Upload
ari-sudan-tiwari
View
42.694
Download
0
Embed Size (px)
Citation preview
Group Dynamics: Theory and Practice
Ari Sudan Tiwari, Ph. D.
Objectives
To identify and analyze the processes that impact on group’s:
Formation
Development
Performance
Interaction among the group members
To acquire the necessary skills to intervene and improve individual and group performance in an organizational context
To build more successful organizations by applying techniques that provide positive impact on goal achievement
Group means there are
Two or more individuals
Interacting and interdependent
Perceive themselves as members of the group
Come together to achieve particular shared objectives and goals
Groups: Concept
Groups: Formation and development
Stages of group formation and development (Tuckman, 1965)
Forming: Orientation, guidance (dependence)
Storming: Conflict over roles and responsibilities, rules and procedures, individual recognition (counter-dependence)
Norming: Issue resolution, Social agreements, cohesion, establishment of group norms (interdependence)
Performing: Mutual assistance, creativity, understanding goals and roles (independence)
Adjourning/Reforming/Transforming
Groups: Functions
Task behaviours
Maintenance behaviours
Self-interest behaviours
Task behaviours
Initiating
Information seeking/giving
Clarifying ideas
Brining closure
Consensus testing
Maintenance behaviours
Encouraging
Improving group atmosphere
Harmonizing
Compromising
Gate-keeping
Self-interest behaviours
Dominating/controlling
Blocking
Manipulating
Belittling
Splitting hairs
Group dynamics: Concept
Structure of the group guiding interaction among group members
The social process by which people interact in a group environment
The influences of personality, power and behaviour on the group process
Group dynamics: Exchange theory
Cost involved
Reward received
Outcome (reward-cost)
Comparison level: Societal norms, past experiences, observations, alternate interactions
(Reward-Cost)-CL
Factors of group dynamics: Types
Structural factors
Norms
Roles
Status
Functional factors
Cohesiveness
Social loafing
Conflict: Group and inter-personal
Group norms
Social standards and acceptable behaviours (formal/informal)
Collectively held expectations of group functioning
Provide regularity and predictability to group functioning
Norms differ among groups, communities and societies; but they all have them
Group norms: Types and classes
Prescriptive Norms: Expectations within group regarding what is prescribed/supposed to be done
Proscriptive Norms: Expectations within group regarding behaviors in which members are not prescribed/supposed to engage
Classes of norms
Performance norms
Appearance norms
Arrangement norms
Allocation of resources norms
Roles
Concept
The set of behaviours and tasks that a group member is expected to perform because of his or her position in the groupTypes
Assigned roles: Cross-functional/specificEmergent roles
Issues in role play
Role Identity: Attitude and behavior associated with a roleRole Ambiguity: Unclear job definitionRole Conflict: Job overlap
Status
Socially defined position or rank given to the group members
Differences in status characteristics create status hierarchies within group
Cohesiveness
Degree to which members are:
Attracted to one another
Motivated to stay in the group
Share group goals
Have common values
Cohesiveness: Sources and consequences
Group size
Effectively managed
diversity
Group identity and
healthy competition
Success
Sources
Group cohesivenes
s
Level of participation
Level of conformity
Emphasis on group
goals
Consequences
Enhancing cohesiveness
Making small groups
Encouraging agreement with the group goals
Increasing the time members spend together
Increasing the status of the group and the perceived difficulty of attaining membership in the group
Stimulating competition with the other groups
Reward to the group rather than to the individual members
Concept
The human tendency to put forth less effort in a group than individually
Results in possibly lower group performance and failure to attain group goals
Reducing social loafing
Make individual efforts identifiable and accountable
Emphasize the valuable contributions of individual members
Keep group size at an appropriate level
Social loafing
Conflict: Group and inter-personal
Concept
Scarcity of resources and valued commodities
Competition and struggle between people of groups over:
Opposing needs and goals
Ideas, values and attitudes
Conflict: Behaviour modes
Competing
Avoiding
Compromising
Accommodating
Collaborating
Conflict: Sources
Prejudices: Negative attitude towards a person only on the basis of his/her belongingness to a particular social group/section
Discrimination: Expressed behaviours based on ones prejudices
Social categorization: Us-vs.-Them
Enhanced self-identity
Socio-biological roots
Realistic conflict and relative deprivation: Robbers’ cave study
Conflict: Resolution
Increased proximity
Social re-categorization
Increased cooperation and super ordinate goal: Robbers’ cave study
Group dynamics: An optimum model
Individual Level Group Level Organizational Level
Trust CohesivenessAdaptability Shared Functions
Group effectiveness
What is the group’s goal
What are the patterns of communication in the group?
What determines how influential each member is?
What method of decision making is used and how effective is it?
Why do/why don’t members challenge each other?
What and how do conflicts arise and how are they managed?
What actions by the group members help/hurt the group effectiveness?
Group dynamics: Practicing principles
Thank You