chapter 3 work group behavior

7/31/2019 Chapter 3 Work Group Behavior

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Chapter 3:


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To know the definition of a group To determine reasons for group formation

To identify the types of group and theirstages of development.

To classify individual roles in a group. To identify different group method

techniques To understand the effect of group to

individual behavior.


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defined as two or more individuals,interacting with each other for fairly

sometime and has come together to achieveparticular objectives or interest.


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defined as a small set of individuals who are

aware of each other, interact with one another

and who have a sense of themselves workingtogether as a unit.

Working groups performance is a function ofwhat each member does as an individualbecause members do not work interdependentlyand do not share responsibility for each othersresult.


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Formal Group Informal Groups-are groups defined by organizations structure with

designated work assignments establishing tasks,

-are groups that emerge naturally in response to

the common interests and shared values of

individuals such as friendship groups and interest

groups.

Command Group consists of supervisor and thesubordinates who report to that supervisor and

membership in a command group is specified by

the organizational chart.

Task Group consist of people who work together on a

common task. They are united by the work theydo.

*** A task group can also be a command group if it

includes all members of the same department

and the supervisor.

-Friendship groups- are groups associations ofpeople who like each other and who like

to be together.

-Interest Groups- are composed of individuals

who may not be members of the sameorganizational unit; but they are united by

their interest in a common issue.


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Groups have been found to be effective sources ofsocial change including those in work setting.

Groups have been used as band-aids to relieve

tensions between individual and organizations. Through group methods, coordination is promoted. Groups are useful to discipline and control reluctant

workers. Groups may exercise far stronger control over their

members than does management, since managementcan achieve its ends only through working withpeople, it must also work through groups.


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Goal Accomplishment Affiliation

Emotional Support Emotional Validation self identity Physical factors


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Forming -it is the beginning stage where members share personal information, startto get to know and accept one another, and begin turning their attention

toward the group task,

Storming -it is the most difficult stage as members compete for status, jockey (race) for

positions and relative control and argue about individuals as they assertthemselves. Members start to realize the amount of work that lies ahead.

There is a tendency to panic.

Norming -the group begins, moving together in a cooperation fashion, and a tentative

balance among competing forces is struck. Norms emerge to guide individualbehavior and cooperative feelings are increasingly evident. Emotional conflict

is reduced as cooperation, cohesion and constructive criticism start to become

the normal behavior.

Performing -the group matures and learns to handle complex challenges. Functional rolesare performed as needed and tasks are efficiently accomplished.


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- it is the interrelationships between individualsof a group and acts as guidelines to groupbehavior that make group functioning orderly

and predictable.Source(: Matines, 1992 )

the norms, roles and stable patterns ofrelationship among the members of the group.

source :http://www.infed.org/groupwork/what_is_a_group.htm


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are the summation of the individuals wishes,interest and prejudices operating within thegroups resource constraints.

goals are the main justification for the groupsexistence.

they are the ends (the aims or the outcomes)sought by the group and its members.

source :http://www.infed.org/groupwork/what_is_a_group.htm


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Norms are the standards shared by the members of a group whichgenerally guide their behaviors. Norms tell members what theyought and ought not to do under certain circumstances.

-They are commonly held beliefs of group members aboutappropriate conduct. They represent general expectations ofcodes of conduct than contain in a quality of demand.

-Norms are basically rules of conduct that indicate what attitudesand behaviour might be expected or demanded in particular socialsituations and contexts. They are shared expectations ofbehaviour that set up what is desirable and appropriate in aparticular setting or group.

Source: http://www.infed.org/groupwork/what_is_a_group.htm


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They facilitate group survival They simplify the requirements and make the

behavior of the group members morepredictable. They help the group avoid embarrassing

situations, They express the central values of the group

and clarify what is distinctive about itsidentity.


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Performance Norms - these are common norms and providegroup members with explicit cues on how hard theyshould work, how to get the job done, their level ofoutput, appropriate levels of tardiness and likes. These norms areextremely influential in affecting individual performance.

Appearance norms these include things such as appropriate dress code,loyalty to work group or organization and the likes.

Social Arrangement Norms - these norms come from informal work groupsand primarily regulate social interactions within the group.With whom group members eat lunch, social games are example

of this type.

Allocation of Resource Normthese norms can come from the group or inorganization and cover things such as pay, assignment ofresponsibilities and allocation of materials and equipment.


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it is a set of expected behavior patternsattributed to someone occupying a given

position in social unit.


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Role Identity - created by certain attitudes andbehaviors consistent with a role.

-people have the ability to shift roles swiftly

when they recognize that the situation and itsdemand clearly require major changes.

Identity -The set of behavioral or personal

characteristics by which an individual isrecognizable as a member of a group.


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Role Perceptions- this is an individuals view

of how he or she is supposed to act in a givensituation. It is based on an interpretation ofhow an individual believes he is supposed tobehave that he engages in a certain types ofbehavior.


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-defined as how others believe he or she

should act in a given situation. how he or she behaves is determined to large

extent by the role defined in the context inwhich he or she is acting.


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is a situation in which individual is confronted

by different expectations. It happen when anindividual finds that compliance with one rolerequirement may make more difficult thecompliance with another.


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Group-Building/Maintenance Roles- Focus is on building interpersonalrelationships, maintaining harmony

Encourager -encourages cohesiveness and warmth, praise, and accepts othersideas.

Harmonizer -alleviates tension, resolves intergroup- Reduces conflict and tension (often through humor)

Gatekeeper -encourages participation by others and sharing of ideas.Standard

Settler-raises questions about group goals, helps set goals and standards.

Follower -agrees and purchase others activities.- Accepts ideas of others in group

Group

Observers-monitors group operations, provide feedback to group.

- Evaluates group progress


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Self-centered Roles - Focus is to prevent group from reaching goals; to disruptBlocker -resists stubbornly, negative; returns to rejected issues.

- Refuses to cooperate with others ideasRecognition

Seeker-calls attention to self by boasting, bragging and acting superior.

Dominator -manipulates group interrupts others, gain attention.- Monopolizes group speaking time Interrupting

Avoider -remains apart from others; resists passively.Loafer: Avoids work

Special Interest

AdvocatePresents own viewpoint and needs

Self-confessor Discusses topics only of importance to self and not the group


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1. InteractingGroups Members meet face-to-face and rely on bothverbal and non-verbal interaction to

communicate with each other.

1. Brainstorming -a popular method for encouraging creativethinking in the groups.

-It is an idea-generation process that specifically

encourages any and all alternatives, while

withholding any criticism of those alternatives.


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1. Nominal Group -Individual members meet face-to-face to pool theirjudgment in a systematic but independent fashion.

-Individuals are presented with problem and they each

develop solutions independently.

1. Electronic

Meeting

-This is a meeting in which members interact on computers,

allowing for anonymity of comments and aggregation of

votes.

-It blends with the nominal group technique with

sophisticated computer technology.


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Social Facilitation - refers to this tendencyfor performance to improve or decline in

response to the presence of others. Social Loafing -it is the tendency for

individuals to expend less effort whenworking collectively than when workingindividually.

chapter 3 work group behavior

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