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FOUNDATIONS OF GROUP BEHAVIORS - Coggle Diagram
FOUNDATIONS OF GROUP BEHAVIORS
1.
Defining and Classifying Groups
Group
: Two or more individuals, interacting and interdependent, who have come together to achieve particular objectives
Formal group:
A designated work group
defined by an organization’s structure
Informal group:
A group that is not defined by an org's structure, such a group appears in response to other needs, such as social clubs or interest groups
Social identity theory
: Perspective that considers when and why individuals consider themselves members of groups
Rational identification
: when we connect with others because of our roles
Collective identification
: when we connect with aggregate characteristics of our groups
Organizational identification
: In workplace, our identification with our groups is stronger than with our org.
Ingroups
: Social catergorization processes can sometimes lead people to think of people who share their social identity
Outgroups
: people from different groups
Role requirement changes
Role:
A set of expected behavior patterns attributed to someone occupying a given position in a social unit
Role expectations:
How others believe a person should act in a given situation
Psychological contract:
an unwritten agreement btw employees and employers that establishes mutual expectations
Role perception:
An individual's view of how to act in a given situation
Role conflicts:
a situation in which an individual is confronted by divergent role expectations
Interrole conflict:
a situation in which the expectations of a individual's different, separate groups are in oppositions
Status and Group
Status:
a socially defined position or rank given to groups or group members by others
Status characteristics theory:
a theory stating that differences in status characteristics create status hierarchies within groups
Status and Group Interaction
tend to be assertive when be already of higher status in other groups
Lower-status members tend to participate less actively in group discussions
Status Inequity
Group members should believe the status hierarchy is equitable
Perceived inequity created disequilibrium -> corrective behaviors
Hierarchy can lead to negative emotions and resentment among those at the lower end of the status continuum
Status and Norms
High-status individuals may be more likely to deviate from norms when they have low identification
They also eschew pressure from lower-ranking members of other groups
Group size
: affects the groups's overall behavior
Large groups are good for gaining diverse input
Smaller groups are better doing something with input
Social loafing
: the tendency for individuals to expend less effort when working collectively than alone
Group decision making
Group think
Group pressures for conformity deter the group from critically appraising unusual, minority, or unpopular views
Group shift
A change between a group’s decision and an individual decision that a member within the group would make
Effectiveness and efficiency
Speed
Creativity
Accuracy
Acceptance
Interacting groups
Members communicate with each other (verbal and nonverbal)
Censor themselves and pressure individual members
toward conformity of opinion
Weakness
Conformity pressures
Dominance of a few members
Time consuming
Ambiguous responsibity
Brainstorming
Can overcome pressures for comformity
Group leader states problem
Members "free-wheel" as many alternatives as they can
No criticism allowed
Encouraged "think the unsual"
Strengths
Increased diversity of views
Increased acceptance of solutions
More complete information and knowledge
Normal group techniques
Restricts discussion or interpersonal communication
during the decision making process
Outperform brainstorming group
Norms:
Acceptable standards of behavior within a group that are shared by the group's members
Norms and Behaviors
Norms can cover any aspect of group behavior
Positive norms and group outcomes
Positive group norms may well beget positive outcomes
positive effect of positive norms:
CSR (Corporate Social Responsibility) initiatives is for the org's value to hold normative sway over employees
Norms and Comformity
Comformity:
the adjustment of one's behavior to align with the norms of the groups
when doing conform, it is most likely to their reference groups (important group to be which individuals belong or hope to belong. people are motivated to conform to and adopt the norms of these groups)
Negative norms and group outcomes
Negatives norms operate to faciliate poor groups outcomes and devian behavior
Norms and Emotions
The emotions of group members, especially those who work together daily, can amplify the power of norms
Norms can even dictate the experience of emotions for the individuals and for their groups
Norms and Culture
Different culture and value systems affect
norms within group
Group decision making