1. NAME ROLL No.Saraswati PRASAD 110103171SAPNA KRI 110103170SHREYASHI 110103183SHRUTI SHREYA 110103185SHALINI DEB 110103178PRESENTED TO-PAULOMI BANERJEE

2. INTRODUCTIONGROUPSTRUCTURETHEORIESGROUP ANDTEAMMANAGINGINTERPERSONALRELATIONSHIP 3. What is Group???Two or more peopleShared goalsPeople see themselvesAs membersThere is interactionAmong membersGroup 4. Types of groupGroupFormal InformalCommand InterestTaskFriendship 5. DEFINITIONA field of social psychology concerned with thenature of human groups, their development, andtheir interactions with individuals, other groups,and larger organizations. 6. OBJECTIVES To identify and analyze the social processes. To acquire the skills to intervene and improveindividual and group performance. To build more successful organizations.prepared by Mr.Matin Varkey FMCONMangalore 7. PURPOSESIs to develop an effective team1. Clear understanding of purposes and goals2. Effective communication3. Effective decision making strategiesprepared by Mr.Matin Varkey FMCONMangalore 8. Group STRUCTURE 9. Four different aspects of group structureare:NormsRolesStatusCohesiveness 10. NormsRepresents characteristics ofgroupBasis for predicting andcontrolling behaviour of othersRelated to behaviours consideredimportant for their groupThey are applied to all memebrs.Rolevarious parts played by groupmembers.Elements that define this roleidentity- Role Perception-behaveaccording to his own perception inthe group. Role Expectation-how othersbelieve one should behave in a givensituation. 11. STATUSposition or rank given to groups or groupmembers by others.On the basis of authority and performance.High Status1. More freedom to deviate from the norms.2. Discriminatory powers in decisionmaking.Low Status1. Should not have freedom to deviate fromthe norms2. Leads to status inequality. 12. GROUP COHESIVENESSCOHESIONSOCIAL TASKthe bonds of interpersonalattraction that linkgroup membersthe way in which skills andabilities of the groupmembers mesh to allowoptimal performance 13. Theories of Group Formation Balance Theory:Propounded by Theodore New-Comb which states that- Personsare attracted with one another on the basis of similar attitudestowards commonly relevant objectives and goals.-The group is either balanced or unbalanced.-If the group is balanced all the relationships are positive.-Unbalanced relationships create an unpleasant tension that must berelieved by changing some elements of the system. 14. Balance Theory 15. Exchange Theory Propounded by Thaibaunt and Kelly. This theorydeals with the one-to-one relation between a leaderand a subordinate. When the leader has good relationship with hissubordinates, they intend to maximize the profits ofthe organization.*Mara for example can spend several days working on her project, struggling to complete itsuccessfully. But when Mara collaborates with Steven, his actions partially shape heroutcomes. Mara may enjoy certain aspects of interaction with him but she may also findsome of the things he does irritating.-Social exchange theory predicts that Mara and Steven will negotiate throughout theirinteraction to secure greater rewards.*(reference: Group Dynamics by Donelson R. Forsyth) 16. TUCKMANS 5 STAGE THEORY OFGROUP FORMATIONMembersget to knoweach other &set groundrulesMemberscome toResistControl bygroupLeaders &ShowhostilityMembersWorkTogetherdevelopingCloseRelationships& feelings ofCohesivenessGroupmembersworktowardsGettingtheir jobsdoneGroupmaydisbandeitheraftermeetingtheir goalsor becausemembersLeaveStage IFormingStage IIStormingStage IIINormingStage IVPerformingStage VAdjourning 17. *STAGES OF GROUP DEVELOPMENTForming stage.Initial entry of members to a group.Members concerns include:Getting to know each other.Discovering what is considered acceptable behavior.Determining the groups real task.Defining group rules.***Stage of uncertainty & confusion 18. *STAGES OF GROUP DEVELOPMENTStorming stage.A period of high emotionality and tension amonggroup members.Members concerns include:Formation of coalitions.Criticism of ideas.Clarifying membership expectations.Marked by personal conflicts between team members when theydo not get along.***Stage of conflict & confront 19. *STAGES OF GROUP DEVELOPMENTNorming stage.The point at which the group really begins tocome together as a coordinated unit.Members concerns include:Holding the group together.Dealing with divergent views and criticisms.Dealing with a premature sense of accomplishment.***Stage of we feeling 20. *STAGES OF GROUP DEVELOPMENTPerforming stage.Marks the emergence of a mature, organized, and well-functioninggroup.Primary challenge is to continue to improve relationships andperformance.Conflicts and uncertainty decreases over time as work focussedcomments increase.*(For example: U.S. Hockey team played 41 matches against other teams inpreparation for the olympics and won 30 matches.Before the match coach brooksjust said You lose this game and you will take it to your.graves ) 21. *stages of group developmentAdjourning stage.Particularly important for temporary groups.A well-integrated group is:Able to disband when its work is finished.Willing to work together in the future.(The U.S. hockey team for example was invited to the White House to meet thePresident after their victory.The ceremony marked the end of groups existence forthe team never played again. After the meeting the team mates clapped oneanother on the back one last time and then the group disbanded.)Planned dissolution takes place when the group accomplishes itsgoals or exhausts its time and resources. 22. DIFFERENCECommon GoalsShare commonleadershipWork jointly Individuality 23. Increase ProductivityMotivate peopleLeadershipCommunicationHandling 24. MERCK & RIVER BLINDNESSa case studyParasitic disease caused byblackfly (Simulium).Vast majority -sub-Saharan Africa(30 countries )Inicative-WHO and USpharmaceutical companyMerck(1980)Prevented 600,000 new cases ofthe disease 25. Leadership-Roy Vagelos(CEO)1987-Mectizan Expertcommittee(MEC) set upFree dose of the drug Mectizan,donated by the Merck.ISSUES-convince the publicfinanceReputationFocus -needs of the program 26. The interpersonal relationships that youform at work are key to your career andjob success. If you get along harmoniously with yourcoworkers, these positive interpersonalrelationships will fuel your workachievement, happiness, and success. 27. Demonstrate Respect AtWork. Trust And Be Trustworthy. Provide Feedback That Has An Impact. Receive Feedback With Grace And Dignity. Show Appreciation. Build Alliances PlayWell With Others: Develop EffectiveWork Relationships. Overcome Your Fear of Confrontation and Conflict. How to Hold a Difficult Conversation Create Team Norms