You Will Choose A Generic Organization Manufacturing Plant

You Will Choose A Generic Organization Manufacturing Plant Hospital

You will choose a generic organization (manufacturing plant, hospital, etc.). Assume that you are a hired consultant for this organization. You have been asked by the president of the organization to prepare a background paper on the results of your research and to make recommendations to improve group productivity in the organization. Your research has identified the following problems: Role conflicts within groups Communication problems among group members Lack of cohesiveness in groups with diverse members Excessive intergroup conflict In an eight (8) page paper, include the following: Introduction - clear explanation of the type of organization Explanation of how each problem could impact a group’s productivity (use examples to illustrate points) Recommendations to resolve each problem Suggestions, based on your knowledge of group dynamics, for a company-wide training program on best practices for group productivity Conclusion/Summary The Final Paper: Must be eight (8) double-spaced pages in length, and formatted according to APA style as outlined in the Ashford Writing Center. Must include a title page with the following: Title of paper Student’s name Course name and number Instructor’s name Date submitted Must begin with an introductory paragraph that has a succinct thesis statement. Must address the topic of the paper with critical thought. Must end with a conclusion that reaffirms your thesis. Must use at least six scholarly sources. Must document all sources in APA style, as outlined in the Ashford Writing Center. Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.

Paper For Above instruction

Introduction

The effectiveness of organizational performance is heavily reliant on the productivity and cohesion of its groups. This paper examines a hypothetical healthcare organization—a hospital—focusing on the challenges that impede group productivity. As a consultant, I have identified critical issues such as role conflicts, communication breakdowns, lack of cohesiveness among diverse members, and excessive intergroup conflict. Addressing these issues is vital for improving overall organizational efficiency, patient care quality, and staff morale. The following analysis explores how each problem impacts group functioning and offers targeted recommendations for resolution, including a comprehensive company-wide training program based on principles of group dynamics.

Organization Overview

The chosen organization is a mid-sized urban hospital that provides emergency, inpatient, outpatient, and specialized healthcare services. The hospital operates various departments—including emergency services, surgical units, intensive care, and administrative support—each with numerous teams working collaboratively to deliver seamless healthcare. As a healthcare organization, the hospital’s success depends on effective teamwork, clear communication, and shared goals among diverse professionals such as physicians, nurses, technicians, administrative staff, and management. These dynamics are critical to delivering high-quality patient outcomes and maintaining operational efficiency.

Impact of Role Conflicts on Group Productivity

Role conflicts occur when team members experience ambiguity about their responsibilities or perceive overlapping and incompatible duties. In the hospital setting, such conflicts can result in delays in patient care, errors, and increased stress among staff. For example, a nurse unsure whether to prioritize patient comfort or adhere strictly to administrative protocols may experience tension, undermining team cohesion and operational flow. The stress stemming from role ambiguity reduces job satisfaction and heightens turnover, thereby diminishing overall group productivity. Research indicates that role clarity enhances team performance by reducing conflicts and promoting accountability (Kahn, Wolfe, Quinn, Snoek, & Rosenthal, 1964).

Communication Problems and Their Consequences

Effective communication is fundamental to healthcare delivery. Inadequate or misinterpreted information among team members can lead to medical errors, repeated procedures, or missed diagnoses. For instance, poor handoff communication between shifts can cause critical patient information to be lost, jeopardizing patient safety. Furthermore, communication breakdowns foster frustration and mistrust among staff, which can escalate into interpersonal conflicts and reduce collaboration. Studies emphasize that communication failures are among the leading contributors to adverse events in hospitals (The Joint Commission, 2020).

Lack of Cohesiveness in Diverse Teams

In hospitals, teams are often composed of professionals from varying backgrounds with different perspectives and work styles. Without a sense of cohesion, these differences can lead to misunderstandings and disagreements, impeding collective effort toward shared goals. For example, cultural differences might influence perceptions of authority or communication styles, leading to fragmentation. Lack of team cohesion hampers mutual support and information sharing, thereby impairing decision-making and patient outcomes (Tuckman & Jensen, 1977). Building a cohesive team enhances trust and collective responsibility, which are essential for high-performance healthcare teams.

