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Management of Informal Groups

Informal groups (or informal organizations) are an important outgrowth of formal organization structure that managers cannot avoid. Rather than viewing informal groups as hindrance to attainment of formal organizational goal, managers should gibe formal acceptance to these group. They must view informal groups as pillars of support to formal organization structures. Many organizational problems that cannot be solved officially can be smoothly solved by informal group’s id they are formally accepted by managers. They speed up transmission of of useful information throughout the origination. They provide feedback to managers on how people respond to policies and procedures. They provide useful tips to managers on matters which they cannot officially deal with, They also promote team spirit and cooperation amongst group members so that managers need not maintain close control and supervision over employees. Informal groups are , in fact, a strong support and supplement of formal employees. Informal groups are, in fact, a strong support and supplement of formal organization structures. Managers must, therefore, manage these groups to merge group goals with organizational goals. Following measures help managers achieve this objective:

1.    Informal employees that they are not against informal groups. Rather, they view them as important supplement to formal groups.

2.    Obtain feedback from group members on what they think about organizational plans and policies before officially announcing them.

3.    Involve group members in making official decision.

4.    Integrate group goals with organizational goals and avoid inter-group conflicts.

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