It has to keep them informed about what is going undercurrent without losing the trust and confidence of people in the organisation. Informal organisation and groups put additional responsibilities on the HR division which is considered to be the eyes and ears of top management. The groups may also drive power through negotiation and contracts, absorbing or joining hands with other groups. For instance, the board of directors makes the policy while the management team is responsible for its implementation.
The power of the group is defined in many cases.
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One department may have full control over finances, while another may look after the human resources. Some departments may have functional authority while others may have advisory status. The intergroup relationships in any organisation are further regulated by the rule of division of labour, regulations and procedures. When the groups know their job and the objectives behind it, they are likely to perform better. Intergroup behaviour consists of interactions between the various groups and depends upon factors like the knowledge of the task, objectives and interdependence. What a member wants to contribute, what he can contribute to the group cause and the extent to which he will interact with the other members of the group will depend upon factors such as his physique, mental abilities and intelligence, aptitude, interest and personality. Interpersonal behaviour is governed by interpersonal needs. As Kurt Lewin puts it, “a change in a part brings change throughout the entire system analogous to the change witnessed in an electrical or magnetic field.” The adjustive changes may take place in the process of interpersonal behaviour or intergroup behaviour. Group dynamics refer to the adjustive changes that take place in the group structure as a result of changes in any part of it. Group Dynamics: Definitions, Concept, Characteristics, Importance, Principles, Stages and Other Details Guidelines for Better Use of Group Dynamics.
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