Group Dynamics and Teamwork

Chapter Thirteen

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Chapter Objectives Define the term group. Explain the significance of cohesiveness, roles, norms, and

ostracism in regard to the behavior of group members. Identify and briefly describe the six stages of group development. Define organizational politics and summarize relevant research

insights. Explain how groupthink can lead to blind conformity. Define and discuss the management of virtual teams. Discuss the criteria and determinants of team effectiveness. Explain why trust is a key ingredient of teamwork and discuss

what management can do to build trust.

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Fundamental Group DynamicsSocial capital: the productive potential of

strong relationships, goodwill, trust, and cooperation

What Is a Group? Two or more freely interacting individuals

who share a common identity and purposeTypes of Groups

Informal groups: A collection of people seeking friendship and acceptance that satisfies esteem needs

Formal groups: A collection of people created to do something productive that contributes to the success of the larger organization

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Fundamental Group Dynamics (cont’d)

Friendship in the workplace considerations:Bosses being friends with subordinatesPutting limits on social media interaction

Attraction to Groups Attractiveness of the group Cohesiveness of the group

Roles Socially determined ways of behaving in

specific positions

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Fundamental Group Dynamics (cont’d)

Norms Norms are the standards (degrees of

acceptability and unacceptability) for conduct that help individuals judge what is right or good or bad in a given social setting.

Norms are culturally derived and vary from one culture to another.

Norms are usually unwritten, yet have a strong influence on individual behavior.

Norms go above and beyond formal rules and written policies.

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Fundamental Group Dynamics (cont’d)

Reasons That Groups Enforce Norms To facilitate the survival of the group To simplify or clarify role expectations To help group members avoid embarrassing

situations To express key group values and enhance the

group’s unique identityOstracism

Rejection by the group for violation of its norms

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Group DevelopmentCharacteristics of a Mature Group

Members are aware of each other’s assets and liabilities.

Individual differences are accepted. The group’s authority and interpersonal

relationships are recognized. Group decisions are made through rational

discussion. Conflict is over group issues, not emotional

issues. Members are aware of the group’s processes

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Six Stages of Group DevelopmentStage 1: Orientation

Uncertainty about most everything is high.Stage 2: Conflict and challenge

Subgroups struggle for control; roles are undefined.

Stage 3: Cohesion Consensus on leadership, structure, and

procedures is reached.Stage 4: Delusion

A feeling of “having been through the worst of it” prevails

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Six Stages of Group Development (cont’d)

Stage 5: DisillusionSubgroups form with disenchantment,

diminished cohesiveness, and diminished commitment to the group.

Stage 6: AcceptanceA trusted and influential group member steps

forward and moves the group from conflict to cohesion so that it becomes highly effective and efficient.

Member expectations are more realistic.

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Organizational PoliticsWhat Does Organizational Politics Involve?

The pursuit of self-interest at work in the face of real or imagined opposition

Why Do Employees Use Organizational Politics?

Employees resort to political behavior when they are unwilling to trust their career solely to competence, hard work, and luck.

Whether employees will fall back on political tactics has a lot to do with an organization’s climate or culture.

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Antidotes to Political BehaviorStrive for a climate of openness and trust.Measure performance results rather than

personalities.Encourage top management to refrain from

political behaviors.Strive to integrate individual and

organizational goals through meaningful work and career planning.

Practice job rotation to encourage broader perspectives and understanding of the problems of others.

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Conformity and GroupthinkConformity is complying with the role

expectations and norms perceived by the majority to be appropriate in a particular situation.

Conformity enhances predictability, which is generally thought to be good for rational planning and productive enterprise.

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Teams, Teamwork, and TrustCross-functional team

A task group staffed with a mix of specialists focused on a common objective

Virtual team A group of individuals working on tasks from

a dispersed location who are electronically linked

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What Makes Workplace Teams Effective?

Innovative ideasAccomplishment of goalsAdaptability to changeHigh person/team commitmentBeing rated highly by upper management

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Figure 13.6: Trust and Effective Group Interaction

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SummaryManagers need a working understanding of group dynamics

because groups are the basic building blocks of organizations. After someone has been attracted to a group, cohesiveness—a “we”

feeling—encourages continued membership. Mature groups are characterized by mutual acceptance,

encouragement of minority opinion, and minimal emotional conflict. Organizational politics centers on the pursuit of self-interest. Although a fairly high degree of conformity is necessary if

organizations and society in general are to function properly, blind conformity is ultimately dehumanizing and destructive.

Teams are becoming the structural format of choice. Today’s employees generally have better technical skills than team skills.

Trust, a key ingredient of effective teamwork, is disturbingly low in the American workplace today.

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Terms to UnderstandSocial capitalGroupInformal groupFormal groupCohesivenessRoleNorms

OstracismOrganizational

politicsConformityGroupthinkCross-functional

teamVirtual teamTrust

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