Annotated Bibliography – Organizational Behavior and Group Dynamics

Annotated Bibliography – Organizational Behavior and Group Dynamics

Employing individuals who have Leadership, Knowledge, Wisdom and Experience to promote effective Organizational behavior and Group Dynamics

Adler, N. J., & Gundersen, A. (2007).  International dimensions of organizational behavior. Cengage Learning.

            Adler and Gundersen explain that most of the activities carried out in an organization need skills and a certain level of expertise. The higher the level of knowledge and skills that a worker has the higher the level of motivation they have. The type of leadership in an organization greatly influences its productivity because a good leader is able to guide the employees towards achieving organizational goals. In addition, the leaders recognize the need to match the skills and knowledge of employees to the nature of the job to suit their skills. The authors contend that individuals and groups have the potential to determine the success of the organization. Effective leadership is important in meeting the goals of an enterprise because they are able to enhance cohesion in groups thus promoting their effectiveness. Individuals also need to be motivated to work towards the organizational goals despite their different backgrounds. According to Adler and Gundersen, the selection of employees in an organization must be done according to their skills, experience, and knowledge. The authors suggest that enterprises succeed because of concepts such as team building, motivation, decision-making, and job satisfaction. The managers in an organization must be able to delegate tasks, organize resources, and enhance the productivity of the workforce. This is only possible when the workforce has the right skills, knowledge, skills, wisdom, and experience. The leadership skills are also crucial in achieving the success in an organization because the workforce takes initiatives thus leading to achievement of the set goals in time. The book is thus a relevant source in explaining the significance of knowledge, wisdom, experience, and leadership in organizational success.

Hogan, R. & Curphy, G. J. (1994). What we know about leadership-Effectiveness and personality. American psychologist.

            According to Hogan and Curphy, good leaders contribute to the success of a business because of their influence on the employees. They achieve this by understanding the personality of the individuals so that they are able to group them according to the areas they are best in. The article discusses the link between the organization and the personality of individuals arguing that certain competencies such as attitude and competencies determine the level of leadership approach that the leaders adopt. The authors explain that understanding individual traits such as aggressiveness, politeness, submission and dominant are crucial in determining the best area to place an employee and the part they play in teams. The article explains that the personality of individuals can be measured by using the assessment centre, personality inventories, and projective tests methods. This article is thus helpful in understanding the importance of leadership, knowledge, experience and skills in determining the company’s success.

Mowday, & Sutton, (1993). Organizational behavior-Linking individuals and groups to organizational contexts. Annual  review of psychology.

            Mowday and Sutton explain that the ability of managers or organizational leaders to form effective groups in an organization is important in achieving growth of an enterprise. Knowledge, skills, and expertise of individuals are vital to achieving the progress of the business. The authors explain that the contribution of employees in an organization is better when they work in groups. They explain that it is the work of the leaders to determine the size of teams and people to place in the groups in terms of skills, experience, and knowledge. There are different types of groups in an organization as explained by Mowday and Sutton. These include task groups that comprise of individuals who perform a narrow task within a specific period. Command groups are also important to the success of the organization, and they are comprised of a line of authority in an organization. The other type of group is functional groups that are created to perform specific goals, but without a specific timeframe. Examples of such groups include the departments in an organization that deals with different goals such as marketing and procurement. The article emphasizes on the significance of leadership skills, experience, knowledge and wisdom in the formation and motivation of these groups. It is thus a good source of information on the importance of the qualities in employees to achieve organizational success.

Mumford, Marks, , Connelly,  Zaccaro, & Reiter-Palmon, R. (2000). Development of leadership skills-Experience and timing. The Leadership Quarterly.

            Mumford, Marks, Connelly, Zaccaro, and Reiter-Palmon explain that for a manager or a leader in an organization to ensure effective organizational behavior and group dynamics, they must have leadership skills. The article explains that experience is a crucial factor in enhancing the leadership skills needed in an organization. The experience of leaders helps them in identifying the best roles that suit certain skills and knowledge of the employees. The crucial factors that the authors cite in organizational behavior is the consideration of the factors that affect the effectiveness of employees in groups and when working as individuals. The individuals are motivated by factors such as feedback and the ability to make their own decisions at the workplace. When individuals work in groups, there are certain factors that affect their effectiveness such as group processes, the size of the group, control, communication, creativity, group structure and cohesiveness of the group. According to the authors, the effectiveness of organizational behavior and group dynamics is dependent on factors such as sound leadership, experience and expertise level of the employees and leaders and wisdom. It can, therefore, be used in obtaining information about the significance of wisdom, leadership, skills and experience in promoting the effectiveness of organizational behavior and group dynamics.

Peterson, R. S., Smith, D. B., Martorana, P. V., & Owens, P. D. (2003). The impact of chief executive officer personality on top management team dynamics: one mechanism by which leadership affects organizational performance. Journal of Applied Psychology, 88(5), 795.

            Most strategies in organizational behavior aim at achieving maximum utilization of the organization’s human and non-human resources. This is according to Peterson, Smith, Martorana, and Owens, who argue that the effectiveness of groups in an organization is crucial to achieving its objectives. The effectiveness of these groups is influenced by the leader’s ability to use their skills and knowledge to guide the employees towards achieving their goals. The article suggests that it is important that the employees are trained in the various roles they are given so that they give the best results and minimize the wastage of resources in the organization. The recruitment process according to the article must be transparent and should only select the best individuals in terms of skills and experience so as to maximize their human resources. The leaders must be in a position to motivate the workers through means such as job enrichment, flexi-time, empowerment, quality circles and employee stock ownership plan. It is, therefore, a good source of information regarding the significance of leadership, experience, wisdom and skills in enhancing organizational behavior and group dynamics.

