ABC organization recruited twelve new employees. On the first day, the HR manager addressed the new recruits and explained to them about the company's operations, various facilities offered by the company, the dress code to be followed by employees, and the behavior expected of them. Then each new employee introduced himself/herself to the group. The induction program lasted until lunch. After lunch, the employees were taken on a guided tour in a company van to all the units of the company. The new employees were not assigned any work or given any training for the first two days and were encouraged to get to know one another, and informally learn about the company and its philosophy.
On the first day, the employees were very formal and polite to each other. They exchanged their names and information about each other's educational background and previous work experience. On the second day, they discussed their views on various issues - national politics, international politics, social problems, changes in technology, pollution, and business ethics, and so on. If any person made any statement on any issue, the people who agreed with him spoke in his support. Most of the people who disagreed with him did not speak out. Even if they expressed their disagreement, they did not do it in a forceful manner and avoided arguments.
After two days, the new employees were given training for a week, and then they were assigned job duties and responsibilities. As they began to work, interaction among them increased. Some employees formed sub-groups. If differences in opinions arose on any issue, employees argued vehemently and were supported by their sub-group.
After a few months, the employees became familiar with their work. They also realized the importance of cooperation and coordination in getting the work done smoothly. The employees also learned the importance of listening. They tried to listen to their colleagues' views and understand their point of view. Therefore, the frequency of violent arguments reduced, and the work environment improved. Each member of the group was able to express his views openly. The group took decisions only after considering the opinions of all the members. Since everybody participated in decision-making and planning, the group had little difficulty in implementation. The group completed any project assigned to it successfully.
What is the type of group described in the above case? How did the group develop in ABC?
From India, Calcutta
Acknowledge(0)
Amend(0)
5On the first day, the employees were very formal and polite to each other. They exchanged their names and information about each other's educational background and previous work experience. On the second day, they discussed their views on various issues - national politics, international politics, social problems, changes in technology, pollution, and business ethics, and so on. If any person made any statement on any issue, the people who agreed with him spoke in his support. Most of the people who disagreed with him did not speak out. Even if they expressed their disagreement, they did not do it in a forceful manner and avoided arguments.
After two days, the new employees were given training for a week, and then they were assigned job duties and responsibilities. As they began to work, interaction among them increased. Some employees formed sub-groups. If differences in opinions arose on any issue, employees argued vehemently and were supported by their sub-group.
After a few months, the employees became familiar with their work. They also realized the importance of cooperation and coordination in getting the work done smoothly. The employees also learned the importance of listening. They tried to listen to their colleagues' views and understand their point of view. Therefore, the frequency of violent arguments reduced, and the work environment improved. Each member of the group was able to express his views openly. The group took decisions only after considering the opinions of all the members. Since everybody participated in decision-making and planning, the group had little difficulty in implementation. The group completed any project assigned to it successfully.
What is the type of group described in the above case? How did the group develop in ABC?
From India, Calcutta
Acknowledge(0)Amend(0)
Hi Ric09, I think this is a case regarding formation of informal groups in the organisation. The informal group is voluntarily created,and anyone who has like interests may join the group... thanks!
From India, Pune
Acknowledge(0)Amend(0)
From India, Pune
Acknowledge(0)Amend(0)
Hi Ric09,
In my opinion, it is an empowered group because:
a. Smaller in size - creates a way for more interaction and understanding.
b. Members respect each other and are encouraged to share their opinions.
c. Members are involved in the decision-making process - to realize that they are respected and their views are considered for arriving at a solution.
Regards,
Palani
From India, Tiruppur
Acknowledge(0)Amend(0)
In my opinion, it is an empowered group because:
a. Smaller in size - creates a way for more interaction and understanding.
b. Members respect each other and are encouraged to share their opinions.
c. Members are involved in the decision-making process - to realize that they are respected and their views are considered for arriving at a solution.
Regards,
Palani
From India, Tiruppur
Acknowledge(0)Amend(0)
hi, I belive its a functional group, they are used to do brainstorming to create the new ideas which are very important for every organization at every level. Regards KK sharma
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
This is what "self-managed work teams" are. When an organization follows this system, there will not be anyone like a General Manager, Vice President, Executive Director, or similar individuals who make the policy and leave it to the people just to follow. The teams make decisions that are appropriate for the business and address the issues that have an impact on the bottom line.
In General Electric Company, this system is followed, if I am correct.
Balaji
From India, Madras
Acknowledge(0)Amend(0)
In General Electric Company, this system is followed, if I am correct.
Balaji
From India, Madras
Acknowledge(0)Amend(0)
Dear Ric09,
I feel that ABC Organization had a very clear agenda on hand. They were following a very subtle "de-tensing" program where the employees are allowed to settle down within themselves in a new environment. While the HR person did spell out all the essentials of the org philosophy & other details including making the new employees familiar with the layout of the area, he/she allowed all of it to sink in by leaving them to their own for the first two days.
It is an undisputed fact that there are four to five basic tenets which are very essential to ensure in the initial stages since delaying them would result in an unhealthy & stifled work atmosphere:
1. Trust - This was initiated in the first two days while the new entrants were spending max time with each other. It must have helped them get to know each other since trust can only be earned by knowing each other better and better.
2. Responsibility - With value and respect for each other comes appreciation of responsibility which is an essential trait of character. The initial two days started this process amongst each one of them.
