Best Cohesion
In each of the military identity and social cohesion is fostered and maintained in different ways. Not only through the leadership, but leadership with the support of many tools and measures. With the soldiers’ uniforms, insignia, flags of the regiments, the ceremony of hoisting of the flag every morning, training and walking together, decorate the brave men regularly lecture commander of an army (or the same regiment), the newspapers, etc. In the modern army, a mass organization, the implementation of these measures and tools are described in detail in the manuals of the army.
However, most companies do not start due to the mass of the manual, company history, and experience. Most companies start small organizations, often the result of an entrepreneur and his business, if it can grow in a medium sized company. Business of the company and half relatively young, often family businesses are not well-defined rules, no manual on how to manage, control and reward employees.
A typical feature of these societies is that everyone knows that the CEO / owner / founder of the company and others! Very often, the founder chose most of his employees personally. The result is that, almost imperceptibly, a generally accepted criterion of what is born founder and CEO is responsible. The company obtained this way has an identity and quantity of the unit in sight, one might say a culture based on character, behavior and beliefs of its founder.
The conceptual model is divided into two broad categories. The first is the perception of a member of the group as a whole and the second is the attraction of a group member. The first category is called integration into the group, and the last individual to group attractions. These two perceptions help members communicate their group. This link with the group could be based on social or work.
cohesive strength of the team members work together to accomplish a specific task and to identify the team goals and performance objectives (Carron, 1982, Cox 1998, Gill, 2000). problems of social cohesion, friendship and other intergovernmental organizations, personal problems, such as socio-emotional support (Cox, 1998, Gill, 2000). These two aspects of cohesion can be further subdivided, a conceptual model of cohesion, which offered Carron et al, 1982.
However, when the company grows and grows, informal communication with all levels is increasingly rare and difficult for the founder or the Director General to exercise his personal influence over all workers in society. The society becomes more complex, hierarchical, due to the inevitable delegation of responsibilities to subordinate managers and specialists.
Cohesion activities with group members to work together to achieve a specific function, as the team’s goals and performance objectives (Carron, 1982, Cox 1998, Gill 2000). Social cohesion has to do with issues of friendship, staff and other international issues such as social and emotional support (Cox, 1998, Gill 2000). These two aspects of cohesion can be further divided, then, is a conceptual model of cohesion, which offered Carron et al, 1982.
This creates four dimensions:
Table 2: The four dimensions of the conceptual framework
individual attractions to group (ATG-T)
This is considered the appeal of teamwork, productivity and the objectives of the individual. sight of the individual group-social (ATG-S) is defined by the attractiveness of group cohesion and social interaction and social opportunities for friendship for each person.
Working Group Integration (GI-T) – This is the unity of the individual perception of the working group as a whole.
Group Integration-Social (GI-S) – It can be seen in the individual perception of the social service group as a whole.
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