group dynamics prof. kiran ug-i

7/29/2019 Group Dynamics Prof. Kiran Ug-i

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Definition:

Group: Two or more freely interacting

individuals who share collective normsand goals and have a common identity.

Two or more individuals who are connectedto one another by social relationships.

Size: dyads and triads to large collectives(this class, mobs, audiences)


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Types of groups:

Primary

Secondary

Planned Emergent (circumstantial and self-organizing)

Formal - structured to perform specific tasks.

Informal - emerge naturally in response toorganizational or member interests.


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Congregations, work

groups, unions,professional associations

Larger, less intimate, more

goal-focused groups typicalof more complex societies

Secondarygroups

Families, close friends,

tight-knit peer groups,

gangs, elite militarysquads

Small, long-term groups

characterized by face-to-face

interaction & high levels of

cohesiveness, solidarity, &member identification

Primary groups

ExamplesCharacteristicsType ofGroup


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Sociological Criteria of a Group:

o Two or more freely interacting individuals

o Collective norms

o

Collective goalso Common identity

o Interdependence among members

o Shared expectations about behavior

o Sense of belonging


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Formal groups

Functional Groups--Carry out the ongoingneeds in the organization, such as producinggoods, selling a product, or investing funds.

Task Groups--Set up to carry out a specificactivity, then disband when the activity iscompleted.

Informal groupsIndividuals in the organization that developrelationships to meet personal needs.


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Communication

Face to face communication over a period of time. Influence

The group influences the individual and individual has influence onthe group.

Interaction Regular interaction in ways that develop a group identity.

Interdependence Each member depends to a degree on the others to accomplish goals

Interrelations Dynamic interrelations means that the personal relations among

members is constantly changing. Psychological significance

The group has an impact on the psychology of the individual identity Shared identity

The group identity is or can be separated from the individual Structure

Consisting of status and role differentiation between and among themembers


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Relatively small in size Intimate interaction

Long lasting

Do not necessarily need a goal or purpose for

association No leadership requirement

Belonging to groups A natural part of life

If we didnt belong to groups: alone

but simple & more relaxed.


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TEAM VS GROUP WORK TEAMS = COLLECTIVE PERFORMANCE

- COORDINATED EFFORTS

- SHARED LEADERSHIP ROLES - INDIVIDUAL ACCOUNTABILITY & MUTUAL

ACCOUNTABILITY

- ENCOURAGE OPEN ENDED ACTIVE PROBLEM

SOLVING MEETINGS DISCUSSES & DOES REAL WORK


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Relatively large in size Individuals can remain anonymous

Little or no face to face interaction

A goal or purpose

Leadership requirement

Last a short period of time

Groups disbands (or reorganizes) after the

goal is accomplished


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Roles--Patterns of behavior related toemployees positions in a group.

Norms--Group standards for appropriateor acceptable behavior.

Status--A group members position inrelation to others in the group.

Cohesiveness--The degree to which

group members stick together. Homogenity--The degree to which the

members of a group are the same.


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Groups develop through five basic stages:

1. Forming - apprehension

2. Storming - conflict3. Norming status and role attainment

4. Performing goal striving andaccomplishment

5. Adjourning disbanding or re-organizing


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FORMING

STORMING

NORMING

PERFORMING

Orientation

Dissatisfaction

Resolution

Production


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FORMING STORMING NORMING PERFORMING

RESISTANCEINSIGHTFULNESS

SATISFACTION

EXCITEMENT

ANTICIPATION

CONSTRUCTIVE

CRITICISM

ACCEPTANCE

OPTIMISM RELIEF


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Safe, patterned behaviourOrientation to task & others

To grow-Become comfortable with morethreatening topics-Become comfortable with conflict


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Competition & conflict

Delegation of tasks To grow

Move from testing & proving mentality to problem-solving mentality

- Issue resolution, develop socialagreements, cohesion, establish group norms(interdependence)

Acknowledge contributions

Free flow of ideas

Sense of group belonging


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4. - mutual assistance, creativity,understanding goals and roles (independence)

Teamwork and performance

Not reached by all groups

Equal facilitation

Interdependent interpersonal relations

Need for group approval is past

Highly task oriented & highly people oriented

Consensus building- Important part


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5. - closure, symbolism, ceremonies,and emotional support

Termination Disengagement

Say goodbyes Attention towards wrapping up activities Group responses may be different- happy or

depressed.

Groups may not proceed clearly from one stage tothe next.

Some stages go simultaneously.


