Reflection of Syndicate Group
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资料包括： 论文(7页1858字)
说明：
Introduction
Since October 6th 2003, we have already studied for almost 8 weeks. On our behalf, Aston business school separated our class-MSC in International Business into about 10 syndicate groups. It is a good way for us to relate the knowledge of BHM300 Organizational Behaviour into reality. This reflection is divided into 5 parts: introduction, group development, group structure, process, and conclusion.
A group is defined as two or more individuals, interacting and interdependent, who have come together to achieve particular objectives. (Robbins, S.P., Organizational Behaviour, International edition 10th, Pearson Education International 2003, pp. 219) There are six members in our group, 2 are from Greece, 3 are from China and 1 is from Thailand. Before we come to this syndicate group, we are all independent individuals. We have joined together because our public target is to study the course of organization behaviour and accomplish the course tasks. Although we are from 3 different countries, the culture impact is only between Europe and Asia actually. We are designated and working together so that our group is also formal task group.
Group Development
The Five-stage Model
1.Forming
Actually we didn’t have any chance to choose our group mates because Aston business school has already arranged. By after all, we still have the same goal. So at the begging, we just follow the names on the bulleting board to find our group mates. At this moment, we had not had any structure or norms because it was the first stage of group development. We just introduced each other and tried to understand which types of behaviour are acceptable by our group mates.
2.Storming
n my group, this stage is not very obvious and members reached the synergy very quickly. It is surprised that there was not any conflict at all. Although we decided to set up two leaderships in our group, the real situation is that we did not give the actual decision that who are the two chairmen. We can consume that the unclear decision is a kind of neutralization from the conflict, or we can say that we did not know each other very well so that we cannot decide who is more suitable for the leadership.
资料包括： 论文(7页1858字)
说明：
Introduction
Since October 6th 2003, we have already studied for almost 8 weeks. On our behalf, Aston business school separated our class-MSC in International Business into about 10 syndicate groups. It is a good way for us to relate the knowledge of BHM300 Organizational Behaviour into reality. This reflection is divided into 5 parts: introduction, group development, group structure, process, and conclusion.
A group is defined as two or more individuals, interacting and interdependent, who have come together to achieve particular objectives. (Robbins, S.P., Organizational Behaviour, International edition 10th, Pearson Education International 2003, pp. 219) There are six members in our group, 2 are from Greece, 3 are from China and 1 is from Thailand. Before we come to this syndicate group, we are all independent individuals. We have joined together because our public target is to study the course of organization behaviour and accomplish the course tasks. Although we are from 3 different countries, the culture impact is only between Europe and Asia actually. We are designated and working together so that our group is also formal task group.
Group Development
The Five-stage Model
1.Forming
Actually we didn’t have any chance to choose our group mates because Aston business school has already arranged. By after all, we still have the same goal. So at the begging, we just follow the names on the bulleting board to find our group mates. At this moment, we had not had any structure or norms because it was the first stage of group development. We just introduced each other and tried to understand which types of behaviour are acceptable by our group mates.
2.Storming
n my group, this stage is not very obvious and members reached the synergy very quickly. It is surprised that there was not any conflict at all. Although we decided to set up two leaderships in our group, the real situation is that we did not give the actual decision that who are the two chairmen. We can consume that the unclear decision is a kind of neutralization from the conflict, or we can say that we did not know each other very well so that we cannot decide who is more suitable for the leadership.