BY Mrs. Rand Omran Alastal 0

Kelli J. Schutte William Jewell College Robbins & Judge Organizational Behavior 14th Edition Foundations of Group Behavior 9-1

1.Define groups, and distinguish the different types of groups. 2.Identify the five stages of group development. 3.Show how role requirements change in different situations. 4.Demonstrate how norms and status exert influence on an individual’s behavior. 5.Show how group size affects group performance. 6.Contrast the benefits and disadvantages of cohesive groups. 7.understand the implication of diversity for effectiveness 8.Contrast the strengths and weaknesses of group decision making. 9.Compare the effectiveness of interacting, brainstorming, nominal, and electronic meeting groups. After studying this chapter you should be able to:

content  1. Defining and classifying group  2. Stages of group development  3. Group prosperities: roles, norms, size, cohesiveness, and diversity.  4. Group decision making.  5. Summary and implications for managers 1-3

1. Defining and Classifying Groups  Group: Two or more individuals interacting and interdependent, who have come together to achieve particular objectives.  Classification of group:  1. Formal Group: A designated work group defined by organization’s structure  2. Informal Group: A group that neither formally structured nor organizationally determined such a group appears in response to the need of social 9-4

Subclassifications of Groups Formal Groups  Command Group A group composed of the individuals who report directly to a given manager.  Task Group Those working together to complete a job or task in an organization but not limited by hierarchical boundaries. Informal Groups  Interest Group Members work together to achieve a specific objective with which each is concerned.  Friendship Group Those brought together because they share one or more common characteristics. 9-5

Why Do People Form Groups?  Our tendency to take personal pride or offense for the accomplishments of a group is the territory of social identity theory.  Social identity theory:  proposes that people have emotional reactions to the failure or success of their group because their self-esteem gets tied into the group’s performance. 9-6

Social Identity Theory  When your group does well, you delight in reflected glory, and your own self-esteem rises. When your group does poorly, you might feel bad about yourself, or you might even reject that part of your identity.  Social identities: also help people reduce uncertainty about who they are and what they should do.  People develop a lot of identities through the course of their lives. You might define yourself in terms of the organization you work for, the city you live in, your profession, your religious background, your ethnicity, or your gender. 9-7

When do people develop a social identity? Social identities help us understand who we are and where we fit in with other people, but they can have a negative side as well. In group favoritism means we see members of our in group as better than other people, and people not in our group as all the same. This obviously paves the way for stereotyping. When do people develop a social identity? 9-8

Why People Join Groups – Social Identity  1. Similarity  2. Distinctiveness  3. Status  4. Uncertainty Reduction 9-9

2. Stages of Group Development  Groups generally pass through a predictable sequence in their evolution.  Although not all groups follow this five-stage model.  it is a useful framework for understanding group development.  The five stage group development model characterizes groups as proceeding through the distinct stages of 1.Forming stage. 2.storming stage. 3.norming stage. 4.Performing stage. 5. adjourning stage. 9-10

Five Stages of Group Development Model 9-11

The Five Stages of Group Development 1. Forming Members feel much uncertainty 2. Storming Lots of conflict between members of the group 3. Norming Stage Members have developed close relationships and cohesiveness 4. Performing Stage The group is finally fully functional 5. Adjourning Stage In temporary groups, characterized by concern with wrapping up activities rather than performance 9-12

 Temporary groups with deadlines don’t follow the five- stage model  Punctuated-Equilibrium Model Temporary groups under deadlines go through transitions between inertia and activity—at the halfway point, they experience an increase in productivity.  Sequence of Actions 1. Setting group direction 2. First phase of inertia 3. Half-way point transition 4. Major changes 5. Second phase of inertia 6. Accelerated activity An Alternative Model for Group Formation 9-13

3. Group Properties Group Performance 2. Norms 3. Status4. Size 5. Cohesiveness 1. Roles 9-14

Group Property 1: Roles 1.Role: A set of expected behavior patterns attributed to someone occupying a given position in a social unit. 2.Role Identity: Certain attitudes and behaviors consistent with a role. 3.Role Perception: An individual’s view of how he or she is supposed to act in a given situation – received by external stimuli. 4.Role Expectations: Role expectations are the way others believe you should act in a given context. 5.Role Conflict: When compliance with one role requirement may make it difficult to comply with another, the result is role conflict. 9-15

