Blog #2- Group Management and Organization

Being on top of your game is very important in the success of your organization. But some find themselves not knowing where to start from. I would say start with your groups and task management.

1)    Assign each member a single job that best defines what he or she are excellent at.

Giving people more than one task could be more then they could handle. Not only does this bring stress upon your organization, but could even leave work undone. So, how do you know what each member could bring to the table? Simple, assign plain tasks and see how well they could handle it. If you give someone the job of being your assistant and see that they can’t handle taking too many orders from one person, then assign them to another job that you think that would better fit them.

After seeing someone constantly completing their tasks quickly and efficiently, it would then be acceptable to think that they could take on a little bit more then what they are currently handling.

2)    Don’t forget to ask if org members would want to handle more work.

  1. Just because you think that someone is ready to handle more work, it doesn’t mean that they feel that they could. Give them some time to think and weigh out their pros and cons.

3)    While some may feel that they need to think about taking on more tasks, others may feel that they are ready for more duties before they could be offered more work.

  1. This is a great trait to see in individuals because it shows that they are eager to better the company. It’s possibly a good idea to give them a try before you could give them a title. However, if you feel that they are not cut out for the part, then you must stand your ground and be clear as to why you feel that they can’t take on that responsibility.

4)    Sometimes smaller groups are better then larger ones.

  1. Large groups are normally very productive, however they could sometimes be dysfunctional due to noise in communication. Sometimes even having relationships with group members could make the organization thrive. Big groups typically have less room for people to know each other on a more personal level then that of small groups. Also coming to a common ground is much difficult when one is in a big group.

5)    Make subgroups.

  1. Since smaller groups have the tendency to being efficient with having most of their members attend meetings, one could try to divide groups to smaller increments. For example, if your organization is very large, try to divide the group members into groups of title. Such as the PR, Advertising, and HR groups could be all separate groups. Then when it comes executive meetings a representative from each group could speak on behalf of the subgroup.


By Lilliana Karadavoukian


Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s

  • Enter your email address to follow this blog and receive notifications of new posts by email.

%d bloggers like this: