Diagnosis A
Organizational level diagnosis looks at the whole system, including strategy, culture, and structure, and how the organization interacts with the external environment.
Group-level diagnosis focuses on team dynamics, group composition, norms, and processes, such as communication and decision-making.
Individual-level diagnosis zooms in on job design, task structure, and personal motivation factors. The levels are interconnected; what happens at the organizational level impacts groups, and group dynamics affect individual jobs.
What are the key differences between diagnosing at the organizational level versus the group and individual levels?
Group performance can influence individual job satisfaction and vice versa. Understanding group dynamics ensures effective collaboration and job satisfaction, while diagnosing individual jobs helps improve motivation and productivity. Neglecting either level can cause organizational inefficiencies
Why is it important to diagnose both group and individual job dynamics when assessing overall organizational performance?
Norms can be shaped intentionally through leadership or by developing shared goals.
Can norms be intentionally developed or changed?
Group composition (skills, diversity, personalities) determines how well team members complement each other. A mix of skills and experiences can enhance problem-solving and innovation.
How does group composition affect a team’s ability to perform effectively?
Too much diversity without effective management can lead to communication breakdowns and conflict.
Can too much diversity ever be a disadvantage?
Group norms are the informal rules that dictate behavior within a team. They impact how members communicate, make decisions, and resolve conflicts. Positive norms encourage collaboration and accountability, while negative norms (like tolerating underperformance) can harm effectiveness.
In what ways do group norms influence team behavior and performance?