Foundations of Group Behavior.ppt
- 1. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Foundations of Group Behavior
- 2. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall After studyingthis chapter, youshouldbe able to: 1. Define group and differentiate between types of groups. 2. Identify the five stages of group development. 3. List and define the five properties of groups. 4. Demonstrate how norms and status exert influence on an individual’s behavior. 5. Contrast the strengths and weaknesses of group decision making. 6. Evaluate evidence for cultural differences in group status and social loafing as well as the effects of diversity in groups.
- 3. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Groups Two or more individuals, interacting and interdependent, who come together to achieve particular objectives Formal • Defined by the organization’s structure Informal • Neither formally structured nor organizationally determined
- 4. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Four Types of Groups Formal Groups • Command – determined by the organization chart • Task – working together to complete a job task Informal Groups • Interest – affiliate to attain a specific objective of shared interest • Friendship – members have one or more common characteristics
- 5. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Why Do People Join Groups? • Security • Status • Self-esteem • Affiliation • Power • Goal achievement
- 6. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall The Five-Stage Model of Group Development 1 • Forming: • Uncertainty about purpose, structure, and leadership 2 • Storming: • Intragroup conflict as members resist constraints 3 • Norming: • Group is cohesive with strong group identity 4 • Performing: • Group fully functional and working toward goals 5 • Adjourning: • For temporary groups: breaking up
- 7. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Key Points & Critique of Five-Stage Model • Group Effectiveness: • Generally groups are more effective as they progress • Reasons for this are complex • Group Conflict: • Some groups need conflict, most productive in Stage II • Blurred Stages: • Stages not always sequential • Multiple stages may be taken simultaneously • May regress a stage
- 8. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Group Properties • Roles • Norms • Status • Size • Cohesiveness
- 9. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Group Property 1: Roles The set of expected behavior patterns that are attributed to occupying a given position in a social unit • Role Identity – role’s associated attitudes and behaviors • Role Perception – our view of how we’re supposed to act in a given situation • Role Expectations – how others believe you should act in a given situation • Role Conflict – conflict experienced when multiple roles are incompatible
- 10. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Group Property 2: Norms Acceptable standards of behavior within a group that are shared by the group’s members • Powerful means of influencing behavior • Performance Norms
- 11. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Lessons from the Hawthorne Studies • Productivity increased because groups were paid attention to by the observers – not because of changes in environment • Workers in groups do not maximize individual economic rewards • Group standards are set and enforced by the group itself
- 12. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Conformity • Reference Groups: • Groups in which a person is aware of other members, defines self as a member, believes group members to be significant • Individuals try to conform to norms of these groups • Asch Studies • Members desire to avoid being visibly different • Members with differing opinions feel extensive pressure to align with others • Level of conformity has declined since 1950s
- 13. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Deviant Workplace Behavior Voluntary behavior that violates significant organizational norms and, in doing so, threatens the well-being of the organization or its members • Is likely to flourish when: • Supported by group norms • People are in groups
- 14. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Group Property 3: Status A socially defined position or rank given to groups or group members by others • Determined by: • The power a person wields over others • A person’s ability to contribute to a group’s goals • An individual’s personal characteristics
- 15. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Impact of Status • High-status members: • Often have more freedom to deviate from norms • Are better able to resist conformity pressures • Interaction among members of groups is influenced by status • High status people are more assertive • Low status members may not participate • Group creativity may suffer
- 16. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Group Property 4: Size • Smaller groups are faster at completing tasks – members perform better • Large groups are consistently better at problem solving • Social Loafing - tendency to expend less effort working in a group than as an individual
- 17. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Social Loafing Causes: • Equity theory – unequal distribution of work • Dispersion of responsibility – clouds the relationship between individual inputs and group output Prevention: • Set group goals • Increase inter-group competition • Engage in peer evaluation • Distribute group rewards based on members’ individual contributions
- 18. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Group Property 5: Cohesiveness The degree to which members of the group are attracted to each other and motivated to stay in the group • Performance-related norms are the moderating variable for productivity and cohesiveness • High cohesiveness with high norms gives higher productivity
- 19. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Encouraging Cohesiveness 1. Make the group smaller 2. Encourage agreement with group goals 3. Increase the time spent together 4. Increase the status and perceived difficulty of group membership 5. Stimulate competition with other groups 6. Give rewards to the group rather than to individual members 7. Physically isolate the group
- 20. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Group Decision Making Strengths • Generate more complete information and knowledge • Increased diversity of views • Increased acceptance of a solution Weaknesses • Takes longer • Conformity pressures • Discussions can be dominated by one or a few members • Ambiguous responsibility for the final outcome
- 21. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Effectiveness & Efficiency Effectiveness: • Accuracy – group is better than average individual but worse than most accurate group member • Speed – individuals are faster • Creativity – groups are better • Degree of Acceptance – groups are better Efficiency: Groups are generally less efficient
- 22. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Groupthink Symptoms A deterioration of individual’s mental efficiency, reality testing, and moral judgments as a result of group pressures Occurs when members: • Rationalize away resistance to assumptions • Pressure doubters to support the majority • Doubters keep silent/minimize their misgivings • Interprets silence as a “yes” vote
- 23. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Minimizing Groupthink • Limit group size (≤10) • Encourage group leaders to actively seek input from all members and avoid expressing their own opinions • Appoint a “devil’s advocate”
- 24. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Groupshift • Group discussions lead members to assume new, more extreme, positions • Groups often take positions of greater risk • May be due to diffused responsibility
- 25. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Group Decision-Making Techniques Interacting groups meet face-to-face and rely on verbal and non- verbal interactions to communicate Brainstorming • Generates a list of creative alternatives • Problem: production blocking Nominal Group Technique (NGT) • Restricts discussion during the decision-making process to encourage independent thinking
- 26. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Global Implications Cultural differences affect the importance, display, and derivation of status. Social loafing occurs mostly in individualistic cultures motivated by self-interest. Diversity leads to greater conflict but the surface-level recognition may make members more open-minded and accepting – leading to better decisions.
- 27. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Implications for Managers • Positive relationship between role perception and performance evaluation • Group norms can affect individual performance either positively or negatively • Status inequities adversely impact productivity and performance • Group size impacts effectiveness • Cohesiveness can influence productivity
- 28. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Keep in Mind… • Group norms, roles, and identities have powerful affects on individual behavior • Conformity can be a problem: have leaders minimize initial inputs • Group decision making is not always better than individual decision making
- 29. Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall Summary 1. Defined group and differentiated between types of groups. 2. Identified the five stages of group development. 3. Listed and defined the five properties of groups. 4. Demonstrated how norms and status exert influence on an individual’s behavior. 5. Contrasted the strengths and weaknesses of group decision making. 6. Evaluated evidence for cultural differences in group status and social loafing as well as the effects of diversity in groups.