Q. 5 Write short notes on the following: a) Resistance to Change b) Work Related Attitudes c) Group Cohesiveness d) Barriers to Communication

 

IGNOU ASSIGNMENT 

Course Code : MCO – 01 

Course Title : Organisation Theory and Behavior

Assignment Code : MCO - 01 /TMA/2022-23 

Coverage : All Blocks

Q. 5 Write short notes on the following: 

a) Resistance to Change 

b) Work Related Attitudes 

c) Group Cohesiveness 

d) Barriers to Communication 

Answer (a)

Resistance to change refers to the reluctance or opposition of individuals or groups to accept and adapt to new ways of doing things. It can manifest in various forms, such as skepticism, fear, anxiety, or even active opposition.

There are several reasons why people may resist change, including:

1. Fear of the unknown: People may feel uncertain about the implications of the change and may prefer to stick with what they know.
2. Loss of control: Change can often be imposed on people without their input or involvement, leading to a loss of control over their work or environment.
3. Disruption to routines: Change can disrupt established routines and ways of working, causing discomfort and anxiety.
4. Personal impact: People may perceive that the change will have a negative impact on them personally, such as through increased workload or reduced job security.
5. Organizational culture: Some organizational cultures may be resistant to change, making it difficult for individuals to adapt to new ways of working.

Overcoming resistance to change requires a thoughtful and strategic approach that takes into account the concerns and needs of those affected by the change. This may involve clear communication, stakeholder engagement, and providing opportunities for involvement and input.

Answer (b)

Work-related attitudes refer to the way individuals think, feel, and behave towards their job, colleagues, and the organization they work for. Some of the most common work-related attitudes include:

1. Job satisfaction: Refers to an employee's overall happiness and contentment with their job, including the tasks they perform, their working conditions, and their relationship with their colleagues and managers.
2. Organizational commitment: Refers to an employee's loyalty and dedication to their organization, including a willingness to stay with the organization for the long-term.
3. Job involvement: Refers to the level of engagement and investment an employee has in their job, including their sense of responsibility, initiative, and motivation.
4. Work-life balance: Refers to the extent to which employees are able to balance their work and personal lives, including factors such as flexible working arrangements and access to time off.
5. Job security: Refers to an employee's sense of job security, including the perception that their job is stable and that they will not lose it unexpectedly.
6. Employee engagement: Refers to an employee's level of commitment to their job and the organization, including their emotional connection to their work, their motivation, and their willingness to go above and beyond what is required.

Work-related attitudes can have a significant impact on employee performance and productivity, as well as on organizational outcomes such as retention and employee satisfaction. As such, it is important for organizations to pay attention to these attitudes and to take steps to foster a positive work environment that supports employee well-being and engagement.

Answer (c)

Group cohesiveness refers to the degree to which members of a group feel connected to one another and are committed to the group's goals and objectives. A cohesive group is one where members share a strong sense of identity and belonging, and where there is a high level of mutual support, cooperation, and collaboration.

Some of the key factors that contribute to group cohesiveness include:

1. Common goals: When group members share common goals and objectives, it can create a sense of purpose and direction that helps to bring them together.
2. Interpersonal attraction: When group members like and respect one another, it can create positive feelings and a sense of camaraderie that strengthens group cohesion.
3. Group size: Smaller groups tend to be more cohesive than larger groups because it is easier for members to interact and develop relationships.
4. Group norms: When groups establish clear norms and expectations for behavior, it can create a sense of order and predictability that strengthens group cohesion.
5. Group success: When a group is successful in achieving its goals, it can increase group cohesion by creating a sense of pride and accomplishment.
6. Group identity: When a group has a clear identity and sense of purpose, it can strengthen group cohesion by creating a shared sense of belonging and commitment.

High levels of group cohesiveness can have a number of benefits, including increased motivation, higher levels of satisfaction and well-being, and improved group performance. However, group cohesiveness can also have negative consequences if it leads to groupthink, where group members prioritize agreement and conformity over critical thinking and decision-making. As such, it is important for groups to balance cohesion with individual autonomy and diversity of perspectives.

Answer (d)

Barriers to communication refer to any obstacles or challenges that prevent effective communication between individuals or groups. Some common barriers to communication include:

1. Language barriers: When people speak different languages, it can be difficult for them to understand each other.
2. Cultural differences: Different cultures have different communication styles, norms, and expectations, which can lead to misunderstandings and misinterpretations.
3. Physical barriers: Physical barriers, such as distance or noise, can make it difficult to hear or understand what someone is saying.
4. Emotional barriers: When people are feeling angry, upset, or defensive, it can make it difficult for them to listen to or understand what someone else is saying.
5. Perception barriers: People may have different perceptions of a situation or message, which can lead to misunderstandings and miscommunication.
6. Stereotypes and biases: Stereotypes and biases can create barriers to effective communication by causing people to make assumptions and judgments about others based on their perceived characteristics or group membership.
7. Lack of feedback: When people do not receive feedback on their communication, they may assume that their message has been received and understood, when in fact it has not.
8. Technology barriers: Technology can create barriers to effective communication when there are technical difficulties, poor connections, or other issues that make it difficult to communicate effectively.

Overcoming these barriers requires a range of strategies, including clear and concise communication, active listening, awareness of cultural and linguistic differences, providing feedback, and using technology effectively. It is also important to be aware of personal biases and assumptions and to work to overcome them in order to facilitate effective communication.