ABSTRACT
The study
examines the impact of Group Dynamics in Work Organisation in the Food and
Beverage Industry, with special reference to Nestle Nigeria plc.
To
achieving this, related literature was cited on Group dynamics.
Descriptive
research design approach was employed for the research design and a simple
random sampling technique was used in selection of respondents.
A sample of
50 respondents was selected from the population study. Fifty (50)
questionnaires were administered to the staff of Nestle Nigeria Plc.
The
research instrument used are the questionnaire, frequency distribution;
percentage and chi-square were methods of data analysis used for the study.
It is however
shown from the study that: Group Dynamics exists within work
organization, also Group Dynamics has a significant impact on organizational
performance.
Recommendations
were proffered to Nestle Nigeria Plc.
TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
1.1 Background to the Study
1.2 Statement of the Problem
1.3
Objectives of the Study
1.4
Significance of the Study
1.5 Research
Questions
1.6
Statement of Hypotheses
1.7
Scope of the Study
1.8
Limitation of the Study
1.9 Definition of Terms
CHAPTER TWO: LITERATURE REVIEW
2.0 Introduction
2.1
Concepts of Group Dynamics.
2.2 Features of A Group
2.3 Types of Group
2.3.1.Characteristics
Informal Group
2.4 Group
Formation
2.5
Group Effectiveness
2.6
Group Inputs
2.7
Group Behaviour
2.8
Group Norms
2.9
Group Cohesiveness
2.9.1 How to Enhance Group Cohesiveness
2.10 Group
Think
2.10.1 Symptoms of Group Think
2.10.2
Group Shift
2.11
Group Dynamics
2.11.1
Managing Inter-Group Competition
2.11.2
Group Dynamics In Nestle Nigeria Plc
2.12 Historical
Background of Nestle Nigeria Plc
2.12.1 Financial
Results of Nestle Nigeria Plc.
2.12.2 Advance
Stock Exchange of Nestle Nigeria Plc
CHAPTER THREE: RESEARCH METHODOLOGY
3.0
Introduction
3.1
Research Design
3.2
Sample Size
3.3.
Sampling Techniques
3.4
Research Instrument
3.5
Methods of Data Analysis
CHAPTER FOUR: DATA ANALYSIS AND
DISCUSSION
4.1
Introduction
4.2
Summary Demographics Data Section A
4.3
Summary of Total Responses in Section B
4.4
Test of Hypotheses
CHAPTER
FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.0
Introduction
5.1
Summary
5.2 Conclusion
5.3
Recommendation
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND
TO THE STUDY
The
study of groups and their impact on work performance follows after the
Hawthorne experiment of 1920’s through 1930’s. A group consists of two or more
people who work with one another regularly to achieve one or more common goals.
The group members were dependent on one another and interact to achieve goals.
Thomas (2007)
The
study of group in work-setting has become prominent since the pioneering effect
of the Hawthorne researchers. Although, there is no one universally acceptable
definition of group, it has engaged the attention of many prominent
researchers. Kurt Lewin, for instance popularized the term group dynamics in
the 1930’s, but over the years different Connotations had been attached to it
such as:-
·
Being used to describe how a group
should be organized and conducted.
·
Consisting of a set of techniques such
as role playing, brain storming, buzz groups, leaderless groups, group therapy,
sensitivity training, team building and transactional analysis.
·
Being viewed from the perspective of the
internal nature of groups, how they are formed, their structure processes and
function and how they affect individual members
·
Other group and the organization (this
is the closest to Kurt Lewin’s original conception).
Thus,
a group is more than an aimless crowd of people waiting in an airport lodge or
at a bus-stop. Why do individuals form into groups? Groups at work are formed
as a direct consequence of an organization’s need to differentiate itself. Differentiation
refers to the breaking down of the organization into functions, but also the
formation of groups to support the tasks assigned to there functions.
At
the workplace, most tasks are undertaken by groups and teams, rather than by an
individual, thus in order for any organization to fulfill its mission, the role
of groups are of paramount importance. However individuals themselves need groups
to provide protection, stimulus, assistance, social and psychological
requirements .Group therefore is useful to both the organization and individual
members.
1.2 STATEMENT
OF THE PROBLEM
The
schemed effort fast-tracked by most organizations in ensuring effective-service-delivery
in most organization still face relative challenges through which organizational
goals is being hindered.Some of this threats includes:
·
Differences or feelings of the wrong
from right among groups
·
Contradiction attitudes and behaviour
different from organizational expectations
·
Existence of grapevine, whose raw
information could mar the success of the organization
·
Sentiments, ideals and prejudices that
trails within the informal group.
