MGT9639M Organisational Psychology Assignment Sample

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Introduction

Teamwork is an essential aspect that allows a group of individuals to achieve a mutual objective while working for an organisation. In this regard, the following essay aims to demonstrate my understanding and experience is linked with teamwork that I have achieved after their engagement with the module. The essay would link my experience with conflict management while working as a manager for Wm Morrison Supermarkets or Morrisons where I utilised my managerial skills. Individual strengths and weaknesses that I have identified after working in the team and gathering feedback from my peers. The following discussions would also identify the areas where the teamwork was not as per the organisational requirement and thus requires improvements or together. Some of the key ways through which teamwork can be improved in future would also be discussed based on my existing experience that would help in improving my teamwork capabilities.

Discussion

Collaboration and communication are the fundamental stances of teamwork. Teamwork world helps an individual to bring up the capabilities in oneself along with nourishing it with the help of brainstorming (Tang et al. 2020). Morrison’s shares their huge name in the marketplace which has built a level of pressure on me as I was appointed as the operation manager in the corporation and it has been 2 years since I am working here. In practically every organisation, operations managers are key members of upper management who ensure that the organisation is functioning at optimum efficiency. After joining the organisation, I have been assigned with responsibilities such as monitoring financial information, supervising the inventory and supply chain, staffing and workflow management and many more.

Operational manager is the one of the positions which I have dreamed of when I was seeking a job and I feel fortunate enough to start my career at Morrisons as an operation manager. The journey was about to start as I got accompanied by all the staff of the corporation who are friendly and are able to be there when anyone suggests that they are immensely helpful. I was being allocated with a few fellow companions who are about to work under me and I was about to supervise them which will help them to understand their job role. Understanding job roles and responsibilities is highly important (Mintzberg, 2019). Initially, I was quite in pressure with a minimum confidence that I will be able to maintain a big responsibility which I have undertaken. Time passes and after 7 months of my career, some conflicts have started to emerge in my team.

Team members are the one who help each other as they have the same goal and mission. I have never judged anyone based on their working capabilities. I feel that there is more to an individual than their working skills. I had always treated them fairly and made friendly relations with them so that there would be no communication gap which may later hinder the organisation’s functioning. After a few months, my senior supervisor has told me to assist someone under me for the position of “assistant operation manager”. From that day, the starting of an inner conflict in my team began. All of my fellow companies have a sense of competition among themselves to get the position. However, the scenarios completely changed. Initially, I was not able to sort things out among them due to lack of experience and problem-solving skills. Nevertheless, when things were getting ugly at the workplace, hindering the atmosphere was the last thing I wanted. Therefore, consulting with my supervisors and management I tried to resolve the conflict among them by making them understand the role of team work and its influence on every individual’s growth. An operation manager is a huge responsibility and due to lack of certain skills has created challenges for me at the organisation. Furthermore, the following section will highlight module engagement with the help of expectancy theory.

The overall module has been helpful to provide a range of information in relation to the empowerment of self-efficiency in the professional field. As per my concern, effective leadership growth can be ensured under the lights of preferring developed teamwork. Due to this reason, the module has shed light on highlighting both the consequences of work motivation and job design that can largely influence an organisational growth. Apart from that, the module has also covered the attributes of individual differences that has exclusively supported the interrelation between stress and personality. Motivated workforce can provide a positive influence in terms of efficiency at dressing workplace issues and problems with practical solutions (Chidume et al. 2020). The consequences of the expectancy theory of motivation can be largely intercepted in this concern. The theoretical belief reflects the motivation of an employee as a deliverable to disclose his desire of achieving a valence (Lloyd and Mertens, 2018). From this viewpoint, the ultimate concern of this theory can be highlighted to recognise future expectations as the most influential factor to enhance individual motivation level in the workplace. Motivation in this case can also be recognised as a functional element of expectancy, instrumentality, and valence (Refer to appendix).

