Sunweek 7 Observation Journal

Ba352yu Sunweek 7 Observation Journal

Observe a specific organization, its team structures, communication processes, organizational culture, and performance factors based on direct observation. Describe the setting, the type of teams present, their interdependence, characteristics, communication influences, and provide recommendations for improving team processes.

Paper For Above instruction

The organization selected for this observational study is a mid-sized technology firm specializing in computer maintenance and software development, located within the United States. The purpose of this observation was to analyze the organizational culture, team dynamics, communication processes, and overall performance influences within the company. The study utilized direct observation over a 45-minute period, during which behavioral patterns, team interactions, and organizational structures were meticulously recorded and analyzed.

Throughout the observation, various types of teams within the organization were identified, each characterized by distinct cultural and operational features. The company’s culture demonstrated embeddedness, with strong adherence to existing policies and procedures that reflected collective values. Independence among employees was also notable, with team members reporting directly to the CEO, bypassing middle management layers. This hierarchy reinforced clear authority lines, but limited interdependence among teams, emphasizing a top-down operational approach. Despite this structure, a degree of innovation was observed, especially among team members tasked with software development, indicating some level of autonomy within the framework.

Organizational culture leaned towards collectivism with a preference for power distance, where team members accepted hierarchical directives without significant uncertainty or dissent. Harmony within teams was evident, and interactions seemed cordial and coordinated. The organization’s emphasis on hierarchy and formal authority was further reinforced by regular performance appraisals and feedback sessions, which motivated employees and fostered a performance-oriented environment. The CEO emerged as a pivotal motivating figure, aligning with motivational theories that underscore the importance of charismatic leadership in organizational success (Hanel et al., 2018).

Team characteristics significantly influenced organizational performance. The teams valued diligence and aligned closely with organizational policies, promoting high levels of commitment. The teams engaged predominantly in tasks such as hardware repair, software installation, and system maintenance, which required coordinated effort—therefore exemplifying strong teamwork processes. Tasks were often executed collaboratively, with members contributing their specialized skills to achieve collective objectives. The organization’s commitment to teamwork was further supported by a culture that encouraged collaboration and active communication between team members, which, in turn, enhanced productivity and problem-solving capabilities.

Communication processes within the organization played a crucial role in shaping team performance. Clearly defined roles and responsibilities minimized misunderstandings and facilitated effective decision-making. Conflict resolution mechanisms were embedded within organizational policies, ensuring that disagreements were addressed constructively. The decision-making process was primarily centralized, with the CEO and team leaders making decisive calls, which streamlined operations and reduced ambiguity (Ownsworth & Dwan, 2017). Feedback—whether giving, receiving, or eliciting—was a routine aspect of interactions, fostering an environment of continuous improvement and learning.

Several factors influence communication within the organization, including organizational hierarchy, cultural norms, and interpersonal dynamics. While the hierarchy promoted clear authority, it sometimes limited openness and creativity, particularly among team members who had little autonomy over their tasks. To enhance innovation and adaptiveness, the organization should consider increased freedom for teams to explore new methods and solutions. Encouraging interdependence among teams can foster knowledge sharing, reduce silo effects, and stimulate creative problem-solving (Hugo, Matthias, & Andrea, 2018).

Based on the observations, one key recommendation is to promote greater autonomy within teams to enhance their creative capacity. This could involve decentralizing decision-making processes and allowing teams more discretion in how they accomplish their tasks. Additionally, fostering inter-team collaboration by establishing cross-functional projects could improve organizational agility. Introducing practices such as regular interdepartmental meetings and joint problem-solving sessions would facilitate knowledge transfer and collective innovation. Strengthening communication channels—such as implementing more open forums or digital platforms for sharing ideas—can further support these initiatives.

In conclusion, this observational study highlighted the significant influence of organizational culture, hierarchy, and communication processes on team performance. While the company demonstrated strong adherence to structured procedures, opportunities exist to enhance creativity and interdependence, ultimately leading to improved organizational agility and innovation. By empowering teams through increased autonomy and fostering more cross-team collaborations, the organization can better adapt to industry changes and sustain long-term success.

References

  • Hanel, P., et al. (2018). Cross-Cultural Differences and Similarities in Human Value Instantiation. Frontiers in Psychology, 9, 78-94.
  • Hugo, M., Matthias, S., & Andrea, P. (2018). Motivation and Volition in the Workplace. Springer.
  • Ownsworth, T., & Dwan, T. (2017). The Big Five personality factors and psychological well-being following stroke: a systematic review. Disability and Rehabilitation.
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