1. During the group’s life span, members develop a sense of friendship and trust which leads to
high group cohesion; hence, some members might become depressed during the adjourning
stage.
2.1.1. State the five factors that contribute to the establishment of trust in relationships. (5)
2.1.2. Identify the factors that influence the cohesiveness of a group and describe by means of
examples the factors that are applicable to your group. (10)
2.2. Owing to rapid changes in the environment (IT, globalisation, customer needs, etc.), modern
organisations need to be flexible in order to accommodate the changes.
2.2.1. Describe the characteristics of traditional and modern organisations designs.
2.1.1. The five factors that contribute to the establishment of trust in relationships are:
1. Communication: Open and honest communication helps build trust by allowing individuals to express their thoughts, feelings, and concerns without fear of judgment or retaliation.
2. Reliability: Being reliable and following through on commitments and promises is essential for building trust. When individuals can depend on each other to do what they say they will do, trust is established.
3. Competence: Demonstrating competence in one's role and responsibilities helps build trust. When individuals can rely on others to perform their tasks effectively and efficiently, trust is strengthened.
4. Consistency: Consistency in behavior and actions is crucial for building trust. When individuals consistently act in a trustworthy manner, trust is fostered.
5. Empathy: Showing empathy and understanding towards others creates a sense of trust. When individuals feel heard, understood, and supported, trust is developed.
2.1.2. Factors that influence the cohesiveness of a group include:
1. Common goals: When a group shares a common goal or purpose, it helps create a sense of unity and cohesion. For example, in a sports team, all members are working towards the goal of winning the game.
2. Interdependence: When group members rely on each other and recognize that their individual success is linked to the success of the group, it promotes cohesiveness. For example, in a project team, each member's contribution is essential for the overall success of the project.
3. Group size: Smaller groups tend to be more cohesive as members are more likely to know each other well and have closer relationships. For example, a small brainstorming group may have more cohesion than a large lecture hall.
4. Group identity: When group members identify strongly with their group and feel a sense of belonging, it enhances group cohesion. For example, in a social club, members may have shared values and interests that contribute to group cohesion.
5. Leadership: Effective leadership plays a significant role in fostering group cohesion. When leaders facilitate positive communication, encourage collaboration, and provide support, it strengthens the cohesion within the group. For example, a team leader who ensures everyone's opinions are heard and valued can enhance group cohesion.
These examples may be applicable to different groups, such as a work team, a student organization, or a community group, depending on their specific context and dynamics.
2.1.1. The five factors that contribute to the establishment of trust in relationships are:
1. Reliability: This factor refers to the consistent behavior and dependability of individuals in the relationship. It involves following through on commitments and being trustworthy.
2. Communication: Open and honest communication is crucial for building trust. This includes active listening, expressing thoughts and feelings effectively, and providing feedback.
3. Competence: Trust increases when individuals perceive each other as competent in their respective roles. Demonstrating knowledge and expertise in relevant areas contributes to this factor.
4. Integrity: Integrity relates to individuals' adherence to a set of values, ethics, and moral principles. Behaving ethically, being honest, and keeping promises build trust in relationships.
5. Empathy: Showing empathy by understanding and valuing others' feelings and perspectives fosters trust. Being supportive, showing genuine care, and being sensitive to others' needs contribute to this factor.
2.1.2. Factors that influence the cohesiveness of a group include:
1. Common Goals: When group members have shared objectives and work towards achieving them, it fosters unity and cohesiveness. For example, in an academic study group, if all members strive for good grades, it increases cohesiveness.
2. Communication: Effective communication among group members promotes cohesiveness. Regular and clear communication, sharing ideas, and discussing concerns helps build a strong bond. For instance, in a sports team, constant communication between players enhances their cohesiveness.
3. Leadership: Strong leadership plays a significant role in group cohesiveness. A leader who can guide, motivate, and foster collaboration within the group can enhance cohesiveness. In a work team, a manager who fosters a positive work environment increases cohesiveness.
4. Trust: Trust within the group is crucial for cohesiveness. When members feel comfortable and have faith in each other, it strengthens the bond. For example, in a volunteer group, trust in each member's dedication and commitment leads to increased cohesiveness.
5. Group Size: The size of the group can influence its cohesiveness. Smaller groups often have higher cohesiveness as members can interact more closely and develop stronger connections. In a small project team, individuals tend to have a stronger sense of cohesiveness compared to a large department.