The module has also shared light on the decision-making concept of an organisation where culture and change management eventually play a significant role. Supportive and flexible organisational culture can efficiently drive an organisational performance towards excellence in the market depending on swift and smooth organisational operations (Odor, 2018). While working as an operation manager in Morrisons, I was actively engaged with the organisational decision-making prospect. I had signified the concept of collaborative decision making where group thinking is noticed to add a greater value in the overall decisions undertaken for supporting the organisational business growth. The escalation of commitment can also be enlightened in this context by driving self-motivation and teamwork in the decision-making process. Our organisational culture had also been supportive to empower the attributes of team working as an integral part of achieving operational flexibility and subsequent future growth opportunities. Along with the maintenance of a collaborative culture, I had also noticed my team members and employees to profoundly communicate between each other as a sequential parameter to encourage team working.

One of the finest attributes related to the concept of team working highlights simplified adoption of change management with positive human responses (Adhikari, 2020). In this regard, I observed successful change adoption within the organisation depending on the typical characteristics of the organisational workforce in relation to teamwork and group thinking, collaboration and others. On the other hand, profound emphasis is eventually kept upon the empowerment of group presentations to maximise performance in the team simulation. Along with signifying the consequences of culture and team decision making concept, the module has also covered the achievement of required synergy regarding group decision making. In this case, an organisational management might be able to ensure successive change management by efficiently identifying relational internal and external triggers.

When it comes to teamwork, decision making plays an important role as this helps in several ways in dividing the workload within the team and increasing the overall productivity. In most cases, the decision-making rests on the leaders and managers of the group, however from my experience I have seen that decision making can be improved by involving the other members working in the team (Wierda et al. 2020). Including others in the decision-making process allows the leaders to identify the existing issues that they were not able to identify before. Thus, inclusion of others in the decision-making process helps in achieving a wider perspective of all the organisational aspects where decision making is involved. Decision making is also important for teamwork as it allows the managers and leaders to make informed decisions and especially regarding the division of workload between the different team members (Mayo, 2020). In most cases, teams are not evenly divided when it comes to the skill sets of the team members and therefore it becomes essential to conduct an effective division of workload so that the objectives of the team can be achieved by evenly utilising the various skillsets possessed by the team members

The motivation of employees is another important aspect that determines the overall productivity of a team and a highly motivated team tends to perform better compared to a less motivated team (Abbas and Nawaz, 2019). This is another reason why leaders and the management of an organisation focus extensively on achieving and maintaining a motivated workforce. It has been seen that employees who are motivated in a team tend to motivate others with their performance and therefore it allows the team to achieve the complex objectives without issues linked with productivity and efficiency. Concluding from my own experience I have seen that individuals who are highly motivated are more resource-efficient which further helps the managers and leaders to improve their resource management skills. Adding to that, a motivated workforce also archives it’s given objectives within the given timeline, which increases the time efficiency of the workforce (Tenrisanna et al. 2021).

Individual differences within the team members in a particular team can often turn out to be an issue while on the other hand this can also be utilised as an advantage to achieve critical tasks and objectives. It becomes essential for the manager of the team to ensure that individual differences existing within the team do not affect the overall organisational culture (Coursey et al. 2018). Individual differences within our team can be utilised by the manager to achieve effective knowledge transfer mode experienced individuals in the team can train experienced employees. This helps in improving the overall engagement rate of the team as well as improving the motivation levels. Utilising individual differences within a team in terms of knowledge transfer also increases the overall communication levels. This on the other hand reduces issues and risks linked with communication gaps thereby improving communication within the team (Matthews et al. 2019).

Organisational culture is considered to be one of the most important aspects in building efficiency among the team members (Roscoe et al. 2019). Employees will follow what the organisational culture will show them, if there is equality and diversity in the organisational culture, and then it becomes mandatory for the employees to follow it. For example, during the situation when there was conflict among my team members for the position of assistant operation manager, it completely changed the culture and environment of the workplace which has severely affected teamwork productivity. Encouraging cooperation is an important aspect of fostering a collaborative corporate culture (Martínez-Costa et al. 2019). Instead of just promoting rivalry, a culture of cooperation encourages employees to actively participate and utilise all relevant talents and capabilities to achieve company-wide goals.

