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Foundation of Group BehaviorFoundation of Group Behavior
Understanding the nature and Understanding the nature and types of groups, Recognize the types of groups, Recognize the assets and liabilities of groupsassets and liabilities of groups
Group: Concept & typesGroup: Concept & types
Group means there areGroup means there are
1.1. Two or more individuals Two or more individuals
2.2. Interacting & interdependentInteracting & interdependent
3.3. Come together to achieve particular Come together to achieve particular objectives.objectives.
Formal Group: A designated work Formal Group: A designated work group defined by the organisation’s group defined by the organisation’s structure.structure.
Informal Group: A group that is Informal Group: A group that is neither formally structured nor neither formally structured nor organizationally determined; appears organizationally determined; appears in response to the need for social in response to the need for social contact. Membership in such groups contact. Membership in such groups id voluntary.id voluntary.
Command group: A group composed Command group: A group composed of the individuals who report directly of the individuals who report directly to a given manager. to a given manager.
Task group: represents those who Task group: represents those who work together to complete a job task.work together to complete a job task.
“ “ All command groups are task All command groups are task groups but all task groups need not groups but all task groups need not be command groups as task groups be command groups as task groups can cut across the organization.” can cut across the organization.”
Interest group : A group of Interest group : A group of employees who come together to employees who come together to satisfy a common interest ;like satisfy a common interest ;like improving working conditions, improving working conditions, protesting company’s environmental protesting company’s environmental policies, or adjusting vacation policies, or adjusting vacation schedules. schedules.
Friendship groupFriendship group
Why people join groupsWhy people join groups
To satisfy mutual interestsTo satisfy mutual interests
To achieve securityTo achieve security
To fill social needsTo fill social needs
To fill need for self esteem.To fill need for self esteem.
Five stage model of group Five stage model of group formationformation
Members get to know each other &
set groundrules
Members come to
ResistControl by
group Leaders &
Showhostility
MembersWork
Togetherdeveloping
CloseRelationships& feelings ofCohesiveness
Group members
worktowards Getting
their jobs done
Group may
disband eitherafter
meeting their goals or because members
Leave
Stage IForming
Stage IIStorming
Stage IIINorming
Stage IVPerforming
Stage VAdjourning
Punctuated Equilibrium ModelPunctuated Equilibrium ModelIts is an alternative model for Its is an alternative model for temporary groups with deadlines’ as temporary groups with deadlines’ as they generally don’t follow the Five they generally don’t follow the Five Stage Model.Stage Model.It claims that groups generally plan It claims that groups generally plan their activities during the first half of their activities during the first half of their time and then revise and their time and then revise and implement their plans in the second implement their plans in the second half.half.
Phase 2
Transition
Completion
A (A+B)/2B
Phase 1
First Meeting
High
(Low)
Perf
orm
ance
Punctuated Equilibrium ModelPunctuated Equilibrium Model
During the first half or Phase 1, During the first half or Phase 1, groups define their tasks, setting a groups define their tasks, setting a mission that is unlikely to change mission that is unlikely to change until the second half of the group’s until the second half of the group’s life.life.
Once groups reach the midpoint of Once groups reach the midpoint of their life they experience a sort of their life they experience a sort of “middle life crisis” and recognize “middle life crisis” and recognize they must change how they operate they must change how they operate if they are going to meet their goals.if they are going to meet their goals.
This begins phase 2 of their This begins phase 2 of their existence, which is the time when existence, which is the time when group drops old way of thinking and group drops old way of thinking and adopt new perspectives.adopt new perspectives.
Groups then carry out their mission Groups then carry out their mission until they reach the end of phase two until they reach the end of phase two when they show bursts of activity when they show bursts of activity needed to complete their task.needed to complete their task.
Dynamics of group formationDynamics of group formationTheodore Newcomb’s classic balance theory Theodore Newcomb’s classic balance theory of group formationof group formation
– Identifiable stages of group Identifiable stages of group development:development:
FormingForming
StormingStorming
NormingNorming
PerformingPerforming
AdjourningAdjourning
– Practicalities of group formationPracticalities of group formationPunctuated equilibrium modelPunctuated equilibrium model
Types of groupsTypes of groups
– Primary groupsPrimary groupsSmall groups and self-managed teamsSmall groups and self-managed teams
– CoalitionsCoalitions– Other types of groupsOther types of groups
Memberships and reference groupsMemberships and reference groups
In-groups and out-groupsIn-groups and out-groups
Implications from research on Implications from research on group dynamicsgroup dynamics
– Groups expert Richard Hackman says Groups expert Richard Hackman says that leadership plays an important role that leadership plays an important role in group performancein group performance
– Conditions a leader can control include:Conditions a leader can control include:Setting a compelling direction for the Setting a compelling direction for the group’s workgroup’s workDesigning and enabling group structureDesigning and enabling group structureEnsuring that the group operates within a Ensuring that the group operates within a supportive contextsupportive contextProviding expert coachingProviding expert coaching
The Structural dynamics of work The Structural dynamics of work GroupsGroups
The pattern of interrelationships The pattern of interrelationships between the individuals constituting between the individuals constituting a group; the guidelines of group a group; the guidelines of group behavior that make group behavior that make group functioning both orderly and functioning both orderly and predictable.predictable.
