1. Managing Organisational Dynamics
A Practical Approach
Laurie Cooper

2. Some key inputs to the Organisational Behaviour spectrum
Individuals
Language
History
Group experiences
Groups
Skills & Capabilities
Work
Perceptions/ Expectations
Organisational Dynamics
Sub Groups
Prejudices
Self Image
Beliefs
Personal life experiences
Feelings
Values
Multiple Realities

3. The Individuals function at three levels
The three levels of functioning of individuals are:
Normative – these relate to a person’s understanding of the ‘world’
and the purpose of their personal situation
Belief – Deals with issues of personal identity, including values
Myth – Relates to personal issues not usually revealed to others but
which ‘drive’ the person’s motivation and shape experiences,
feelings and perceptions.
Myth forms the basis of the individual’s moral compass.

4. The Three levels and their relationships and focus in organisational settings
In effectively managing organisational dynamics, it is necessary for us to recognise the following:
Each of these levels of individual functioning are attached to elements of an organisation’s functional profile;
These elements may be used to rationalise behaviour by individuals in groups; and,
Each level and element requires attention in any dynamic relationship be it change-based, managing balance in relationships and/or managing conflict.

5. Level of emotional functioning Elements
Rational
A-Rational
Normative
Relates to a person’s belief in the purposes of their personal situation. Includes questions such as
“Why do I do it?”
“How do I do it?”
“When do I do it?”
“What purpose does it serve?”
- Social situation
- Decisions
- Relationships
- Communication
- Roles
- Plans
- Policies
Belief
Deals with the issue of personal identity and examines aspects such as:
“Who am I?”
“How do others see me?”
“What is my image?
- Objectives
- Broad aims
- Logos, symbols’
- Goal statements
- Belief statements, Values
Myth
(derived from previous learnings, education, life experiences & upbringing)
This relates the personal issues, experiences, feelings and perceptions we carry inside but very rarely discuss and include:
“How do I really see myself?”
“What are my issues?”
“What will I reveal to you?”
- Ritual
- Assumptions
- Feelings, Hopes, Fears, Trust
- Traditions, History, Vision
- History
- Dreams
- Stories

6. Increased Stress/Anxiety
Understanding Responses – The Behaviour Triangle
Passive/Aggressive
Fight
Flight
A-Rational
Increased Stress/Anxiety
Rational
Problem Solving

7. Summary – A Map for Managing Organisational Dynamics – An Individual Perspective
Behave and Communicate assertively, which means:
Addressing behaviours and issues not individuals
Confronting issues or breaches of groundrules when they occur
Using “I” language
Be clear and specific about issues, content, actions etc.,
Address only the breach that has occurred and not those that have occurred in the past
Seek resolution

8. Summary – A Map for Managing Organisational Dynamics – A Group Perspective
Bring together the elements of behaviour in the group and:
Create a level of common understanding within group
Create a realistic and agreed level of expectation
Create a level of discipline, communication, behaviour and a responsibility framework with group
How?
With total group participation, develop a set of agreed Groundrules
by which the group will operate and manage itself by.

9. Groundrules may include ….
How we will communicate
How we will manage conflict
How we will negotiate & communicate with each other
How we will conduct ourselves at meetings and in other organisational settings
How we will address each other
How we will address “unfinished business”

10. … and include statements such as …
Each member has the right to be heard without criticism
We will accept and respect differing inputs
We will address issues raised rather than focusing on the individual
If there is a conflict in the group, the group will abide by the decision of the majority
Decisions will be made by majority vote and adhered to by all
Gender-based or personal attacks will not be accepted in this group
In meetings there will be one discussion at a time – we will not talk over others

11. Activity
Develop some draft groundrules to share as discussion starters with your group
Be prepared to share with others

12. Thank you for your participation
Thank you for your participation. I hope this session has been helpful in assisting your understanding of organisational dynamics.
Should you want further information or assistance, please contact me on
Thanks and regards,
Lion Laurie Cooper