While performing team-oriented simulation, different individuals of other departments will work together which enables for a focus on expertise in the area for every personnel, encompassing content which may be of limited significance to certain other employees (Salas et al. 2018). By giving scenarios and unique challenges to cooperation abilities, I believe that team stimulation will enable participants to engage in difficult situations that are closely related to their past work experience. This will enable cross-role knowledge and practises in distinct positions and responsibilities, as well as encouraging team evaluation on practice through a collaborative assessment of what happened during the simulation (Salas‐Vallina et al. 2021).

Morrisons can be regarded as one of the largest places to work with. Therefore, being an operations manager in such a place can be said to be a huge achievement. In this regard, analysis of strengths and weaknesses is extensively important for upgrading the management skills and boosting the performance of the company (Mirza and Datta, 2019). Primarily, it can be said that as my strengths are concerned, I can say that I have a great sense of humanity. While working in an organisation, employees often look for a place to work which understands their situations and provides them with the necessary means. Therefore, having humanity despite the harsh phase of Covid-19 can be of great benefit in becoming an operations manager in a company (Gupta, 2020). Additionally, I have control over my temperance to make the employees feel more valued, respected, and comfortable. In several cases, it can be seen that managers often lose their temperament to get their jobs done by the employees. Furthermore, if anything goes wrong, managers tend to behave rudely with their employees. Therefore, controlling temperance is the key to making the employees feel engaged and involved in the company. While the conflict in my team was on the rise, I gained full control over my temperament. Losing of which could worsen the scenario to a different level.

Additionally, capability to appreciate can be regarded as a great strength in an individual. Employees that work want to get recognised and they always look for appreciation for their even smallest achievement. Even these appreciation through rewards and recognition works wonders on boosting their confidence which results in higher levels of productivity (Labolo, 2021). Managers in this regard play a huge role in leading and motivating team members for increasing the productivity level. Therefore, the strength in me for appreciating even the smallest achievement can work wonders in development of team work and productivity. On the other hand, I try my best to stay fair with my team members. Personal relationships are kept aside at the time of working. Every employee, despite their personal relationship or friendship with the managers, needs to be treated fairly to make everybody feel equal and valued (Abbas and Wu, 2019). Fairness in the working environment of the employees assists in creation of a healthy working culture, which is beneficial from both the ends of the company and its employees.

Every individual has several weaknesses, alongside the strengths. The weaknesses need to be evaluated and addressed for personal development and growth in handling or managing people in a company. During my initial working period in Morrisons, I encountered a conflict which rose among my team members. Initially my confidence level was low and therefore, the way I was handling the situation was not up to the mark. Confidence level plays a huge role in encountering unforeseen situations of a team. Additionally, the habit of procrastination needs to be addressed for early arrival to the solution of any conflicts or others. Procrastination can be regarded as a tendency to postpone things or activities for the future, which needs to be overcome (van Eerde and Klingsieck, 2018). While the conflict in the team arose, necessary steps needed to be taken for early resolution and to prevent the conflict from growing over time. However, due to my blunt analysing skill and habit of procrastination, I thought that the conflict would be resolved on its own and if it lasts, I would address it later. Thus, with time, the conflict grew and due to lack of problem-solving skill, I could not address the problem immediately.

Therefore, it can be said that the capability of the manager in terms of managing a situation is crucial for the team’s development along with personal growth and confidence. Without proper addressal of the weaknesses and working on the strength, growing through a situation can be regarded as critical for a manager. Employees desire to work under people that are generous, kind and understanding towards them. Additionally, employees also look to be directed and led by an experienced and skilled person. Therefore, as a manager, I need to address my weaknesses for getting respected and wanted by the employees. Furthermore, these skills are necessary for proper management of teams. Without the skills of problem solving, judgement, forecasting and others, the efficiency can be hampered (Rahman, 2019). Combination of all the structured skills can assist in becoming an efficient and successful manager. Based on my previous experience, improvements need to be made for successful management of the future teamwork.