Roles: various parts played by group Roles: various parts played by group members. members. “The Hats We Wear”“The Hats We Wear”
Norms: rules & expectations within group. Norms: rules & expectations within group. “Group's Unspoken Rules” “Group's Unspoken Rules”
Status: rank given to groups by others. Status: rank given to groups by others. “prestige of group membership” “prestige of group membership”
Cohesiveness: members sense of Cohesiveness: members sense of responsibility. responsibility. “getting the team spirit”“getting the team spirit”
Four different aspects of group Four different aspects of group structure are :structure are :
RolesRolesThe typical behavior characterizing a The typical behavior characterizing a person in a specific social context.person in a specific social context.
A set of expected behavior patterns A set of expected behavior patterns attributed to someone occupying a attributed to someone occupying a given position in a social unit.given position in a social unit.
Role incumbent: Role incumbent: A person holding a A person holding a particular job.particular job.
Role expectations: Role expectations: How others How others believe a person should act in a believe a person should act in a given situation.given situation.
RoleRole Identity: Identity: Certain attitude and behavior Certain attitude and behavior consistent with a role.consistent with a role.Role Ambiguity: Role Ambiguity: The confusion arising from The confusion arising from not knowing what one is expected to do as not knowing what one is expected to do as the holder of a role.the holder of a role.Psychological Contract: Psychological Contract: An unwritten An unwritten agreement that sets out what mgmt expects agreement that sets out what mgmt expects from the employee and vice versa.from the employee and vice versa.Role differentiation: Role differentiation: The tendency for The tendency for various specialized roles to emerge as various specialized roles to emerge as groups develop.groups develop.Role conflict: Role conflict: When an individual finds that When an individual finds that compliance with one role requirement may compliance with one role requirement may make it more difficult to comply with make it more difficult to comply with another.another.
Task oriented Task oriented rolesroles
Relations Relations oriented rolesoriented roles
Self oriented Self oriented rolesroles
Initiator: Initiator: ContributorsContributorsRecommend new Recommend new solutions to group solutions to group problems.problems.
Harmonizers:Harmonizers:Mediate group Mediate group conflictsconflicts
Blockers:Blockers:Act stubborn and Act stubborn and resistant to the resistant to the group.group.
Information Information Seekers:Seekers:Attempt to obtain the Attempt to obtain the necessary facts.necessary facts.
Compromisers:Compromisers:Shift own opinions to Shift own opinions to
create group harmonycreate group harmony..
Recognition Recognition seekers:seekers:Call attention to their Call attention to their own achievements.own achievements.
Opinion Givers:Opinion Givers:Share own opinions Share own opinions with otherswith others
Encourages:Encourages:Praise & encourage Praise & encourage othersothers
Dominators:Dominators:Assert authority by Assert authority by manipulating the groupmanipulating the group
Energizers:Energizers:Stimulate the group Stimulate the group into action whenever into action whenever
interestedinterested
Expediters:Expediters:Suggest ways the Suggest ways the group can operate group can operate more smoothly.more smoothly.
Avoiders:Avoiders:Maintain distance, Maintain distance, isolate themselves from isolate themselves from fellow group members.fellow group members.
NormsNormsNorms are acceptable standards of Norms are acceptable standards of behavior within a group that are behavior within a group that are shared by the group’s members.shared by the group’s members.Norms are generally–on informal Norms are generally–on informal rules that guide the behavior of rules that guide the behavior of group members.group members.Norms differ among groups, Norms differ among groups, communities and societies, but they communities and societies, but they all have them.all have them.
Types of normsTypes of norms
Prescriptive Norms: Expectations Prescriptive Norms: Expectations within group regarding what is within group regarding what is supposed to be done.supposed to be done.
Proscriptive Norms: Expectations Proscriptive Norms: Expectations within group regarding behaviors in within group regarding behaviors in which members are not supposed to which members are not supposed to engage.engage.
Common classes of NormsCommon classes of Norms
Though norms in each group are Though norms in each group are unique yet there are some common unique yet there are some common classes.classes.
1.1. Performance NormsPerformance Norms
2.2. Appearance NormsAppearance Norms
3.3. Arrangement NormsArrangement Norms
4.4. Allocation of Resources NormsAllocation of Resources Norms
Reference groupsReference groups
Are important groups to which Are important groups to which individuals belong or hope to belong individuals belong or hope to belong & with whose norms individuals are & with whose norms individuals are likely to perform.likely to perform.
