home
about the project
Medical news
For authors
Licensed books on medicine
<< Previous Next >>

The organizational environment of the working team as an external condition for the development of a collective “acme”

As for the relevant (i.e. relevant) to our discussion of the elements of the organizational environment (or, as it is also called, the organizational context) of the working team, according to modern scientific data, they may include: organizational culture, group tasks, degree of autonomy work team, interactive feedback, rewards and recognition, training and counseling, spatial layout. Let us consider in more detail the role of each of these components in the functioning of the work team.

Organizational culture. The organization’s culture is connected with the prevailing collective norms and values, standards of behavior, and the managerial philosophy of senior management. Organizational structures that value innovation, emphasize the success and high professional achievements of staff, encourage independence and activity in combination with team forms of work, and contribute to the growth of group acme and the effectiveness of the work team.

Group tasks. Tasks performed by work teams within the framework of organizational requirements can have a significant impact on the functioning of the team. Thus, tasks that require joint efforts and interaction of people for their solution optimize the group process, promote the development of integrative trends in it, accelerate structure formation, strengthen the collective beginning in the actions of team members.

Another important aspect of the tasks facing the working teams is the difficulty of solving them. It is established that difficulties to solve the problem can enhance the motivation of team members and lead to greater self-organization of the latter, in particular by developing a leadership process in it. Moreover, an important PRS of an intermediate variable connecting the difficulty of a task with the success of its implementation is the feedback in the process of the team functioning. Positive, that is, satisfying the satisfaction of team members, feedback contributes to the effectiveness of solving a group problem regardless of its degree of difficulty.

Finally, such an element of the group task as clarity of the goal indicated in it and the ways to achieve it is very significant. It has been experimentally shown that members of groups operating under well-defined conditions (a high degree of clarity of goal achievement) demonstrate greater cohesion and motivation for activity than subjects who are in situations of significant uncertainty (a low degree of clarity of goal achievement).

The characteristics noted above by the working team of the tasks contribute to the development of the collective “acme”.

Degree of autonomy. Typically, work teams are divided into three categories according to their degree of autonomy:

- semi-autonomous - are managed by higher persons in the organization;

- self-regulatory, or self-governing, - they choose their own leaders, determine work roles and monitor the implementation of labor operations;

- self-forming - receive the right to independent choice in relation to themselves as a functional working unit and in relation to their external contacts with other organizational units.

Interestingly, this categorization resembles that described many years ago by the famous teacher A.S. Makarenko scheme of development of collective self-government in the field of education: from the pole of authoritarian leadership of the collective on the part of the teacher to the pole of the formation of the collective as the subject of its own self-government.

The degree of autonomy of the working team is closely related to its professional maturity and skill, creativity and ability to self-development, awareness of its place in the organizational environment, and an experience of corporate responsibility.
And the development of the collective “acme” largely depends on the extent to which organizational culture encourages elements of autonomy in the activities of functional units (naturally, in keeping with the specifics of the tasks facing the organization).

Interactive feedback. This refers to feedback both in the interaction (according to special terminology - interaction) of the team with other organizational units, and in the interaction of members of the team itself in solving problems. It is precisely on the exact and timely feedback that the effectiveness of the working team largely depends.

Feedback makes the interaction process continuous, providing the interaction participants with the necessary information about the degree of success in solving work tasks and performing a variety of functions: assessment, monitoring, motivation, counseling and support. Experts call the following characteristics of effective feedback:

- focus on improving the actions of members of the organization;

- Constructiveness, through which useful ideas are communicated to the recipient;

- a tendency toward specificity, establishing exactly what the problems are and what specifically needs to be done to eliminate them;

- promptness of character;

- timeliness of receipt to the addressee;

- clear expression understandable to the recipient;

- reliability.

Rewards and recognition. An effective solution of organizational tasks by a working team entails a reward system. These may include: public recognition and praise for the success of the team, honoring the team or individual rewards such as the provision of work assignments of preference, the desired work schedule or monetary reward. The incentives used increase the motivation and satisfaction of employees, which, in turn, affects the effectiveness of their actions. In this case, incentives that encourage team activities are especially significant.

Training and counseling. Traditionally, in order to increase the efficiency of the work teams functioning in organizations, such forms of staff development as training and consulting are used. They contribute to the growth of basic professional skills (functional, related to decision-making and interpersonal) and, in general, professionalism of team members, affect their professional self-improvement. Naturally, this is reflected in the growth of the collective “acme”.

The spatial location. The location of team members in the process of solving organizational problems is also an important element of effective functioning. For example, communication between team members and their cohesion may depend on how informal, personal interaction of people is enhanced by the proximity of the location of workplaces and places of non-working meetings of team members. According to research, if people work at a distance of 10 m from each other, the probability of their communication with each other at least once a week is 8–9%, while at a distance of 5 m it is already 25%. Thus, organizational influences on the effectiveness of team actions are also possible by controlling the spatial arrangement of its members.