3. Respect - To get it you have to give it. All of them understood each other's plus and minus aspects. Even during any discussion, since they had spent time as a group in the initial days, they avoided getting into arguments since they had bonded initially and were willing to think of themselves as a team.
4. Ownership Culture - ABC's start was with open arms. It was a very positive manner of induction without treating them as recruits in a "base camp". Making the employees feel that they are very much a part of an org and thus germinating the process of ownership adds volumes to the quality of output, plus, it reduces intra-departmental tension since all start understanding the larger picture from day 1.
All the above issues were allowed to come up in a natural manner, and that is what helped.
I would think that ABC is following a very correct definition of induction and follow-up for their employees, and it would keep pulling them to the core with little thought towards seeking other pastures!!
Regards,
Ashok
From India, Pune
Acknowledge(0)Amend(0)
I feel that ABC Organization had a very clear agenda on hand. They were following a very subtle "de-tensing" program where the employees are allowed to settle down within themselves in a new environment. While the HR person did spell out all the essentials of the org philosophy & other details including making the new employees familiar with the layout of the area, he/she allowed all of it to sink in by leaving them to their own for the first two days.
It is an undisputed fact that there are four to five basic tenets which are very essential to ensure in the initial stages since delaying them would result in an unhealthy & stifled work atmosphere:
1. Trust - This was initiated in the first two days while the new entrants were spending max time with each other. It must have helped them get to know each other since trust can only be earned by knowing each other better and better.
2. Responsibility - With value and respect for each other comes appreciation of responsibility which is an essential trait of character. The initial two days started this process amongst each one of them.
3. Respect - To get it you have to give it. All of them understood each other's plus and minus aspects. Even during any discussion, since they had spent time as a group in the initial days, they avoided getting into arguments since they had bonded initially and were willing to think of themselves as a team.
4. Ownership Culture - ABC's start was with open arms. It was a very positive manner of induction without treating them as recruits in a "base camp". Making the employees feel that they are very much a part of an org and thus germinating the process of ownership adds volumes to the quality of output, plus, it reduces intra-departmental tension since all start understanding the larger picture from day 1.
All the above issues were allowed to come up in a natural manner, and that is what helped.
I would think that ABC is following a very correct definition of induction and follow-up for their employees, and it would keep pulling them to the core with little thought towards seeking other pastures!!
Regards,
Ashok
From India, Pune
Acknowledge(0)Amend(0)
Dear Ric09,
In this case study, one can clearly observe the four stages of group development: Forming, Storming, Norming, and Performing. This model of group development is given by Bruce Tuckman. As stated by V. Balaji, this team has reached the 'Performing' stage, which is the 'Self-Managed' stage. Therefore, its productivity is at an optimum level, and a lot of integrity can be observed.
Thanks,
Komal
From India, Mumbai
Acknowledge(0)Amend(0)
In this case study, one can clearly observe the four stages of group development: Forming, Storming, Norming, and Performing. This model of group development is given by Bruce Tuckman. As stated by V. Balaji, this team has reached the 'Performing' stage, which is the 'Self-Managed' stage. Therefore, its productivity is at an optimum level, and a lot of integrity can be observed.
Thanks,
Komal
From India, Mumbai
Acknowledge(0)Amend(0)
I wonder what Ric09 does. If he or she is a student, then I wonder whether it is right that our members should be solving the case study. Would it not be better to ask Ric09 to give his or her views and then comment upon that?
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
Acknowledge(0)Amend(0)
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
Acknowledge(0)Amend(0)
I do agree with Mr Simhan.. Let’s have openion of Ric09 then can discuss further. Cheers... Jitender
From India, Meerut
Acknowledge(0)Amend(0)
From India, Meerut
Acknowledge(0)Amend(0)
I think this is a case study about informal group. Because it was developed naturally among the new employees. It was not designed by the management of the organisation.
From India, Calcutta
Acknowledge(0)Amend(0)
From India, Calcutta
Acknowledge(0)Amend(0)
Dear Ric09,
Going by the literal meaning of a team (A team comprises a group of people linked by a common purpose. Teams are especially appropriate for conducting tasks that are high in complexity and have many interdependent subtasks).
Here, the company has tried to facilitate informal introductions among team members and to acclimate them to the company's environment in a more formal manner. This is an effective measure in ensuring team formation and can be particularly suitable for smaller organizations.
I believe this approach will be helpful, especially when individuals hold cross-functional roles within companies.
Thanks, Ashok. I strongly believe in the formula = Trust + Responsibility + Respect + Own Culture. It provides insight into team formation.
Regards,
Vinod Bhatt
OD & Learning at ST Microelectronics
HR Professional
From India, Delhi
Acknowledge(0)Amend(0)
Going by the literal meaning of a team (A team comprises a group of people linked by a common purpose. Teams are especially appropriate for conducting tasks that are high in complexity and have many interdependent subtasks).
Here, the company has tried to facilitate informal introductions among team members and to acclimate them to the company's environment in a more formal manner. This is an effective measure in ensuring team formation and can be particularly suitable for smaller organizations.
I believe this approach will be helpful, especially when individuals hold cross-functional roles within companies.
Thanks, Ashok. I strongly believe in the formula = Trust + Responsibility + Respect + Own Culture. It provides insight into team formation.
Regards,
Vinod Bhatt
OD & Learning at ST Microelectronics
HR Professional
From India, Delhi
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Induction Program.doc
Personality Development Program.ppt