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With such increasing number of studies and literatures on emphasizing the impact of informal groups on individual behaviour and organizational performance, it is really imperative for managers to give attention to the dynamics of informal groups. Greenberg and Baron, (2003) argue that informal groups cannot be established nor be destroyed by the organization but have a strong influence on the organization. With this conclusion, management be careful in the
Being part of the academe for four years now, I also adhere that informal groups can really affect individual and organizational behaviour as well as individual and organizational performance. I am part of informal groups in our organization. As being describe by Helliegel and Slocam(2007) we join informal groups for the satisfaction of our need for friendship, need for security and protection, need to get advice, need to get support and need to communicate. To be real, those are also the reason why I am part of informal groups right …show more content…
This is very essential in the academe.
And because of such form of informal communication channels it will allow more rapid and flexible interactions, responses and prevent surprises on the workforce which may affect the performance of the employees. And lastly, Informal groups help in organizational knowledge sharing.
Consequently, informal groups can also impose negative effects in the organization. Informal groups may oppose senior management and organizational goals especially when the informal groups have strong bond and was able to create a norm that is beneficial and acceptable to them. Informal groups can also exercise undesirable power over individual members. A group may restrict the ways by which social needs can be satisfied on the job. Informal groups may ridicule certain members or give them silent treatment for not conforming to group standards of acceptable behaviour. This treatment may threaten the individual’s safety, social and esteem
Being part of the academe for four years now, I also adhere that informal groups can really affect individual and organizational behaviour as well as individual and organizational performance. I am part of informal groups in our organization. As being describe by Helliegel and Slocam(2007) we join informal groups for the satisfaction of our need for friendship, need for security and protection, need to get advice, need to get support and need to communicate. To be real, those are also the reason why I am part of informal groups right …show more content…
This is very essential in the academe.
And because of such form of informal communication channels it will allow more rapid and flexible interactions, responses and prevent surprises on the workforce which may affect the performance of the employees. And lastly, Informal groups help in organizational knowledge sharing.
Consequently, informal groups can also impose negative effects in the organization. Informal groups may oppose senior management and organizational goals especially when the informal groups have strong bond and was able to create a norm that is beneficial and acceptable to them. Informal groups can also exercise undesirable power over individual members. A group may restrict the ways by which social needs can be satisfied on the job. Informal groups may ridicule certain members or give them silent treatment for not conforming to group standards of acceptable behaviour. This treatment may threaten the individual’s safety, social and esteem