However, the formation of a collective “acme” depends not only on the organizational conditions listed above. Another important source of its formation is its own psychological characteristics of the working team. We will go on to consider some of them further.
<< Previous Next >>
= Skip to textbook content =

The organizational environment of the working team as an external condition for the development of a collective “acme”

  1. The organizational environment of the working team as an external condition for the development of a collective “acme”
    As for the relevant (i.e. relevant) to our discussion of the elements of the organizational environment (or, as it is also called, the organizational context) of the working team, according to modern scientific data, they can include: organizational culture, group tasks, degree of autonomy work team, interactive feedback, rewards and recognition, training and counseling,
  2. The organizational environment of the working team as an external condition for the development of a collective “acme”
    As for the elements of the organizational environment that are relevant to our discussion (or, as it is also called, the organizational context) of the working team, according to the literature data (Sundstrom et al., 1990), they can include: organizational culture, group tasks, degree of autonomy work team, interactive feedback, rewards and recognition, training and
  3. Psychological characteristics of a work team as an internal condition for the development of a collective “acme”
    First of all, let us dwell on three psychological characteristics of the working team that are relevant to our discussion: the structure, cohesion, and acmeological features of managing it. The structure of the work team. It is a complex formation, including a number of measurements or parameters, in particular: 1) formal-status measurement - a subordinated system of job positions that form
  4. Socio-psychological characteristics of the work team as an internal condition for the development of a collective “acme”
    Let us dwell on three relevant (i.e. relevant) to our discussion of the socio-psychological characteristics of the working team: the structure, cohesion and acmeological features of its management. The structure of the work team. It is a complex formation, including a number of measurements or particular parameters: - formal status measurement - a subordinated system of job positions,
  5. Socio-psychological characteristics of the work team as an internal condition for the development of a collective “acme”
    Let us dwell on three relevant (i.e. relevant) to our discussion of the socio-psychological characteristics of the working team: the structure, cohesion and acmeological features of its management. The structure of the work team. It is a complex formation, including a number of measurements or parameters, in particular: - formal status measurement - a subordinated system of job positions,
  6. Work team as a socio-psychological field of collective “acme”
    Although traditionally, acmeology as a science about ways to achieve the heights of professionalism, and in the most concentrated (special) expression, as a science that addresses its highest manifestations, to, so to speak, superprofessionalism (the term A.K. Markova), deals with an individual subject, nevertheless, both life observations and the data of the social sciences about a person indicate that the subject of attention
  7. Work team as a socio-psychological field of collective “acme”
    Although traditionally, acmeology as a science about ways to achieve the heights of professionalism, and in the most concentrated (special) expression, as a science that addresses its highest manifestations, to, so to speak, superprofessionalism (the term A.K. Markova), deals with an individual subject, nevertheless, both life observations and the data of the social sciences about a person indicate that the subject of attention
  8. Atmospheric air as an external environment. The complex effect of meteorological factors on the human body. Meteotropic reactions
    Atmospheric air is one of the most important components of human ecology. In the process of his life, a person constantly comes into contact with many factors of the external environment in which he lives, and these factors, of course, have a certain effect on the human body. One of the factors with which a person comes into contact most closely is the air environment. Air
  9. The body and the environment
    From the first moments of life to the very last minute, the human body interacts with the external environment. She surrounds him always, everywhere and everywhere. This interaction is a necessary condition for the normal growth and development of a person. It is under the influence of the external environment that the structure and functions of the human body are formed in various periods of life. This is especially noticeable in early childhood,
  10. CORRELATION OF GENETIC FACTORS AND ENVIRONMENTAL CONDITIONS IN PATHOLOGY DEVELOPMENT
    The facts accumulated to date by medical genetics allow us to present the whole variety of relationships between heredity and the environment in a generalized form. Imagine a situation where the contribution of heredity to the development of a trait, including a pathological one, is zero. This would mean that the trait is completely formed by the external environment, without any involvement of the genotype. In other words, Wednesday
  11. ACME PHENOMENON AND SOME GENERAL CONDITIONS OF ITS FORMATION AND DEVELOPMENT
    A multilateral analysis of the features that characterize the development of people as individuals, as individuals, as subjects of activity and as individuals, reveals, on the one hand, certain similarities in the course of this complex process, and on the other, it makes it possible to see very significant differences. The similarity is that if at this stage of consideration it
  12. "Acme" as a phenomenon of development of a group, organization, community
    Plan 1. General theoretical and acmeological prerequisites for the application of acmeological criteria to group subjects. 2. The ratio of social, psychological and acmeological approaches in the study of "acme" as a phenomenon in the development of a group, organization, community. 3. Acmeological criteria and indicators of achievement by the acme group. Keywords: acme, acme group, acme
  13. "Acme" as a phenomenon of development of a group, organization, community
    Plan 1. General theoretical and acmeological prerequisites for the application of acmeological criteria to group subjects. 2. The ratio of social, psychological and acmeological approaches in the study of "acme" as a phenomenon in the development of a group, organization, community. 3. Acmeological criteria and indicators of achievement by the acme group. Keywords: acme, acme group, acme
  14. Integral individuality as a result and as a condition for human development
    V.S. Merlin denoted the integral characterization of the individual properties of a person by the concept of individual integrality, considering it as an object of interdisciplinary research, as an object of study of all sciences about nature and society The theory of individual integrality arose in line with differential psychophysiology, which predetermined its features. According to theory, individual
  15. Integral individuality as a result and as a condition for human development
    V.S. Merlin outlined the integral characterization of individual properties of a person by the concept of individual integrality, considering it as an object of interdisciplinary research, as an object of study of all sciences about nature and society *. The theory of individual integrality arose in line with differential psychophysiology, which predetermined its features. According to theory, individual
  16. The essence of autopsychological competence as a way to develop “acme” in the context of personality
    One of the main psychological conditions for activating a person’s personal potential is his autopsychological competence, which provides optimal models of self-organization of life and professional activity. The study of autopsychological competence involves obtaining answers to a number of questions. What is the algorithm for knowing yourself, what you need to know about yourself and to what extent?
Medical portal "MedguideBook" © 2014-2019
info@medicine-guidebook.com