2.1. During a 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. Answer the following question according to industrial psychology
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 may be applicable to a 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. (6)
To answer question 2.1.1, which asks about the factors that contribute to the establishment of trust in relationships, we can refer to the field of industrial psychology. Here's how you can approach finding the answer:
1. Start by conducting a search using reliable sources, such as academic journals or textbooks, using keywords like "factors contributing to trust in relationships" or "establishing trust in interpersonal relationships."
2. Read through the relevant sources and look for information about the factors that contribute to trust in relationships. Pay attention to any commonly mentioned factors or theories that have been studied in the field of industrial psychology.
3. Identify five factors that are consistently mentioned across multiple sources. These could include factors such as communication, reliability, honesty, mutual respect, and shared values.
4. Once you have identified these factors, summarize them in your answer, ensuring that you provide a brief explanation of each factor and its relevance to establishing trust in relationships.
For question 2.1.2, which asks about the factors that influence the cohesiveness of a group and requires examples, you can follow these steps:
1. Begin by searching for information on group cohesion and the factors that influence it. Use keywords like "factors influencing group cohesion" or "group dynamics."
2. Look for reliable sources such as academic articles, books, or research papers that discuss the topic of group cohesion and its influencing factors.
3. As you read through the sources, identify the factors commonly mentioned in relation to group cohesion. These may include factors such as shared goals, effective communication, group size, leadership, and member diversity.
4. Once you have identified the factors, provide a brief explanation of each factor and include examples to illustrate how they can influence group cohesion. Examples can be drawn from real-life group situations or hypothetical scenarios.
For question 2.2.1, which asks about the characteristics of traditional and modern organizational designs, follow these steps:
1. Begin by searching for information on traditional and modern organizational designs. Use keywords like "characteristics of traditional organizational design" or "characteristics of modern organizational design."
2. Look for reliable sources such as scholarly articles, books, or reputable websites that discuss the topic of organizational design.
3. Read through the sources and identify the common characteristics associated with traditional and modern organizational designs. These may include factors such as hierarchy, centralization, specialization for traditional designs, and flexibility, decentralization, and cross-functional teams for modern designs.
4. Once you have identified the characteristics, summarize them in your answer, providing a brief explanation of each characteristic and how it distinguishes between traditional and modern organizational designs. You can use examples or case studies to further illustrate the differences between the two designs.
2.1.1. The five factors that contribute to the establishment of trust in relationships are:
1. Reliability: Trust is built when individuals consistently fulfill their commitments and obligations. This includes meeting deadlines, following through on promises, and being dependable in general.
2. Competence: Trust is also developed when individuals display a high level of competence in their work or area of expertise. When others perceive someone as knowledgeable and skilled, they are more likely to trust them.
3. Integrity: Trust is built when individuals act with integrity, meaning they are honest, ethical, and trustworthy in their actions. When people consistently display integrity, others are more likely to trust them.
4. Openness: Trust is established when individuals are open and transparent in their communication. This includes sharing information freely, being open to feedback and constructive criticism, and being willing to listen and understand others' perspectives.
5. Benevolence: Trust is also developed when individuals demonstrate benevolence, meaning they genuinely care about the well-being and success of others. When people believe that someone has their best interests at heart, they are more likely to trust them.
2.1.2. The factors that influence the cohesiveness of a group include:
1. Common Goals: When group members share common goals and objectives, they are more likely to work together collaboratively and develop a strong sense of cohesion. For example, a team working on a project with a shared goal of launching a new product may be highly cohesive.
2. Communication: Effective and open communication plays a crucial role in establishing group cohesion. When group members communicate openly, provide feedback, and actively listen to each other, trust and cohesion can be developed. For example, a team that regularly holds meetings, shares progress updates, and discusses challenges may have higher cohesion.
3. Shared Values and Beliefs: When group members have shared values and beliefs, they are more likely to bond and form stronger relationships. For example, a group of social activists who share a common belief in human rights may have high cohesion.
4. Interdependence: Group members who rely on each other to achieve their goals and tasks are more likely to develop cohesion. For example, a sports team where each member's performance directly impacts the team's overall success may have high cohesion.
5. Diversity and Inclusion: Embracing diversity and promoting inclusion within a group can also contribute to higher cohesion. When individuals feel valued and included, they are more likely to trust and work well with others. For example, a team that actively promotes diversity and creates an inclusive environment may have higher cohesion.
2.2.1. Characteristics of traditional and modern organizational designs:
Traditional Organizational Design:
- Hierarchical structure: Traditional organizations have a clear top-down hierarchy with a centralized decision-making process.
