1.0 Introduction
1.1 Purpose
The purpose of this report is to discuss how I would expect the organization which I choose to be managed by using the relent theory of Group dynamics and Power. This involves identifying the key problems of the organization and analyzing how it is actually managed and note the difference from my theoretical expectations, and offering suggestion in order to improve or strengthen the organization.

1.2 Structure
In this report, the introduction will be offered initially that involves the purpose, structure of this essay and background of the organization which I choose. Secondly, key issues about group dynamics and power will be explained and analyzed one by one in the body part. Afterwards, some
That means if a group tries to control its team members’ behavior, it is necessary for the group to meet the demands of members. Therefore, during the managing of the restaurant, this problem will be occurred consistently. Managers might ignore what his/her employees really demand. As a negative result, some outstanding employees left restaurant for not satisfying his/her demand. Therefore, three functions of informal group which can solve this kind of problem are identified by Forsyth (2006, p.124). Firstly is the “sense of belonging”, group serves as a means of satisfying the affiliation needs of its

5 members for friendship and support (Forsyth 2006, p.125). That means people need to belong, to be linked, to feel a part of something. Because the informal group can withhold this attractive reward, it has a tool of its own to coerce compliance with its norms (Ringer 2002, p.267). Forsyth (2002, p.267) also states that groups also provide a means of developing, enhancing, and confirming a person’s sense of identify and self-esteem which is the second function of informal group called “identify and self-esteem”. It is said that one of functions of informal group is to serve as an agent for establishing and testing social reality (Forsyth 2002, p.267). For instance, some of employees may share the feeling that the manager is a slave driver or that their working conditions are inadequate. In addition, be developing a consensus