A Presentation on*Group*Bargaining Behaviour*Inter-group Relations

BY:Rachna Kralia (23)Ruhi Beri (24)

Two or more individuals, interacting and interdependent, who have come together to achieve particular objectives.

Group

Formal Groups

A designated work group defined by the organization’s structure.

Command GroupA group composed of the individuals who report directly to a given manager.

Task GroupThose working together to completes a job task.

Informal Groups

A group that is neither formally structured nor organizationally determined; appears in response to the need for social contract.

Interest GroupThose working together to complete a job task.

Friendship GroupThose brought together because they share one or more common characteristics.

The five distinct stages groups go through:

Forming, Storming, Norming, Performing, Adjourning.

Stages of Group Development

Stages of Group Development

Stage I: FormingThe first stage in group development, characterized by much uncertainty about the group’s purpose, structure, and leadership.

Stage II: StormingThe second stage in group development, characterized by intragroup conflict.

Stage III: NormingThe third stage in group development, characterized by close relationships and cohesiveness.

Stages of Group Development

Stage IV: PerformingThe fourth stage in group development, when the group is fully functional.

Stage V: AdjourningThe fifth stage in group development for temporary groups, characterized by concern with wrapping up activities rather than task performance.

RolesNorms Status CohesivenessSize

Group Properties

Group Properties

RoleA set of expected behavior patterns attributed to someone occupying a given position in a special unit.

NormsAcceptable standards of behavior within a group that are shared by the group’s members

Group Properties

StatusA socially defined position or rank given to groups or group members by others.

CohesivenessDegree to which group members are attracted to each other and are motivated to stay in the group

Group Properties

Size: The research leads to two conclusions

1. Groups with an odd number of members tend to be preferable to those with an even number.

2. Groups made up of five to seven numbers do a pretty good job of exercising the best elements of both small and large groups.

SecurityStatusSelf-esteemAffiliationPowerGoal Achievement

Reasons for joining groups

Bargaining

It means negotiating the terms and conditions of a transaction to create an agreement between two parties.

It has generally two approaches:Distributive BargainingIntegrative Bargaining

Distributive Bargaining

It is defined as negotiations that seeks to divide up a fixed amount of resources, a win lose situation.

Each party bargains aggressively and treats the other as an opponent who must be defeated.

It tends to build animosities and deeper divisions when people have to work together on an ongoing process

Distributive Bargaining Behaviour

STRATEGIES:

1. To push for a settlement close to the seller’s (unknown) resistance point, thereby yielding the largest part of the settlement range for the buyer.

2. To convince the seller to change his resistance point by influencing the seller’s beliefs about the value of the unit and thereby increase the bargaining range.

Distributive Bargaining Behaviour

STRATEGIES:

3. If a negative settlement range exists, to convince the seller to reduce his resistance point to create a positive settlement zone or to change her own resistance point to create an overlap

4. To convince the seller to believe that this settlement is the best that is possible

Integrative Bargaining

It means negotiation that seeks one or more settlements than create win- win situation.

In most circumstances, integrative bargaining is preferable to distributive bargaining.

Integrative bargaining builds long term relationships and facilitates working together in the future.

Integrative Bargaining Behaviour

STRATEGIES:

1. Manage emotions, clarify perceptions, and communicate clearly to develop a complete and shared understanding of the situation.

2. Frame each of the issues as shared or joint problems to foster cooperation in order to find joint solutions

Integrative Bargaining Behaviour

STRATEGIES:

3. Focus on both dealcrafting and interpersonal processes

4. Use objective criteria to decide which options are best to maximize joint gain

It refers to both individual interactions involving members from different groups and the collective behaviour of groups in interaction with other groups, at either the intra ‐or inter organizational level‐

Intergroup relations

Some important terms

Ingroup The social group to which an individual perceives herself or himself as belonging (“us”).Outgroup Any group other than the one to which individuals perceive themselves as belonging (“them”).

Affective component– Prejudice

Behavioral component– Discrimination

Cognitive component– Stereotyping

ABC’s of Intergroup Relationships

Cont’d

Prejudice- A negative feeling toward someone basedsolely on his/her group membershipDiscrimination– Unequal treatment based on groupmembershipStereotype– Beliefs that associate groups with traits

Theories of Intergroup Relations

Authoritarian Personality TheoryThe authoritarian personality can be described in terms of 3 components

1. Authoritarian submissionA high degree of submission to authorities who are perceived to be established and legitimate in the society in which one lives.2. Authoritarian aggressionA general aggressiveness, directed against various persons, that is perceived to be sanctioned by established authorities.

Theories of Intergroup Relations

Authoritarian Personality Theory

3. Conventionalism A high degree of adherence to the

social conventions that are perceived to be endorsed by society and its established authorities.

Results in: Scape-goating A response to frustration whereby the

individual displaces aggression onto a socially disapproved outgroup.

Theories of Intergroup Relations

Realistic Conflict Theory (Sherif)

IntergroupCooperation

IntergroupConflict

GroupFormation

Tasks requireintragroup

cooperation

Intergroupcompetition forscarce resources

Introducesuperordinate

goal

Harmoniousintergroupattitudes

Biasedperceptions

Development ofGroup Culture

Theories of Intergroup Relations

Social Identity Theory (Tajfel, 1978)

Social categorizationSocial identitySocial comparisonPsychological group

distinctiveness

Social Identity Theory

Social categorizationThe cognitive tendency to divide the social world into categories (i.e., social groups). This categorical differentiation has the effect of sharpening the distinctions between the categories and blurs the differences within them.

Social identityThat part of the individual’s self-concept which derives from knowledge of his or her membership in a social group, together with the value and emotional significance associated to that membership.

Social Identity Theory

Social Identity Theory

Social comparison

The process through which characteristics of the ingroup are compared to those of the outgroup.

Psychological Group Distinctiveness

The state desired by individuals in which the ingroup has an identity that is perceived by the group members as being both distinct and positive vis-à-vis relevant comparison groups.

Social Identity Theory

Reducing Prejudice

Prejudice can be reduced using the following:

The Contact HypothesisCommon Ingroup Identity ModelDissociation Model

Contact Hypothesis (Allport, 1954)Under favorable conditions, regular interaction between members of different groups reduces prejudice. (Negative stereotypes arise because groups don’t have enough contact with each other)

Contact only works…– Among people of equal status– When positive– When outgroup members are perceived as typical of their group

Reducing Prejudice

Reducing PrejudiceThe Contact Hypothesis (Amir, 1969)

CooperativeInterdependence

Equal Status

AcquaintancePotential

InstitutionalSupport

PrejudiceReduction

Reducing Prejudice

Common Ingroup Identity Model

Individuals in different groups who view themselves as members of a single social entity will experience more positive contacts between themselves and intergroup bias will be reduced.RecategorizationShifts in the boundary between an individual’s ingroup and various outgroups cause persons formerly viewed as outgroup members now to be seen as belonging to the ingroup

Reducing Prejudice

Dissociation Model (Devine, 1989) Based on a conflict between stereo-typed responses and personal beliefs, there are :

Automated ProcessesControlled Processes

Reducing Prejudice

Dissociation Model (Devine, 1989) Automatic Processes (stereotyped-response)Involve the unintentional (spontaneous) activation of previously developed associations in memory that have been established through a history of repeated activation.

Controlled Processes (personal beliefs)Refers to the intentional activation of information stored in memory. More flexible than automatic processes, but they can be initiated only with active attention and not under conditions in which one’s cognitive capacity is limited

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