The consequences of the future teamwork improvement are largely dependable upon the development of my own weaknesses as notified while operating in medicines as an operation manager. My weaknesses highlight a low level of confidence along with inadequate problem-solving and procrastination. In this case, I think that the improvement of future teamwork can be driven through efficient leadership where the leaders are required to consider efficient decision making in accordance with the organisational psychology. In order to enlighten the consequences of future teamwork development, the Tuckman and Jensen team development model can be highlighted.

As per the theory of Tuckman and Jensen, it has been stated that there are five potential stages that a team has to go through for the development process. Thus, the five stages that an employee has to go through are forming, storming, norming, performing and adjourning for any project conducted by an organisation (Donald and Carter, 2020). Hence, the stage of development starts from the initial part of the first group meeting to the end or accomplishment of the project. The first stage of development is forming the participant of the group as they have just met with each other. At the first point meeting, they are overly polite and pleasant, which will be eased over time (Jones, 2019). Hence, they remain excited to start something new as per new joints and excited to know other group members. Hence, I can take the initiative to start with a happy and joyful nature which would create a strong bond between the members of the group. The second stage for development comes to storming, it enables the members to understand the responsibility and weight of accomplishing the given task on a given time period. Thus, it may create clashes between some of the members that have different personalities or mindset. Whereas, norming is the third part of the development stage the members start to appreciate the capabilities of their group members as per their individual strengths. Thus, it results in the team working in sub-groups and working as a cohesive unit (Donald and Carter, 2020). At this point of the development stage, I can reward particular employees according to their performance level as it might create motivation among the others. The fourth stage being the performance stage of the development process, the members of the group are well motivated, knowledgeable, and confident about the project they are working on. Thus, this stage showcases the maximum performance of the team and driving full speed to their final goal for the accomplishment of the project. The last and the final stage of the process is being adjourning, the team disband as the project ends. It creates strong bond among the members and they feel a bit loss as the experiencing of working together as a team is over.

As per my evaluation of weaknesses, I need to develop my critical thinking ability along with problem solving aspects as a subsequent pathway to efficiently support team working while operating in the professional field. These aspects are eternally related to the decision-making process where the competency of a manager or leader could be measured. In terms of providing real business evidence of this feature, the context of a renowned retail service provider Marks and Spencer can be highlighted. The organisation experienced toxic consequences of bad decision making, which created an obstacle to their future growth opportunities (Russon, 2020). However, adequate attention from the organisational leaders and managers helps them to cope up with this problem and emerge with subsequent growth chances.

However, the consequences of team working are also maintaining a transverse relationship with the cultural sequences in an organisation (Askari et al. 2020). I think that the Schein cultural model can be highly supportive in this concern to encourage teamwork with the implementation of supportive workplace culture. The theoretical understanding defines three different levels of organisational culture including artifacts, values and assumed values (Coghlan, 2021). Along with shedding light on the artifacts, I think that the values can create high levels of consciousness in the workforce that can efficiently empower teamwork on the basis of a motivated workplace. In the case of providing different values to the individuals working in an organisation, explicit collaboration and communication could be supported as an integral part of developing flexible organisational culture. Serving as an operation manager in Morrisons, I had largely interacted with my team members and subordinates to make them feel valued in the organisation which eventually added a greater value to the overall team working.

Conclusion

In relation to the above discussion, it can be stated that the essay has been focused on teamwork and about my individual strength and weakness. the essay has the highlighted the collaboration and communication being the fundamental stances of teamwork. I have stated in this essay about the start of my career at Morrisons as an operation manager and the responsibilities that have to accomplish. Being an operational manager, the essay has showcased the formation of team work that has highlighted the organisational culture and team simulation. The essay has also showcased the SWOT analysis of Morrisons. Thus, it has highlighted the strength, weakness, opportunities, and threats that are being faced by Morrisons. The consequences of future teamwork development, the Tuckman and Jensen team development model has been highlighted in the essay.

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