GROUP DYNAMICS.
o Social scientists define a group as a collection of two or more interacting
individuals with a stable pattern of relationships between them, & who share
common goals and perceive themselves as being a group.
TYPES OF GROUPS.
o There are two main categories of groups: Formal and Informal groups.
o Formal groups are created by the organization and are intentionally designed to
direct its members towards some organizational goals.
o Informal groups develop naturally among organization personnel without any
direction from the management of the organization.
o A key factor in the formation of informal groups is common interest shared by the
members.
HOW GROUPS ARE FORMED.
o According to social scientists, groups are formed through a systematic model of
group development known as: The five stage model.
o The model identifies five distinct stages through which groups develop.
1. The first stage of group development is called a Forming. During this stage,
members get acquainted with each other. They establish the ground rules by
trying to find out what behaviours are acceptable with respect to both the job
(how productive are they expected to be?) and interpersonal relationship (who
is really in charge?).
During the forming stage, people tend to be a bit confused and uncertain about
how to act in the group and how beneficial it will be to become a member of
the group, when group members start to perceive themselves as being in a
group, the forming stage is complete.
2. The second stage of group development is called Storming. This stage is
characterized by a high degree of conflict within the group. Members often
resist the control of the group’s leader and show hostility towards each other.
If these conflicts are not resolved, group members may withdraw and the
group will disband.
If the conflicts are resolved and the group’s leadership is accepted, the
storming stage is completed.
3. The third stage of group development is called Norming. During this stage, the
group becomes more cohesive. Identification as group members become greater,
close relationship develop and shared feelings become common.
Keen interests in finding mutual goals and shared responsibility for the group’s
activities are heightened. The norming stage is complete when the members of
the group accept a common set of expectations that constitutes an acceptable
way of doing things.
4. The fourth stage of group development is called Performing. During this stage,
questions about the group’s relationships and leadership have been resolved and
the group is ready to work.
Having fully developed, the group may now devote its energy to getting the job
done.
5. The fifth stage of group development is called Adjourning. This stage
recognizes that not all groups last forever. Groups may cease to exist because
they have met their goals and are no longer needed.
Other groups disintegrate, either because members leave or because the norms
that have developed are no longer effective for the group.
WHY GROUPS ARE FORMED.
1) People often join groups to satisfy their mutual interest and goals. This is done to
the extent that getting together with others allows people to achieve what they
cannot achieve alone. Example: - Formation of an organization.
2) Groups are also formed for the purpose of seeking protections from other groups
or the security of group membership. Example: - Trade unions are joined to
protect workers against abuses by management. Professional associations are
formed to protect people in their respective fields against undesirable government
regulations and other interferences.
3) Groups also exist because they appeal to basic psychological needs to be social,
people are social animals with a basic need to interact with others and groups
provide good provide good opportunities for friendships to develop and social
needs to be fulfilled.
4) People also join groups because they have a basic desire to have their self-esteem
needs fulfilled. Group membership can be a very effective way of nurturing selfesteem. Example:-when a group one belongs to is successful (a sale team).
STRUCTURAL DYNAMICS OF WORK GROUPS.
o A group structure refers to the inter-relationships between the individuals
constituting a group and the characteristics that make group functioning orderly
and predictable.
o There are four different aspects of group structure:-
a) The role of group members.
b) The norms or rules and expectations that develop within groups.
c) The status (prestige) of group membership.
d) The members sense of belonging (cohesiveness).
1) ROLES.
o In organization, many roles are assigned by virtue of an individual position
within an organization. The person holding the role is known as the role
incumbent and the behaviour expected of that person are known as role
expectation.
o The role incumbent’s recognition of the expectation of his or her role helps
avoid social disorganization that would results if clear roles expectations did
not exist.
o Workers are sometimes confused about the things that are expected of them in
the job. This is called role ambiguity and is typically experienced by new
members of the organization who have not had a good chance to learn.
o As work groups and social groups develop the various group members come
to play different roles in the structure. This is known as role differentiation
and it is a naturally occurring process.
o In organizations, roles tend to be differentiated in some standard ways.
Example: - In any group, there tends to be a person who more than anyone
else helps the group to reach its goals. This kind of individual is said to play
the task-oriented role.
o Another person may play the role of making others feel good about
themselves. This person is said to play a social-emotional role or a relationsoriented role.
o Those who play the role of doing things for themselves at the expense of
others are said to play a self-oriented role.
2) NORMS.
o Group’s norms are the aspects of a group that enhances their orderly
functioning. Norms can be defined as generally agreed upon informal rules that
guide group member’s behaviour. They represent shared ways of viewing the
world.
o Norms though not formal rules, regulate the behavior of groups in important
ways. Example: - They foster workers honesty and loyalty to the company,
establish appropriate ways to dress etc.
o Prescriptive norms dictate behaviours that should be performed while
proscriptive norms dictate behaviours that should be avoided.
3) STATUS.
o One potential reward of group membership is enjoying the status associated
with being in that group. Within the organization status may be recognized as
both formal and informal in nature.
o Formal status attempts to differentiate between degrees of formal authority
given to employees by an organization. This can be by use of status symbols
such as job titles or perks such as reserved car packing space.
o Status symbols help to remind organization members of their relative roles and
this reduces uncertainty and provides stability to the social order (Example: Your small office & desk reminds you of your lower level in the organization.).
o They also provide assurance of the various rewards available to those who
perform at a superior level. Status symbols also provide a sense of identification
by reminding members about the group’s values.
o Informal status refers to the prestige accorded to individuals with certain
characteristics that are not formally recognized by the organization. Example: Respect for the older and experienced workers, respect for those who posses
special skills etc.
o Studies on group dynamics have shown that higher status people tend to be
more influential than lower status people.
4) COHESIVENESS.
o Cohesiveness can be referred to as strength of group members’ desire to
remain a part of the group. Highly cohesive work groups are those, in which
the members are attracted to one another, accept the group goals and help
work towards meeting them.
o In very incohesive groups, members dislike one another and may even work
at cross purposes.
FIVE MAIN FACTORS THAT HELP TO AID GROUPS COHESIVENESSS.
1) The extents of the difficulties people go through inorder to join a group. The
greater the difficulties, the more cohesive the group becomes.
2) Group cohesion also tends to be strengthened under conditions of high external
threat or competition. When workers face a common enemy, they tend to draw
together.
3) The amounts of time group members spend together. The more time spent
together, the greater the cohesion.
4) Cohesiveness also tends to be greater in smaller groups than in large groups.
5) Groups with a history of success tend to be more successful, because”Nothing
succeeds like success!” and ‘everyone loves a winner’.