- Specialization: Work is divided into specialized roles, with employees focusing on specific tasks or functions.
- Formalized processes: Traditional organizations rely on formal rules and procedures to guide work activities.
- Standardization: There is a high level of standardization in roles, processes, and procedures.
- Fixed job descriptions: Job roles and responsibilities are predefined and strictly followed.
- Linear communication: Communication flows vertically through the hierarchy, and information is shared on a need-to-know basis.
Modern Organizational Design:
- Flat structure: Modern organizations often have a flatter hierarchical structure with a more decentralized decision-making process.
- Cross-functional teams: There is an emphasis on collaboration and teamwork, with employees from different functions working together.
- Agile processes: Modern organizations adopt more flexible and agile processes to adapt to rapid changes in the environment.
- Innovation and creativity: There is a focus on promoting innovation and creativity within the organization.
- Flexible job roles: Job roles may be more fluid and adaptable, allowing employees to take on multiple responsibilities.
- Open and transparent communication: Modern organizations encourage open and transparent communication across all hierarchical levels.
Overall, modern organizations are characterized by greater flexibility, agility, collaboration, and a focus on innovation compared to traditional organizations.
2.1.1. The five factors that contribute to the establishment of trust in relationships are:
1. Communication: Open and honest communication promotes trust within a group. When individuals express their thoughts, ideas, and concerns freely, it helps build trust among members.
2. Reliability: Being reliable and consistent in actions and follow-through fosters trust. When group members can rely on each other to fulfill commitments and meet expectations, it strengthens trust within the group.
3. Competence: Demonstrating competence and expertise in a particular area builds trust. When members have confidence in each other's skills and abilities, it enhances trust in the relationship.
4. Intimacy: Sharing personal experiences and emotions helps to establish trust. When individuals feel comfortable being vulnerable and sharing personal information, it promotes a deeper level of trust within the group.
5. Transparency: Acting with transparency by being open about intentions, motives, and decision-making processes contributes to trust. When members understand the reasons behind actions and decisions, it promotes trust in the group.
2.1.2. The factors that influence the cohesiveness of a group are:
1. Similarity: When group members have similar backgrounds, values, interests, or goals, it can increase the cohesiveness of the group. For example, a group of colleagues who share common professional interests may bond more easily.
2. Group size: Smaller groups tend to be more cohesive compared to larger groups. In a smaller group, members have better opportunities to interact and build relationships with each other.
3. Common objectives: When group members have a shared purpose or goal, it enhances group cohesiveness. For example, a sports team working towards winning a championship will likely have higher cohesiveness.
4. Participation: Active participation and involvement of all group members contribute to cohesiveness. When individuals feel they have a voice and are engaged in decision-making processes, it strengthens group cohesion.
5. Leadership: Effective leadership fosters group cohesiveness. A leader who promotes collaboration, communicates clearly, and encourages teamwork can enhance the overall cohesiveness of a group.
Examples:
- In a work setting, a group of employees who regularly communicate with each other, maintain their commitments, share personal experiences, and have transparent working relationships would likely develop a high level of trust.
- In a sports team, if the players have similar playing styles, share common goals, actively participate in team discussions and decision-making, and have a coach who fosters a sense of unity, it can contribute to a high level of group cohesiveness.
2.2.1. Characteristics of traditional and modern organizational designs:
Traditional organizations:
- Hierarchical structure: Traditional organizations have vertically structured hierarchies with clear lines of authority and decision-making power concentrated at the top.
- Centralized decision-making: Major decisions are made by senior managers or executives, and lower-level employees have limited autonomy in decision-making.
- Specialized roles: Employees have specific job roles with narrow sets of responsibilities and tasks.
- Formal communication channels: Communication flows through formal channels, such as top-down directives and memos.
- Stability and predictability: Traditional organizations aim for stability and rely on standardized processes and practices to maintain consistency.
Modern organizations:
- Flatter hierarchies: Modern organizations often have flatter hierarchical structures, with fewer layers of management and more emphasis on teamwork and collaboration.
- Decentralized decision-making: Decision-making authority is distributed across different levels and teams, allowing for greater employee involvement and empowerment.
- Cross-functional teams: Employees work in cross-functional teams, enabling them to have broader skill sets and contribute to multiple areas.
- Informal communication channels: Communication occurs through various informal channels, such as instant messaging platforms and collaborative software.
- Agility and adaptability: Modern organizations prioritize adaptability to change, regularly reassessing strategies and processes to remain competitive in a dynamic environment.