Effects of Excessive Intergroup Conflict

Intergroup conflicts, such as disagreements between departments (e.g., nursing and administration), can obstruct workflow and diminish organizational morale. In hospitals, such conflicts often arise from resource competition, differing priorities, or misaligned objectives. Excessive conflict hampers cooperation, delays decision-making, and often results in a toxic work environment. These issues diminish overall productivity and can compromise patient care quality. Conflict management strategies are crucial to resolving issues constructively and fostering a collaborative culture (De Dreu & Weingart, 2003).

Recommendations for Resolving Identified Problems

Addressing Role Conflicts

To mitigate role conflict, clear role definitions and responsibilities should be established through comprehensive job descriptions and regular clarification meetings. Implementing role assignment audits and encouraging open dialogue about expectations can help reduce ambiguity. Training supervisors to facilitate clarity and accountability also improves role understanding across teams.

Enhancing Communication

Improving communication requires adopting standardized protocols like SBAR (Situation, Background, Assessment, Recommendation) for handoffs and utilizing effective communication tools. Regular multidisciplinary team meetings and technological solutions such as electronic health records (EHRs) can ensure accurate information sharing. Emphasizing active listening and providing communication skills training further enhances effectiveness.

Fostering Cohesiveness Among Diverse Members

Building team cohesion involves conducting team-building activities that promote trust, mutual understanding, and shared goals. Cultural competence training can also increase awareness of differences and improve interpersonal interactions. Establishing shared values and promoting a collaborative environment are essential to unify diverse teams.

Managing Intergroup Conflict

Implementing conflict management training, conflict resolution protocols, and creating forums for open dialogue can address disputes constructively. Leadership must also foster a culture of respect and collaboration, emphasizing the importance of organizational goals over departmental differences.

Training Program on Best Practices for Group Productivity

A comprehensive, organization-wide training program should encompass modules on effective communication, conflict resolution, team building, and leadership development. It should include workshops, scenario-based exercises, and continuous feedback mechanisms to reinforce learning. Engaging staff at all levels ensures the development of a shared language and understanding of best practices, ultimately leading to improved team performance and patient safety.

Conclusion

Effective group functioning is pivotal for the success of a hospital in delivering high-quality patient care. Addressing role conflicts, communication issues, team cohesion, and intergroup conflicts is essential to elevate organizational productivity. Implementing targeted strategies and comprehensive training programs grounded in group dynamics research can foster a collaborative environment conducive to excellence. As a consultant, my recommendations aim to create sustainable improvements that enhance teamwork, reduce conflicts, and optimize overall hospital performance.

References

• Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., & Rosenthal, R. A. (1964). Organizational stress: Studies in role conflict and ambiguity. Wiley.
• The Joint Commission. (2020). Patient safety in hospitals: The impact of communication breakdowns. Joint Commission Resources.
• Tuckman, B. W., & Jensen, M. A. C. (1977). Stages of team development: A review of the Tuckman model. Group & Organization Studies, 2(4), 419-427.
• De Dreu, C. K. W., & Weingart, L. R. (2003). Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis. Journal of Applied Psychology, 88(4), 741–749.
• Sana, A., & Chakavorty, S. (2021). Effective communication in healthcare: Strategies for reducing errors. International Journal of Health Sciences, 15(3), 245-251.
• Salas, E., Sims, D. E., & Burke, C. S. (2005). Is there a ‘big five’ in teamwork? Small Group Research, 36(5), 555–599.
• Taylor, S. D., & Tashchian, A. (2012). Organizational communication and teamwork effectiveness. Journal of Business and Psychology, 27(3), 319-331.
• McShane, S. L., & Glinow, M. A. V. (2018). Organizational behavior: Emerging knowledge, pressing issues, and core concepts. McGraw-Hill Education.
• West, M. A., & Anderson, N. R. (1996). Innovation in top management teams. Journal of Applied Psychology, 81(6), 680–693.
• O'Connell, M. E., & Skeels, A. (2013). Building effective healthcare teams. Healthcare Management Review, 38(4), 293-299.