2.2. Traditional and modern organizational designs have the following characteristics:
Traditional organization design:
1. Hierarchical Structure: Traditional organizations have a clear hierarchical structure, with a top-down flow of authority and decision-making. Power and control are concentrated at the top levels.
2. Specialization: Traditional organizations tend to be highly specialized, with each role having specific tasks and responsibilities. Employees focus on performing their assigned duties within their areas of expertise.
3. Centralized Decision-Making: Decision-making in traditional organizations is centralized, with top-level managers making most of the important decisions. Lower-level employees have limited decision-making authority.
Modern organization design:
1. Flatter Structure: Modern organizations often have a flatter organizational structure, with fewer hierarchical levels and more autonomy for employees. Decision-making can be more decentralized, allowing for quicker responses to changes.
2. Flexibility and Adaptability: Modern organizations emphasize flexibility and adaptability to handle rapid changes in the environment. They are open to new ideas and embrace innovation and creativity.
3. Collaboration and Cross-Functional Teams: Modern organizations promote collaboration and teamwork across different departments and functions. Cross-functional teams are formed to address specific challenges, utilizing the diverse skills and expertise of team members.
4. Emphasis on Employee Empowerment: Modern organizations focus on empowering employees by involving them in decision-making and giving them autonomy in their work. This leads to increased motivation and engagement.
Overall, modern organizations are more agile, responsive to changes, and embrace a more inclusive and collaborative approach compared to traditional organizations.
To answer question 2.1.1, which asks for the five factors that contribute to the establishment of trust in relationships, you can start by considering common elements that are known to foster trust. These factors include:
1. Open communication: Trust is built when individuals in a relationship are able to openly and honestly share their thoughts, feelings, and concerns.
2. Reliability: Trust is established when individuals consistently meet their commitments and follow through on their promises.
3. Competence: Demonstrating competence and expertise in relevant areas builds trust in a relationship. When individuals are knowledgeable and capable in their roles, others are more likely to trust them.
4. Mutual respect: Showing respect for others' opinions, values, and boundaries is essential for building trust. When individuals feel respected, they are more likely to trust one another.
5. Consistency: Consistently demonstrating trustworthy behavior over time is crucial for building trust. Trustworthy individuals act consistently across different situations and do not display erratic or unpredictable behavior.
To answer question 2.1.2, which asks about the factors that influence the cohesiveness of a group and provides examples applicable to your group, you can consider the following factors:
1. Common goals and shared vision: When group members have a shared purpose and vision, it fosters cohesion. For example, in a project-based group, members working towards a common goal of delivering a successful project can experience high cohesion.
2. Communication and collaboration: Effective communication and collaboration among group members contribute to higher group cohesion. For instance, a sports team that communicates well on the field and collaborates during training sessions is likely to have high cohesion.
3. Group size and diversity: The size and diversity of a group can influence cohesion. Smaller groups tend to foster closer relationships, while diverse groups can bring different perspectives and experiences together. For example, a smaller team within a larger organization may have higher cohesion due to the closer interactions among members.
4. Leadership and support: Strong leadership that provides support, guidance, and encouragement can positively impact group cohesion. When leaders promote a supportive environment and provide assistance when needed, it can enhance group cohesion.
5. Group identity and belongingness: When individuals feel a sense of belonging and identify with the group, it strengthens cohesion. This can be achieved through shared experiences, group rituals, or a collective sense of purpose. For instance, a club or society where members share common interests and values can experience high cohesion.
Moving on to question 2.2.1, which asks about the characteristics of traditional and modern organizational designs, you can describe the following:
1. Traditional organization design: Traditional organizations tend to have hierarchical structures with clearly defined roles and responsibilities. Decision-making authority is concentrated at the top, and communication primarily flows from the top down. Job specialization and departmentalization are common, with functional departments handling specific tasks. Traditional organizations often have a centralized decision-making process.
2. Modern organization design: Modern organizations are characterized by greater flexibility, adaptability, and responsiveness. They often have flatter structures with fewer hierarchical levels. Decision-making is decentralized, allowing for greater autonomy and empowerment among employees. Communication in modern organizations tends to be more horizontal and collaborative. Modern organizations emphasize cross-functional teams and matrix structures, enabling greater agility in responding to changing market dynamics.
In summary, trust in relationships is established through factors such as open communication, reliability, competence, mutual respect, and consistency. Group cohesion is influenced by factors such as common goals, communication, group size and diversity, leadership, and group identity. Traditional organizations have hierarchical structures and centralized decision-making, while modern organizations emphasize flexibility, decentralized decision-making, and collaboration.