Positive conversation in the workplace : studying the enculturation of innate characteristics in organisational teams

Abstract

This study explores how increasing awareness of innate characteristics affects team development and performance. The vast majority of research involving the use of profiling tools focuses on quantitatively analysing psychometric properties, instead of qualitatively studying how and why profiling tools are effective in teams (or in some cases, not effective). The current study examines team development and team communication by utilising a profiling tool designed to facilitate effective conversations between individuals through the language of instinct (Fitzgerald, Dadich and Fitzgerald, 2006; Burgess, 2007), as opposed to the cognitive based language of most other tools. This evaluation is conducted through the use of a qualitative research approach, with a theoretical framework comprising of the fields of evolutionary psychology, positive psychology, and organisational learning and development. This research explores the perceptions of managers and employees in regards to innate characteristics, and examines these perceptions in the context of organisational culture (Martin, 2002). Longitudinal case research was employed as the method in this study (Yin, 1994). In addition, due to the conceptual relevance to the field of positive psychology, appreciative inquiry as a methodological approach was incorporated (Cooperrider, Whitney and Stravos, 2008). The study was comprised of eight separate cases, drawn from four organisations. Each case represented a working team or group within an organisation. For each organisation, one case represented a team actively using the profiling tool, and one case represented a team not actively using the system. The study was conducted in two phases to gain insight into how the teams developed over time. Members from each team were interviewed at both initial and follow up phases in order to gauge changes in the team and analyse team development. In total, 47 interviews were conducted with 30 participants. The findings illustrate that making employees aware of their innate characteristics has significant positive effects for both individual and team development and performance. A key related finding to this is that the language used by profiling tools is a critical component of their success or failure. Using language based on innate characteristics, employees were more able to relate to the profiling tool, and then incorporate this language into the culture of the organisation. It is shown that the teams that have enculturated the language of innate characteristics are more able to resolve conflict, increase efficiency in communication, and thus increase overall performance. The thesis consists of seven chapters; first the introductory chapter, which is followed by a chapter outlining the foundation of organisational culture for the current study. Third is a review of the literature and explanation of the theoretical framework, which also explains the development of the research questions which guided the study. In the fourth chapter, the methodological approach and procedure of the current study is discussed, which is followed by a chapter containing a comprehensive explanation of how the analysis was conducted. The sixth chapter outlines all relevant findings, and goes on to discuss the implications of these findings. Finally, chapter seven provides concluding remarks and presents the key points raised throughout the thesis as well as potential directions for future research.

Date of Award	2011
Original language	English