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Chapter 4
Group Behavior
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Learning Objectives
Describe a group and distinguish among organizational groups – functional, cross-functional, project, virtual, and interest-friendship.
Explain the stages of group development. Discuss the importance of roles, norms, status, cohesiveness,
and group size to group behavior. Describe how communication and decision-making styles, risk
taking, and creativity affect group decisions. List ways in which groups try to gain power over other groups. Identify ways to resolve intergroup conflict.
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Definition of a Group
A group is a social unit of two or more independent, interactive people striving for common goals
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Types of Groups
A functional group is composed of individuals performing the same tasks
A cross-functional group is a group composed of individuals from two or more functional areas
A project group includes members from many different backgrounds
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Types of Groups (contd.)
A virtual group is a task-focused group that meets without all the members being present in the same locale or at the same time
Interest-friendship groups are formed on the basis of common beliefs, concerns, or activities
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Stages of Group Development
The FORMING stage is characterized by efforts to determine initial direction
The STORMING stage is characterized by confrontation, questioning, and resistance
The NORMING stage is characterized by cooperation and teamwork
The PERFORMING stage is characterized by openness and collaboration
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Roles
A role is an expected behavior
Role ambiguity occurs when the job description is vague
In role conflict, two roles are mutually incompatible
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Norms and Status
Norms are rules of conduct adopted by group members
Status is the relative ranking of an individual in a groupStatus incongruence is a discrepancy between a person’s supposed status and the way the individual is treatedStatus discrepancy occurs when people do things that do not fit in with their status in the group
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Figure 4.2 Cohesion and ProductivityGroup X
Norm of Group X
Group Y
Norm of Group YOrganization’s Norm
Group ZNorm of Group Z
Low
Average
High
Prod
ucti
vity
= Productivity of individual group member
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Communication Roles
The OPINION LEADER is typically the informal leader
The GATEKEEPER controls the flow of information to the group members
The LIAISON links the group to other groups The ISOLATE is a person who is generally
ignored The FOLLOWER goes along with the opinion
leader or group at large
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Figure 4.4 Decision-Making Styles
Analytical Conceptual
Directive Behavioral
High
Low
ToleranceforAmbiguity
Task andTechnicalConcerns
People andSocialConcerns
Value Orientation
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Phases in Creative Thinking
1. Preparation 2. Incubation3. Illumination4. Verification
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Left-Brain, Right-Brain Thinking
Left-brain people are logical, rational, and detailed
Right-brain people are spontaneous, emotional, and visual
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Figure 4.6 Conflict Resolution Methods
Conflict Resolution
Method
Characteristics of Resolution Method
Confrontation Face-to-face meeting between groups
All parties discuss the problem
All parties agreed on a solution
Create steps to monitor compliance
Problem is solved
Collaboration All parties understand the situation
All parties fully cooperate in resolving the problem
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Figure 4.6 (contd.)
Conflict Resolution
Method
Characteristics of Resolution Method
Compromise Each party reluctantly gives up something
Problem is temporarily solved
Problem may reoccur
Altering the Organizational Structure
Transfer workers to new locations
Change work assignments
Change the flow of work or supervision
Rearrange the furniture to separate people
Move wall petitions to regroup people
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Key Terms in the Chapter
Group Functional group Cross-functional group Project group Virtual group Interest-friendship group Forming stage Storming stage Norming stage Performing stage Role
Role ambiguity Role conflict Norms Status Status incongruence Status discrepancy Cohesiveness Opinion leader Gatekeeper Liaison Isolate
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Key Terms in the Chapter (contd.)
Follower Risky-shift phenomenon Brainstorming Dialectic inquiry Empathic design Left-brain people Right-brain people Goal conflict Confrontation Collaboration Compromise