Pfeffer, J., & Veiga, J. F. (1999). Putting people first for organizational success. The Academy of Management Executive, 13(2), 37-48.

            To achieve success in an organization, it is important to consider the workforce first in terms of their skills, academic qualifications and experience in a particular field.  According to Pfeffer and Veiga, an organization that uses the teams effectively achieves long-lasting success as the team spirit is passed on to the new employees. The performance of such organizations is consistent over the years, and it is not likely to fail due to the cohesiveness of the teams. Employees work better when they are assigned tasks that suit them best in terms of wisdom, experience, and skills because they get job satisfaction. Job satisfaction can result from either the organizational factors such as the nature of work and individual determinants such as wisdom and experience. The book explains that leadership and management are different concepts and organizations must ensure that the managers and team leaders have the leadership skills required to run their jobs effectively. The book is, therefore, useful in providing information about the effectiveness of organizational behavior and group dynamics.

Kayworth, T. R., & Leidner, D. E. (2002). Leadership effectiveness in global virtual teams. Journal of Management Information Systems, 18(3), 7-40.

            Global virtual teams are relevant in the business world today due to their contribution to the success of the organization through the various online activities such as marketing. In an article by Kayworth and Leidner, the effectiveness of organizational behavior in an organization and group dynamics are influenced by the nature of the employees in terms of leadership skills, experience, and knowledge. Kayworth and Leidner suggest that the qualities associated with good leaders include the ability to take initiatives, a clear sense of purpose, optimism, a results-oriented attitude towards work, self-awareness and the ability to match the skills of employees to their jobs. The article explains that the effectiveness of organizational behavior and group dynamics depends on the style of leadership that the management or team leaser adopts. Among the leadership styles discussed include democratic, directive, participative, negotiative and consultative leaders. The article is thus a relevant source of information on organizational behavior and group dynamics in relation to employees’ qualities such as leadership, experience, wisdom, knowledge, and skills.

Kark, R., & Van Dijk, D. (2007). Motivation to lead, motivation to follow: The role of the self-regulatory focus in leadership processes. Academy of Management Review, 32(2), 500-528.

            The article by Kark and Van is useful in explaining the significance of leadership and technical skills in influencing the effectiveness of organizational behavior and group dynamics. The article suggests that organizational structures, individuals and groups in an organization have a great impact on the behavior of employees and consequently the success of the organization. The individual characteristics include qualities such s personality, technical know-how, experience and leadership skills in a certain field. The effectiveness of groups is dependent on the skills of the team leaders, communication, group cohesion and the type of group. The groups can either be formal or informal, but their effectiveness is mainly contributed by their cohesiveness and the way in which the leaders communicate the expectations of the organization from the members. The leaders in an organization should be able to convert groups into teams that achieve the results effectively. The group processes such as communication, leadership and conflict management are crucial to achieving success in organizations. The factors that affect groups’ effectiveness must be considered for an organization to achieve success. These include group the level of complexity and interdependence of the tasks in a group, decision-making process, group processes, resources and group structure. According to Kark and Van, the effectiveness of groups depends on the attitudes of the members and their behavioral patterns. The book is thus a valuable source of information on the effectiveness of group dynamics and organizational behavior as a result of skills, experience, knowledge and leadership qualities.

Kolb, D. A. (2014). Experiential learning: Experience as the source of learning and development. FT Press

            When an individual works in a certain field or a long period they are able to understand the challenges and threats in the area and thus define the best way to handle the job. The experience they gain from the repetitive nature of their jobs is crucial to achieving the success of the organization. The individual skills such as technical and leadership skills and knowledge are improved as the individuals work in a certain field. The experience makes the output of the individuals high whether they work in groups or as individuals. The experienced individuals also train other employees and help preserve the culture of the organization. The book is a relevant source in determining the extent to which leadership, wisdom, skills and knowledge contribute to effectiveness organizational behavior and group dynamics.

Sveiby, K. E. (1997). The new organizational wealth: Managing & measuring knowledge-based assets. Berrett-Koehler Publishers.

            Knowledge-based assets influence the effectiveness of organizational behavior strategies and group dynamics in an organization. This is according to Sveiby, who argues that the assets include the human resources. The effectiveness of these assets is dependent on qualities of the employees with regard to the leadership and technical skills, knowledge, wisdom and experience in the fields that they are assigned to work in. Sveiby explains that the individuals should be put into groups that later become teams that are assigned specific duties. The process of forming the groups according to the book has five phases that include forming, conflict resolution, norming, performing and adjourning. In order to manage group dynamics effectively, the leaders in an organization must take the process of group formation seriously so that the conflicts that arise are solved, and the difficulties faced by the employees are addressed accordingly. According to Sveiby, organizational behavior determines the success of the organization by helping form and manages the groups in an organization. Effective leadership is crucial to achieving the growth and expansion of an organization because the leaders are able to influence the followers due to the mutual trust they establish. The book is resourceful in organizational behavior concepts.