Concepts of Group Dynamics in 12 Angry Men
The iconic 1957 film, 12 Angry Men, is the fictional account of a jury’s decision-making process in a murder trial. The group of men must decide whether or not to convict the 18 year old accused of killing his father and ultimately determine whether he will go free or be given the death sentence. Although the names of these 12 men are not revealed to the audience, the personalities, professions and backgrounds of the men are expressed through their words and actions. It is an exceptionally powerful movie and has been noted as one of the American Film Institute’s Best 100 Movies of the Century.
One may not immediately translate this movie’s significate in the scope of Organizational Behavior however, …show more content…
Discussions increase in volume, tempers flare, and threats of violence are made from both sides. At certain points in the film, it seems the group has no choice but to declare themselves a hung jury because of the intensity of their disagreement. An audience member looking for the elements of conflict escalation can easily observe changes in tactics and shifts from specific evidence to generalizations.
Discussion
Table 10.1 in Organizational Behavior (2016) reads like a script for the causes of the group conflict in the movie. Personality incompatibility, unclear rules, and collective decision making are but a few of the roots to the group’s conflict. Having pointed this out, Kinicki and Fugate would define the conflict that occurs between the men as a dysfunctional conflict. If there were to have been any additional elevation to the disagreement, such as a realization of the threats of violence, the group would not have been able to continue. In other word, the interests of the jury and the court would have been …show more content…
One situation where these are reveled is during the hiring process. When evaluating a potential hire, the only factors that should come into thinking are one of logic and rationality, such as the applicant’s ability to do the required tasks and how their personality would fit in the established or desired culture. This is not always the case. Hiring managers may have a bias due to racism, sexism, or ageism. Most dangerously, the manager may not even be conscious they have the biases at all, which is often the
The iconic 1957 film, 12 Angry Men, is the fictional account of a jury’s decision-making process in a murder trial. The group of men must decide whether or not to convict the 18 year old accused of killing his father and ultimately determine whether he will go free or be given the death sentence. Although the names of these 12 men are not revealed to the audience, the personalities, professions and backgrounds of the men are expressed through their words and actions. It is an exceptionally powerful movie and has been noted as one of the American Film Institute’s Best 100 Movies of the Century.
One may not immediately translate this movie’s significate in the scope of Organizational Behavior however, …show more content…
Discussions increase in volume, tempers flare, and threats of violence are made from both sides. At certain points in the film, it seems the group has no choice but to declare themselves a hung jury because of the intensity of their disagreement. An audience member looking for the elements of conflict escalation can easily observe changes in tactics and shifts from specific evidence to generalizations.
Discussion
Table 10.1 in Organizational Behavior (2016) reads like a script for the causes of the group conflict in the movie. Personality incompatibility, unclear rules, and collective decision making are but a few of the roots to the group’s conflict. Having pointed this out, Kinicki and Fugate would define the conflict that occurs between the men as a dysfunctional conflict. If there were to have been any additional elevation to the disagreement, such as a realization of the threats of violence, the group would not have been able to continue. In other word, the interests of the jury and the court would have been …show more content…
One situation where these are reveled is during the hiring process. When evaluating a potential hire, the only factors that should come into thinking are one of logic and rationality, such as the applicant’s ability to do the required tasks and how their personality would fit in the established or desired culture. This is not always the case. Hiring managers may have a bias due to racism, sexism, or ageism. Most dangerously, the manager may not even be conscious they have the biases at all, which is often the