Chapter TenChapter Ten

Group DynamicsGroup Dynamics

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Chapter Ten OutlineChapter Ten Outline Groups: Definitions, Types and FunctionsGroups: Definitions, Types and Functions

- Formal and Informal Groups- Formal and Informal Groups - Functions of Formal Groups- Functions of Formal Groups The Group Development ProcessThe Group Development Process

- Five Stages- Five Stages- Group Development: Research and Practical Implications- Group Development: Research and Practical Implications

Roles and Norms: Social Building Blocks for Group & Organizational BehaviourRoles and Norms: Social Building Blocks for Group & Organizational Behaviour- Roles- Roles- Norms- Norms- Relevant Research Insights and Managerial Implications- Relevant Research Insights and Managerial Implications

Group Structure and CompositionGroup Structure and Composition- Functional Roles Performed by Group Members- Functional Roles Performed by Group Members- Group Size- Group Size- Effects of Men and Women Working Together in Groups- Effects of Men and Women Working Together in Groups- Individual Ability and Group Effectiveness- Individual Ability and Group Effectiveness

Threats to Group EffectivenessThreats to Group Effectiveness- The Asch Effect- The Asch Effect- Groupthink- Groupthink- Social Loafing- Social Loafing

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GroupsGroups

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Group: “Two or more freely interacting individuals who share collective norms and goals and have a common identity.”

Four Sociological Criteria of a Group:Four Sociological Criteria of a Group: Two or more freely interacting individualsTwo or more freely interacting individuals Collective normsCollective norms Collective goalsCollective goals Common identityCommon identity

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Tuckman’s Five-Stage TheoryTuckman’s Five-Stage Theoryof Group Developmentof Group Development

FormingForming:: “Ice breaking” stage; low trust; holding back; “Ice breaking” stage; low trust; holding back; need for leadershipneed for leadership

StormingStorming:: Power structure is tested; subgroups form Power structure is tested; subgroups form NormingNorming:: Questions about power and authority Questions about power and authority

resolvedresolved PerformingPerforming:: Attention devoted to solving task problems Attention devoted to solving task problems AdjourningAdjourning:: Work is done; return to independence; a Work is done; return to independence; a

sense of losssense of loss

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Role BehaviourRole Behaviour Roles:Roles: “Sets of behaviours that persons expect of occupants of a position.” “Sets of behaviours that persons expect of occupants of a position.” Role overload:Role overload: “Occurs when the sum total of what role senders expect of the “Occurs when the sum total of what role senders expect of the

focal person far exceeds what he or she is able to do.”focal person far exceeds what he or she is able to do.” Role conflict:Role conflict: “Experienced when different members of the role set expect “Experienced when different members of the role set expect

different things of the focal person.” (Knowing what to do but not being able to different things of the focal person.” (Knowing what to do but not being able to do it.)do it.)

Role ambiguity:Role ambiguity: “Occurs when members of the role set fail to communicate to “Occurs when members of the role set fail to communicate to the focal person expectations they have or information needed to perform the the focal person expectations they have or information needed to perform the role, either because they do not have the information or because they role, either because they do not have the information or because they deliberately withhold it.” (Not knowing what to do.)deliberately withhold it.” (Not knowing what to do.)

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Social NormsSocial Norms

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Norm: “An attitude, opinion, feeling, or action -- shared by two or more people -- that guides their behaviour.”

Why Norms Are Enforced (see Table 10-2):Why Norms Are Enforced (see Table 10-2): Help the group or organization surviveHelp the group or organization survive Clarify or simplify behavioural expectationsClarify or simplify behavioural expectations Help individuals avoid embarrassing situationsHelp individuals avoid embarrassing situations Clarify the group’s or organization’s central Clarify the group’s or organization’s central

values and/or unique identity values and/or unique identity

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Functional Roles PerformedFunctional Roles Performedby Group Membersby Group Members

Task RolesTask Roles DescriptionDescriptionInitiatorInitiator Suggests new goals or ideas Suggests new goals or ideasInformation seeker/giverInformation seeker/giver Clarifies key issues Clarifies key issuesOpinion seeker/giverOpinion seeker/giver Clarifies pertinent values Clarifies pertinent valuesElaboratorElaborator Promotes greater understanding Promotes greater understandingCoordinatorCoordinator Pulls together ideas and suggestions Pulls together ideas and suggestionsOrienterOrienter Keeps group headed toward its stated Keeps group headed toward its stated

goal(s) goal(s)EvaluatorEvaluator Tests group’s accomplishments Tests group’s accomplishmentsEnergizerEnergizer Prods group to move along or to Prods group to move along or to

accomplish more accomplish moreProcedural technicianProcedural technician Performs routine duties Performs routine dutiesRecorderRecorder Performs a “group memory” function Performs a “group memory” function

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Functional Roles PerformedFunctional Roles Performedby Group Membersby Group Members

(Continued)(Continued)Maintenance RolesMaintenance Roles DescriptionDescription

EncouragerEncourager Fosters group solidarity Fosters group solidarityHarmonizerHarmonizer Mediates conflict through Mediates conflict through

reconciliation or humour reconciliation or humourCompromiserCompromiser Helps resolve conflict by meeting Helps resolve conflict by meeting

others “half way” others “half way”GatekeeperGatekeeper Encourages all group members to Encourages all group members to

participate participateStandard setterStandard setter Evaluates the quality of group Evaluates the quality of group

processes processesCommentatorCommentator Records comments on group Records comments on group

processes/dynamics processes/dynamicsFollowerFollower Serves as a passive audience Serves as a passive audience

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A Contingency Model forA Contingency Model forStaffing Work GroupsStaffing Work Groups

SpreadSpread most talented personnel around if most talented personnel around if the objectives are to:the objectives are to:- Improve performance of all work groups- Improve performance of all work groups- Train and develop new talent- Train and develop new talent

ConcentrateConcentrate most talented personnel in most talented personnel in groups if the objective is to:groups if the objective is to:- Maximize performance of best group(s)- Maximize performance of best group(s)

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Symptoms of GroupthinkSymptoms of Groupthink InvulnerabilityInvulnerability Inherent moralityInherent morality RationalizationRationalization Stereotyped views of oppositionStereotyped views of opposition Self-censorshipSelf-censorship Illusion of unanimityIllusion of unanimity Peer pressurePeer pressure MindguardsMindguards

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Preventing GroupthinkPreventing Groupthink

Every group member a critical evaluatorEvery group member a critical evaluator Avoid rubber-stamp decisionsAvoid rubber-stamp decisions Different groups explore same problemsDifferent groups explore same problems Rely on subgroup debates and outside Rely on subgroup debates and outside

expertsexperts Assign role of devil’s advocateAssign role of devil’s advocate Rethink a consensusRethink a consensus

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Stepladder Technique for Stepladder Technique for Avoiding Social LoafingAvoiding Social Loafing

Example of a Four-Person GroupExample of a Four-Person Group:: Two core group members work on problem.Two core group members work on problem. Third member joins group and presents Third member joins group and presents

recommendations (followed by three-person recommendations (followed by three-person discussion).discussion).

Fourth member joins group and presents Fourth member joins group and presents recommendations (followed by four-person recommendations (followed by four-person discussion and final decision making).discussion and final decision making).

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