This persuasive essay has been based on analyzing the nature of working groups, teams, conflict and negotiation in an organization. Work groups and teams identification will be provided by the model of Wilfred given on group experiences with respect to Bruce Tuckman model. The development stages by Scott Peck will be explained as a model to understand group and team experiences.
Furthermore, conflict and negotiations section will be explained by understanding the relationship between them in order to analyze their influence on groups and teams. Then focus will be laid on understanding the influence of work groups and teams on organization culture with respect to influence on groups and teams in the management of employees. Critical analysis of each of these models using real examples will be done in order to understand the true relationship of each of these attributes with regard to organization culture and its structure in the globalized world.
According to Schein, work groups are employees of an organization working in aggregation to each other with a focus on individual goals. Teams on the other hand are defined as members of organization grouped together to focus on shared belief and goal. Teams often fail in organizations and those organizations implementing teams in their work places require to have a balanced perception on team benefits and its limitations. Ineffectiveness of work teams is a result of social loafing (decrease in efforts made individually as increase in the group size takes place), expecting unrealistic results from the team members resulting in irritated and frustrated team members along with inefficient leadership.
In the year 1965 however, a very essential proposal of a model was made by Bruce Tuckman (Cordery, et al., 2011). This model was known as the model of 4 stages designed to study the decision making process in ideal groups which requires to occur in the form of 4 designed stages (Elmuti, 2013).