WEEK 6 ORGANIZATIONAL INTERACTIONS Relationship building ... · OB MBA, 3rd ed., 2016, Prof. Dr. P....
Transcript of WEEK 6 ORGANIZATIONAL INTERACTIONS Relationship building ... · OB MBA, 3rd ed., 2016, Prof. Dr. P....
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
WEEK 6
ORGANIZATIONAL INTERACTIONS
• Relationship building
• Decision-making
• Conflict and antagonism
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
a/Groups
A group may be seen as two or more interdependent individuals
who interact and influence each other in a collective pursuit of a
common goal (Bartol & Martin).
Relationship-building
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
Common group member roles include (Benne & Sheats):
• Group task roles that help a group accomplish its goals
• Group maintenance roles which help foster group unity
• Self-oriented roles that are related to the personal needs
Relationship-building
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
Relationship-building
b/Teams
Coherent groups that share
a commonly acknowledged
goal wherein the members
play a contributing role as a
tendency to behave,
contribute and interrelate
with others in a particular
way (Belbin)
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
Relationship-building
Groups Teams
→little communication
→no support
→lack of vision
→exclusive cliques
→plenty of opportunity for discussion
→plenty of support
→discovery supported by openness
→work groups combine easily into teams
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
a/Decisions:
They can be seen as moments of choosing or passing judgment.
Consequence: Passing judgement brings about effects; thus a
decision is a cause.
If the effect is judged to be short of expectations, can the decision
be labelled as “bad/wrong”?
Decision-making
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
b/Ethics of decision-making:
Qualifying a decision as “good/correct” or “bad/wrong” brings about
an ethical dilemma: what decisions are “good” and what “bad”?
Typical answer: those which have “good/correct” or “bad/wrong”
effects or consequences.
Decision-making
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
However, how can one know that a decision will have
“good/correct” or “bad/wrong” effects or consequences?
Experience may give some clue about it but no one really knows!
Thus there is no certainty about establishing the truth or falsehood
of a decision the moment of passing judgement; only
retrospectively but it is already too late!
Decision-making
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
c/Typology
Relatively to the degree of structure:
• Programmed decisions: These describe relatively structured
solutions to specific problems
• Non-programmed decisions: These refer to relatively
unstructured solutions to more complex problems
Decision-making
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
d/Approach
In an organizational structure decisions are made following a top-
down directive approach to decision making that may result in
timely and high-quality decisions.
Critique: In the top-down directive approach personnel may not
readily accept such decisions, which denotes the antagonistic
nature of decision-making in general.
Decision-making
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
e/Influences: Decision-making may be influenced by:
• Skills
• Styles
• Biases
Consequence: If decision-making is an antagonistic process, the
play of influences and biases renders it contingent.
Decision-making
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
f/Issue:
If decision-making is contingent, is there any room for rational and
procedural thinking premises for quality assurance?
Typically there are efforts into rendering decision-making rational
and procedural because of the numerous factors that affect it.
Decision-making
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
a/Conflict
“Good/correct” or “bad/wrong” effects or consequences of
decision-making may bring about the expression of power as
conflict which is variously managed.
Conflict
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
b/Assumptions
Conflict is managed according to one’s assumption about it:
• Traditional view: Conflict is seen to be dysfunctional, destructive
and irrational, resulting from poor information exchange, lack of
openness and trust.
• Human relations view: Conflict is seen to be inevitable, and
thus must be accepted.
• Interactionist view: Conflict is seen to be necessary to avoid
that effective working habits become stale.
Conflict
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
Critique:
• With the traditional view conflict is seen to be a deviation from
equilibrium, where there is none;
• Passive acceptance of conflict on grounds that is inevitable
undermines initiative and the role that agency and autonomy
may have;
• Claiming that conflict is much desired to bring out the best from
personnel may overstretch productive capabilities unduly.
Conflict
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
c/Elements of another view:
1. Antagonism:
In the dominance of the purposes and interests by the self and the
other (any other), there is a double process of acceptability:
• Self of other
• Other of self
Conflict
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
2. Distanciational antagonism:
Two cases:
• If the antagonism is ongoing, then power can come from
everywhere, take any form.
• If the antagonism is settled, there is power concentration in
specific loci. This is a situation that brings about resistances
which (eventually) render antagonisms ongoing and
interactional.
Conflict
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
3. Visibility:
Power can be made visible in that it produces vocabularies and
organizes ideas in discourses which produce knowledge and
which in turn, produces, transmits and reinforces power relations.
4. Permeability:
The visibility of one’s power renders one self permeable while
constituting a line of defense; thus society is neither inside the self
nor outside of it.
Conflict
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
5. Dynamics
Permeability of the self makes that social exchange is dynamic: if
there is a tendency towards change, there is also a tendency to
stabilize ‘transformation processes’ so as to reach one’s designs.
Yet this fixity is deferred since differences from the other are made
unstable. Difference is therefore the theatre of antagonizing forces
which, on the one hand block the full constitution of the identity,
while on the other, are also part of the conditions of existence.
Conflict
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OB MBA, 3rd ed., 2016, Prof. Dr. P.
Zamaros
Consequence
Unlike Yorke for whom “the antagonist is the thing of a person the
protagonist must vanquish to achieve their goal”, one needs to
understand the mutual fact of antagonism not as a threat to one
another, but as process of exchange where antagonisms are to be
lived with.
Conflict