ConformityConformityGroup member’s desire for Group member’s desire for acceptance motivate them to acceptance motivate them to conform to the group norms.conform to the group norms.
Conformity to norms is powerful Conformity to norms is powerful force in groups.force in groups.
GROUP THINK: The phenomena in GROUP THINK: The phenomena in which groups place strong pressures which groups place strong pressures on individual members to change on individual members to change their attitudes & behaviors to their attitudes & behaviors to conform to the group standards.conform to the group standards.
Deviant workplace BehaviorDeviant workplace Behavior
This term covers a wide range of This term covers a wide range of antisocial actions by organizational antisocial actions by organizational members that intentionally violate members that intentionally violate established norms and that result in established norms and that result in negative consequences for the negative consequences for the organizations its members or both. organizations its members or both.
StatusStatus
It’s a socially defined position or rank It’s a socially defined position or rank given to groups or group members given to groups or group members by others .by others .
As per status characteristics theory As per status characteristics theory differences in status characteristics differences in status characteristics create status hierarchies within create status hierarchies within group. group.
SizeSize
Smaller groups are faster at Smaller groups are faster at completing tasks than larger but completing tasks than larger but large groups are better in problem large groups are better in problem solving than smaller.solving than smaller.
Social loafing:Social loafing: The tendency of The tendency of individuals to expend less efforts individuals to expend less efforts when working collectively than when when working collectively than when working individually.working individually.
CohesivenessCohesivenessIt is the degree to which members are attracted It is the degree to which members are attracted to each other and are motivated to stay in the to each other and are motivated to stay in the group. group. To encourage group cohesiveness-To encourage group cohesiveness-
1.1. Make small groups.Make small groups.2.2. Encourage agreement with group goals.Encourage agreement with group goals.3.3. Increase the time members spend together.Increase the time members spend together.4.4. Increase the status of the group and the Increase the status of the group and the
perceived difficulty of attaining membership in perceived difficulty of attaining membership in the group. the group.
5.5. Stimulate competition with other groups.Stimulate competition with other groups.6.6. Give reward to the group rather than to the Give reward to the group rather than to the
individual members.individual members.7.7. Physically isolate the group.Physically isolate the group.
Cohesiveness
Perf
orm
ance
N
orm
s
High Low
High
Low
High Productivity
Low Productivity
Moderate to LowProductivity
Moderate Productivity
Assets & Liabilities of Group Assets & Liabilities of Group Decision MakingDecision Making
More complete More complete information & information & knowledge.knowledge.Higher quality Higher quality decisions.decisions.Increased diversity Increased diversity of views.of views.Increased Increased acceptance of a acceptance of a solution.solution.
Time consumingTime consumingConformity Conformity pressures in pressures in groups.groups.Dominated by 1 or Dominated by 1 or a fewer members.a fewer members.Suffer from Suffer from ambiguous ambiguous reponsibility.reponsibility.
Two byproducts of group decision Two byproducts of group decision making.making.
Group think: Phenomenon in which the Group think: Phenomenon in which the norm for consensus overrides the realistic norm for consensus overrides the realistic appraisal of alternatives courses of action.appraisal of alternatives courses of action.
Group shift: A change in decision risk Group shift: A change in decision risk between the group’s decision and the between the group’s decision and the individual decision that members within individual decision that members within the group would make, can be either the group would make, can be either toward conversation or greater risk.toward conversation or greater risk.
Group decision making techniquesGroup decision making techniques
Interacting groupsInteracting groups
BrainstormingBrainstorming
Nominal group TechniqueNominal group Technique
Electronic meetingElectronic meeting
Effectiveness CriteriaEffectiveness Criteria
Effectiveness CriteriaEffectiveness Criteria
Types of Group
Interacting Brainstorming Nominal Electronic
No. & quality of ideas
Social Pressure
Money Cost
Speed
Task Orientation
Potential for interpersonal conflict
Development of group cohesiveness
Commitment to solution
Low Moderate
High
Low
Low
LowLow
Low
Low
Low
LowModerate
Moderate
Moderate
Moderate
Moderate
High
HighHigh
High
High
High
Moderate
Moderate
Moderate Moderate
High
High
High
Low
NA
High
Cross-functional teamsCross-functional teams
– Choose members carefullyChoose members carefully– Establishing team purposeEstablishing team purpose– Ensuring understanding of functionsEnsuring understanding of functions– Conduct intensive team buildingConduct intensive team building– Achieve noticeable resultsAchieve noticeable results
Self-managed teamsSelf-managed teams
A group of employees who are A group of employees who are responsible for managing and responsible for managing and performing technical tasks that result performing technical tasks that result in a product or service being in a product or service being delivered to an internal or external delivered to an internal or external customercustomer