2.1. During a group’s life span, members develop a sense of friendship and trust which leads to

Question

high group cohesion; hence, some members might become depressed during the adjourning
stage. Answer the following question according to industrial psychology
2.1.1. State the five factors that contribute to the establishment of trust in relationships. (5)
2.1.2. Identify the factors that influence the cohesiveness of a group and describe by means of examples the factors that may be applicable to a group. (10)
2.2. Owing to rapid changes in the environment (IT, globalisation, customer needs, etc.), modern
organisations need to be flexible in order to accommodate the changes.
2.2.1. Describe the characteristics of traditional and modern organisations designs. (6)

Answer 1

2.1.1. The five factors that contribute to the establishment of trust in relationships are:

1. Reliability: Trust is built when individuals consistently fulfill their commitments and obligations. This includes meeting deadlines, following through on promises, and being dependable in general.

2. Competence: Trust is also developed when individuals display a high level of competence in their work or area of expertise. When others perceive someone as knowledgeable and skilled, they are more likely to trust them.

3. Integrity: Trust is built when individuals act with integrity, meaning they are honest, ethical, and trustworthy in their actions. When people consistently display integrity, others are more likely to trust them.

4. Openness: Trust is established when individuals are open and transparent in their communication. This includes sharing information freely, being open to feedback and constructive criticism, and being willing to listen and understand others' perspectives.

5. Benevolence: Trust is also developed when individuals demonstrate benevolence, meaning they genuinely care about the well-being and success of others. When people believe that someone has their best interests at heart, they are more likely to trust them.

2.1.2. The factors that influence the cohesiveness of a group include:

1. Common Goals: When group members share common goals and objectives, they are more likely to work together collaboratively and develop a strong sense of cohesion. For example, a team working on a project with a shared goal of launching a new product may be highly cohesive.

2. Communication: Effective and open communication plays a crucial role in establishing group cohesion. When group members communicate openly, provide feedback, and actively listen to each other, trust and cohesion can be developed. For example, a team that regularly holds meetings, shares progress updates, and discusses challenges may have higher cohesion.

3. Shared Values and Beliefs: When group members have shared values and beliefs, they are more likely to bond and form stronger relationships. For example, a group of social activists who share a common belief in human rights may have high cohesion.

4. Interdependence: Group members who rely on each other to achieve their goals and tasks are more likely to develop cohesion. For example, a sports team where each member's performance directly impacts the team's overall success may have high cohesion.

5. Diversity and Inclusion: Embracing diversity and promoting inclusion within a group can also contribute to higher cohesion. When individuals feel valued and included, they are more likely to trust and work well with others. For example, a team that actively promotes diversity and creates an inclusive environment may have higher cohesion.

2.2.1. Characteristics of traditional and modern organizational designs:

Traditional Organizational Design:
- Hierarchical structure: Traditional organizations have a clear top-down hierarchy with a centralized decision-making process.
- Specialization: Work is divided into specialized roles, with employees focusing on specific tasks or functions.
- Formalized processes: Traditional organizations rely on formal rules and procedures to guide work activities.
- Standardization: There is a high level of standardization in roles, processes, and procedures.
- Fixed job descriptions: Job roles and responsibilities are predefined and strictly followed.
- Linear communication: Communication flows vertically through the hierarchy, and information is shared on a need-to-know basis.

Modern Organizational Design:
- Flat structure: Modern organizations often have a flatter hierarchical structure with a more decentralized decision-making process.
- Cross-functional teams: There is an emphasis on collaboration and teamwork, with employees from different functions working together.
- Agile processes: Modern organizations adopt more flexible and agile processes to adapt to rapid changes in the environment.
- Innovation and creativity: There is a focus on promoting innovation and creativity within the organization.
- Flexible job roles: Job roles may be more fluid and adaptable, allowing employees to take on multiple responsibilities.
- Open and transparent communication: Modern organizations encourage open and transparent communication across all hierarchical levels.

Overall, modern organizations are characterized by greater flexibility, agility, collaboration, and a focus on innovation compared to traditional organizations.