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Security- Feel stronger, fewer self doubts, reducethe insecurity of Standing alone

Status- Recognition & importance

Self-esteem- Self worth & status to the group

members Affiliation- Interaction & social needs ; on the job

regular communication.

Power- Group action helps in better achievement.

Goal achievement- Task accomplishment bypooling knowledge and talents of group members.


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Closeness--Being members of the samegroup builds ties among people.

Common goals--Moral and practicalsupport is gained by working with otherswho have the same or similar goals.

Achievement of personal objectives--Timespent with group members can be

enjoyable, enhance a persons prestige, andsatisfy peoples desire to feel important.


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Group facilitator Draw groups attention to the group processes and

suggest ways to enhance group skills

Ideal that facilitation is performed by all group

members

The group must acquire

Managerial skills

Interpersonal skills


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Focus on the task Have a clear understanding of task All members contribute

Decisions are written down Feedback is task focussed Failures are explored Active communication


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Gain self knowledge from the group Help in reaching our goals

Enhances self esteem & status

Attains self prestige

Social change

We are programmed for group life. Groups are highlyimportant for survival.

Do you agree joining and staying in a group isindispensable ?


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People who need people are the luckiestpeople in the world..

Famous song by Barbara Streisand

I must admit I am inclined towards Barbarasview. I happily claim membership in a varietyof different groups and I would love to stay in

the groups.Lets keep moving in groups inspite of the

obstacles.


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Teams exist & its members - are motivated to join

-perceive team as a unified unit of interactingpeople

Contribute to team processes time & energy

Reach agreements & have disagreements

Interact in a social situation

Teams the most important approach toproblem solving


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Teams are made up of dedicated people , Who enjoy working together ,

Who maintain high standards

Who demonstrate high productivity &commitment to excellence

To monitor closely & measure periodically team mission , goal achievement , open &

honest communication , empowerment &positive roles & norms


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Continually work together as a team Listen & communicate effectively Deal with conflicts appropriately Recognize each others contributions Provide honest feedback Give more importance to coordinating and

caring team members Encourage cooperation Creates positive energy-coordination Members express their ideas & feelings


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Clear purpose vision ,mission , goal & actionplan

Informality relaxed , comfortable &informal Participation everyone is encouraged

Active listening questioning ,summarising Civilized disagreement Consensus decision making Open communication no hidden agendas Clear roles & fair assignments Self assessment -functioning


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Teams outperform individuals Improved employee motivation involvement Make the jobs more interesting Creates positive synergy & productivity Satisfaction of social needs interaction

,friendship & brotherhood Commitment to team goals Improved organizational communication Build technical ,interpersonal & decision

making skills


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Number of members in the teams small Selection of members on the basis of skills &

skill potentials technical , problem solving &decision making skills and interpersonal skills

Urgent & meaningful purposes ,performancestandards & direction

Allocating right roles to right people Pay particular attention to initial impressions

Developing a code of conduct punctuality,regularity ,confidentiality & analyticalapproach & constructive confrontation


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VISION clear & understood by everyone -compelling & totalistic vision

-commitment to organizational success

-represents a challenge & is a motivatingforce

-provides guidance for success

- consistent with members values

-is a solution to problems team has an appealing vision of future


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Mission has a critical role for building a team -sets a common direction for the team -every one understands their contribution to team success mission =the most important component -it drives all other issues determines the no

& skills of people needed effective teams have a clear mission Everyone contributes to achieve teams

mission


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Setting goals & developing plans of action goals specific ,observable & attainable

require commitment & feedback

Ongoing assessment on a regular basis

Provide & seek performance based feedback

use variety of sources & criteria for feedback

examine & integrate information for progress

Conduct a GAPS analysis to know about goals ,abilities ,perceptions & standards


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A role is a set of expected behavior patterns associatedwith someone occupying a given position in a social unit.

Role expectations: How others believe a person shouldact in a given situation.

Role perception- how to act in a given situation. For e.g.From friends, books, TV.

Role expectations- others view of acting in a givensituation.


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Define expected patterns of behavior.

Formal roles - to establish order.

Informal roles - functional roles.

Reflect - a persons position, with rights and obligations,power and responsibility.

ROLE EMERGENCE - Personal characteristics & Audition forthe roles.

Role requirements change in different situations.

Role identity - Attitudes and behaviors consistent with a role.


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Role Conflict

A situation in which an individual is confronted by divergent

role expectations.

Role Ambiguity

A person is unclear about his or her role.

Role Overload

Too much is expected of someone.

Role Under load Too little is expected of someone, and that person feels that

he or she is not contributing to the group.


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group dynamics prof. kiran ug-i

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