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Group Dynamics
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Group Dynamics
“Never doubt that a small group of thoughtful citizens can change the world. Indeed, it is the only thing that ever has.”
Margaret Mead
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Group Dynamics
To identify and analyze the social processes that impact on group development and performance.
To acquire the skills necessary to intervene and improve individual and group performance in an organizational context.
Objectives:
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Objectives (contd)
To build more successful organizations by applying techniques that provide positive impact on goal achievement.
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Group Dynamics
The social process by which people interact in a group environment
The influences of personality, power and behaviour on the group process
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Types of Groups
Formal - structured to perform specific tasks.
Informal - emerge naturally in response to organizational or member interests.
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Group Size
to express individual viewpoints; to develop social relationships; to ensure everyone participates; for individual recognition.
Issues to be considered include opportunities:
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Group Structure
ensure that all skill sets are included; examine the impact of a poor performer
on group achievement;
Issues considered include:
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Group Structure (contd)
ensure a combination of leaders and followers;
examine the potential for personality conflicts;
impacts of member diversity.
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Group Development
Forming - orientation, guidance (dependence)
Storming - conflict, roles and responsibilities, rules and procedures, individual recognition (counterdependence)
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Group Development (contd)
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Norming - issue resolution, develop social agreements, cohesion, establish group norms (interdependence)
Performing - mutual assistance, creativity, understanding goals and roles (independence)
Adjourning - closure, symbolism, ceremonies, and emotional support.
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Participants’ Input 10.1
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Group Functions
Task behaviours; Maintenance behaviours; Self-interest behaviours.
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Task Behaviours
initiating; information seeking/giving; clarifying ideas; brining closure; consensus testing.
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Maintenance Behaviours
encouraging; improving group atmosphere; harmonizing; compromising; gate-keeping.
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Self-interest Behaviours
dominating/controlling; blocking; manipulating; belittling; splitting hairs.
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Group Norms
social standards and acceptable behaviours;
collectively held expectations of group functioning;
provide regularity and predictability to group functioning.
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Types of Norms
conduct; work performance/attendance; rearranging personal space; assisting co-workers; loyalty; dress codes; rewards.
Standards related to:
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Roles
Assigned roles - chair, secretary, manager, treasurer, etc;
Emergent roles - confidant, group clown, gossip, mentor, etc;
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Factors That Impact Effectiveness
Role Ambiguity - worker is unclear of job definition;
Role Conflict - worker experiences job overlap.
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Status
Symbolic - office, administrative support, perks;
Impact - authority, hierarchy, decision-making, rewards.
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Affected by the ability of the group to:
Group Cohesion
Work as a unit, share tasks, recognize member contributions;
-VS-
Conflict, role ambiguity, lack of motivation;
-Attracts-
High performers, opportunists, achievers;
-Affected by-
Group size, cliques, acts of protest, self-interest behaviour
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Support
training; reward system; empowerment/self-management; organizational
representativeness/diversity.
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Participants’ Input 10.2
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Transactional Analysis
Social transactions between individuals:
Parent - protective, nurturing, controlling, critical, guiding.
Adult - rational, calculating, factual, unemotional.
Child - rebellious, spontaneous, dependant, creative, emotional.
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Reactions
I’m OK - You’re OK I’m OK - You’re not OK I’m not OK - You’re OK I’m not OK - You’re not OK
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Individual Behaviour
Passive - easily “pushed around”, compliant, submissive, non-resistant.
Aggressive - pushy, hostile, forceful, creates conflict, shows disregard for others.
Assertive - self-assured, confident, positive, protects own rights, respects others.
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Effective Teams
high skills, high motivation; have a clear picture of group goals; high performance; success attracts others; opportunity for individual recognition; recognition of professionalism.
Are a result of:
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Participants’ Input 10.3