Group Property 2: Norms  Norms: acceptable standards of behavior within a group that are shared by a group’s member.  Classes of Norms 1.Performance norms - level of acceptable work 2.Appearance norms - what to wear 3.Social arrangement norms - friendships and the like 4.Allocation of resources norms - distribution an assignments of jobs and material 9-16

Norms and Behavior  Conformity Adjustment of one’s behavior to align with the norms of the group.  Reference Groups Important groups to which individuals belong or hope to belong and with whose norms individuals are likely to conform. 9-17

 Deviant Workplace Behavior Also called antisocial behavior or workplace incivility. Voluntary behavior that violates significant organizational norms and in doing, threatens the well- being of the organization it members. Defying Norms: Deviant Workplace Behavior 9-18

Group Influence on Deviant Behavior 1.One study suggests those working in a group are more likely to lie, cheat, and steal than individuals working alone. 2.Simply belonging to a group increases the likelihood of deviance 3.Being in a group allows individuals to hide – creates a false sense of confidence that they won’t be caught. 9-19

Group Property 3: Status  Status: A socially defined position or rank given to groups or group members by others.  Important factor in understanding behavior  Significant motivator  Status Characteristics Theory  Status derived from one of three sources: 1.Power a person has over others 2.Ability to contribute to group goals 3.Personal characteristics 9-20

Status Effects  Status and Norms High-status members are less restrained by norms and pressure to conform Some level of deviance is allowed to high-status members so long as it doesn’t affect group goal achievement  Status and Group Interaction High-status members are more assertive Large status differences limit diversity of ideas and creativity  Status and inequity If status is perceived to be inequitable, it will result in various forms of remedial behavior. 9-21

Group Property 4: Size  Group size affects behavior  Size: – Twelve (12) or more members is a “large” group – Seven (7) or fewer is a “small” group  Best use of a group: 9-22 AttributeSmallLarge SpeedX Individual PerformanceX Problem SolvingX Diverse InputX Fact-finding GoalsX Overall PerformanceX

Issues with Group Size  Social Loafing (A disposition to remain inactive) The tendency for individuals to expend less effort when working collectively than when working individually.  How to Prevent social loafing? 1.Setting group goals 2.Increasing intergroup competition 3.Using peer evaluation 4.Distributing group rewards based on individual effort 9-23

Group Property 5: Cohesiveness  Cohesiveness: Degree to which group members are attracted to each other and are motivated to stay in the group.  How To increase cohesiveness in group? 1.Make the group smaller. 2.Encourage agreement with group goals. 3.Increase time members spend together. 4.Increase group status and admission difficulty. 5.Stimulate competition with other groups. 6.Give rewards to the group, not individuals. 7.Physically isolate the group. 9-24

4. Group Decision Making vs. Individual Choice  Group Strengths: 1.Generate more complete information and knowledge 2.Offer increased diversity of views and greater creativity 3.Increased acceptance of decisions 4.Generally more accurate (but not as accurate as the most accurate group member)  Group Weaknesses: 1.Time-consuming activity 2.Conformity pressures in the group 3.Discussions can be dominated by a few members 4.A situation of ambiguous responsibility 9-25

Group Decision-Making Phenomena  Groupthink  A phenomenon in which the norm for consensus overrides the realistic appraisal of alternative courses of action.  Group shift Change between a group’s decision and an individual decision that a member within the group would make the shift can be toward either conservatism or greater risk but it generally is toward a more extreme version of the group’s original position. 9-26

Group Decision-Making Techniques  Brainstorming – An idea-generation process that specifically encourages any and all alternatives while with holding any criticism of those alternatives.  Nominal Group Technique (NGT) – A group decision making method in which individual members meet face to face to pool their judgments in a systematic but independent.  Electronic Meeting – A meeting in which members interact on computers allowing for any anonymity of comments and aggregation of votes. 9-27

Evaluating Group Effectiveness Type of Group Effectiveness CriteriaInteracting Brain- storming NominalElectronic Number and quality of ideas LowModerateHigh Social Pressure HighLowModerateLow Money Costs Low High Speed Moderate Task Orientation LowHigh Potential for Interpersonal Conflict HighLowModerate Commitment to Solution HighN/AModerate Development of Group Cohesiveness High ModerateLow 9-28

5. Summary and Managerial Implications  Perception of group  Group development  Role  Norms  Status  Size of group  Cohesiveness  Diversity group  Brainstorming 9-29