·
Appointment of group leader not by
performance or merit, but by charisma.
·
Differences in beliefs and thoughts.
·
Leadership problem .
·
The insensitively to interdependency
needs, leading to WIN-LOSE REWARD SYSTEM.
·
Slim- cohesive spirit.
·
Lack of team- spirit within the group.
1.3 OBJECTIVES OF THE STUDY
The
general objective of this research is to examine the impacts of group dynamism
in work organization.
Thus,
the study specifically seeks to:-
·
Examine the role of group dynamism in
work- organization
·
Identify key-processes for effective
group performance in an organization.
·
Identify various problems or threatening
factors that affect group system in an organization.
·
Understand how these problems can be
properly tackled.
·
Understand the type of group that exist
in an organization.
·
Understand the stage through which
groups are formed and how it can be sustained within the business circle.
·
Enumerate differential or divergent
nature that could affect a group and how they can be unraveled.
·
Identify the input, process and output
expected of a group in an organization.
1.4 SIGNIFICANCE OF THE STUDY
·
The study is important because the
outcome will enable the researcher to know the type of group that exists in
work organization.
·
The outcome will expose the lingering
factors that affect group effectiveness and how those challenges can be
tackled.
·
It will assist the researcher to know
the stages through which groups within the work sector is formed.
·
The outcome will expose the influence or
impact of group dynamics in work organization .
·
It will help the researcher to know the input,
process and output of an effective group system
·
Establish the fact of how sentiments
ideology and interactions of a group can be stronger regardless of their
inherent diversities
·
The outcome will enable the researcher
to know how group cohesiveness can be sustained, achieved and maintained
1.5
RESEARCH QUESTIONS
Based
on the research objectives the study therefore aims to provide answers to the
following question:
·
Do group and group dynamics exist in
work organization?
·
Do they influence organizational
performance?
·
Are there informal group (i.e grapevine)
existing within the workplace?
·
Have they been positively effective
within the workplace?
·
Are sentiments, ideals and prejudice
managed within these groups?
·
Is the team-spirit operating within the
group?
·
Are group leaders within workplace charismatically
elected or otherwise?
·
Do the groups undergo challenges as
regards to interaction and inherent differences in thought, views etc.?
1.6 STATEMENT OF HYPOTHESES
HYPOTHESIS 1
H0:-
Group Dynamics do not exist in work organization
H1:
Group Dynamics exists within work organization
HYPOTHESIS II
H0:
Group Dynamics has no significant impact on organizational performance
H1:
Group Dynamics has a significant impact on organizational performance.
1.7 SCOPE OF THE STUDY
The
study examines the impact group dynamics in work organization in the food and
beverage industry with special reference on Nestle Nigeria Plc, situated at
Ilupeju, Lagos State.
The
respondent for this study includes the Top, Middle and lower staff of the
organization.
1.8 LIMITATION OF THE STUDY
Some
of the challenges encountered in the course of this study by the researcher includes:-
·
Derogative and restraining attitudes of
the gate-security personnel,
·
Financial constraints,
·
Distance barriers,
·
Traffic delays,
·
Incomplete research questionnaire
collection in-contrary to the actual number initially distributed,
·
Secrecy to vital information and
·
Frequent postponement by respondent over
awaited questionnaires distributed over in available time to answering the
questionnaires given and
·
Stress.
1.9 DEFINITION
OF TERMS
·
GROUPS:
is the number of people who have a common purpose or objective and interact
with one another to achieve their objectives.
·
DYNAMICS:
meaning the energizing power, force of cohesion that binds groups of individual
together.
·
PREJUDICE:
involves harm, hatred or hostility that may emerge among individual within a
group of divergent interest. This evolves out of inability of managing group
diversity.
·
ORGANIZATION:
integration of two or more individual or people with common interest coming to
achieve a specific goal.
·
SENTIMENTS:
meaning individual feelings, emotions and consideration that could make or mar
a specific objective.
·
DERROGATIVE:
involves insolent insultive, abusive or ill-mannered words and actions that connotes
so much pain to the other party or affected person
·
INFORMAL:
an unofficial and social group existing within the organization, which consist
of cliques, caucus or different set of individual that could positively or
negative influence the goals of an organization
COHESION: a force of attraction that bind group of individuals
together. This promotes team-spirit, trust and mutual co-existence within a
group
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