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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