use of instruments can cause certain distortions in the interviewee; however, with highly experienced interviewers these disappear in the first few minutes. In any case, even if a tape recorder is used, it is convenient to take notes on non-verbal aspects.
Development phase
After this initial phase, they will naturally and spontaneously move on to the second phase of development, in which it will be the candidate who spends most of the time talking.
In it, questions about aspects of interest to the company will be asked. These first questions will refer to data contained in your resume, since these will generate a low degree of anxiety in the candidate and their answers are prepared. The order can be the same, going from the basic points of the curriculum (training and experience) to personal and family aspects, to other aspects related to their hobbies or that we consider of interest).
The first questions (training and experience) are of less personal involvement, so that we gradually increase their level as we progress through the interview. In this first moment, the questions will focus on aspects such as your academic record, successes and failures, shortcomings, compatibility of studies with jobs (paid or unpaid), analysis of the companies in which you have worked (characteristics of the company, tasks performed, level of responsibility and autonomy, remuneration, etc.).
Closing phase
The last phase would be the closing phase, whose difficulty lies in how we can close an interview in a non-abrupt way.
In this phase, in addition, the candidate must be offered the possibility to ask any doubts he may have about the process or the particular position.
As in any social interaction, the last moments are important, so we must end the interview in a friendly and cordial way, thanking the candidate for the time they have dedicated to us.
The interview can denote which will be the social profile that our company needs or the one that is most suitable for the group of people.
It is the ideal time to select the person who is ideally suited to our work team.
Observation
Observation is the basic research technique, on which all the others are based, since it establishes the basic relationship between the observing subject and the object that is observed, which is the beginning of all understanding of reality.
Observation as a scientific procedure is characterized by being:
- Intentional: because it places the goals and objectives that human beings propose in relation to the facts, to submit them to a teleological perspective. Illustrated: because any observation to be such is within a body of knowledge that allows it to be such; It is only observed from a theoretical perspective. Selective: because at each step we need to discriminate what we are interested in knowing and separate it from the accumulation of sensations that invades us at every moment. Interpretive: to the extent that we try to describe and explain what we are observing.
At the end of a scientific observation we provide ourselves with some kind of explanation about what we have captured, by placing it in relation to other data and other prior knowledge.
Observation types
- Structured observation: it is carried out through the establishment of a system that guides the observation, step by step, and relating it to the whole of the investigation that is carried out. Open observation: it lacks an organized system and is carried out freely; It is used when you want to capture the spontaneous movement of a certain human group, for example in anthropological studies.Semi-structured observation: this type of observation starts from a structured guideline, but applies it flexibly according to the form the process takes Observation Participant observation: in the previous forms of observation, it has been implicit that the observer behaves in the most neutral way possible with respect to the events that he is observing. In the case of participant observation,the observing subject is accepted as a member of the human group being observed, albeit provisionally.Participant observation has the merit not only of trying to explain social phenomena but also of trying to understand them from within, which implies bringing to light the processes This technique has the danger of producing biased information, in the event that the researcher privileges his role as a member of the community rather than as an observer, that are hidden behind behaviors that may seem to be meaningless to an external observer. integrated into a certain investigation, which partially tries to distance itself from its object.Participant observation has the merit not only of trying to explain social phenomena but also of trying to understand them from within, which implies bringing to light the rational processes that are hidden behind behaviors that may apparently lack meaning for an external observer. After this technique has the danger of producing biased information, in the event that the researcher privileges his role as a member of the community rather than as an observer integrated into a certain investigation, which partially tries to distance himself from its object.Participant observation has the merit not only of trying to explain social phenomena but also of trying to understand them from within, which implies bringing to light the rational processes that are hidden behind behaviors that may apparently lack meaning for an external observer. After this technique has the danger of producing biased information, in the event that the researcher privileges his role as a member of the community rather than as an observer integrated into a certain investigation, which partially tries to distance himself from its object.Of course, this technique has the danger of producing biased information, in the event that the researcher privileges his role as a member of the community rather than as an observer integrated into a certain investigation, who partially tries to distance himself from its object.Of course, this technique has the danger of producing biased information, in the event that the researcher privileges his role as a member of the community rather than as an observer integrated into a certain investigation, who partially tries to distance himself from its object.
conclusion
The interview, the sociogram and the observation are techniques that together make a system of measurement, evaluation and improvement of a team, they can be used at any time that it is necessary or desired to make a diagnosis of the team's situation.
The sociogram is the graph that denotes the relationships existing in the team, in this way we can know who are the members with the most influence and what is the type of relationship they have on it.
The interview is the technique that helps us to know, through a series of questions, the type of person who will join our team.
Therefore it is a crucial moment in which we must make a decision for the good of the team. Everyone is acceptable, as long as they comply and complement to improve the team.
Observation can provide us with some kind of explanation about what we have captured, by placing it in relation to other data and other prior knowledge.
The goals and objectives set in the observation are crucial in the knowledge we want to obtain from our team.
These three techniques complement each other in such a way that they form a measurement system capable of diagnosing, giving us information and helping us to make the necessary decisions in the team.
We thank colleagues Chávez Carrillo Hugo and Hau Miss Gaspar for their collaboration in this research, given their knowledge and constant interest in the subject, the objective of this research could be achieved.
References
- Stephen P, De Cenzo A (1996) Fundamentals of Administration, Concepts and Applications, Federal District. Mexico Prentice Hall. Terry & Franklin (1985) Principles of Management. Federal District. Mexico CECSAStone F, (1996) Federal District Administration. Mexico Prentice HallLeslie W., Lloyd L. Byars (1995) Administration Theory and applications Federal District. Mexico Grupo Editor SA
