Group dynamics : The document provide information associated with group dynamics and also it includes the note related to it with various multiple choice question and also a ' Case Study' for better understanding about group dynamics.

1. An “ASSIGNMENT ON:
“Case Study, Notes & MCQ related to Group Dynamics”
In
(ORGANISATIONAL BEHAVIOUR)
Presenting For Mid Semester 2 Examination 2020
Submitted To:
Ms. P.Vakula Kumari
Assistant professor
Department of Business Management
Submitted By:
ARVIND SAINI {Y19282008}
Master of Business Administration
In
DEPARTMENT OF BUSINESS MANAGEMENT
Dr. Harisingh Gour Vishwavidyalaya
(A Central University)
Session: 2020-2021

2. 1. W
hich is the most important need?
a) Social need
b) Organizational need
c) Group need
d) Society need
2. Which of the following are not the characteristics of group?
a) One person
b) Regularity
c) Task group
d) Active listeners.
3. How many types of groups are classified in Group dynamics:
a) One
b) Two
c) Three
d) Four
4. Which is not a type of formal group:
a) Command group
b) Interest group
c) Task group
d) Functional group
5. Which group provide the “social validation”:
a) Interest group
b) Friendship group
c) Public group
d) Reference group
6. Which are among the role of Group:
a) Builds confidence c) High morale
b) Recognition d) All of the above

3. 7. How many kinds of theories of group formations are:
a) One
b) Four
c) Three
d) Two
8. Who propounded the famous IAS theory:
a) George O. Homans
b) Uma Sekeran
c) Henry Fayol
d) Hackman
9. Which theory of group dynamics depends on proximity of people:
a) Balance theory
b) Propinquity theory
c) Exchange theory
d) None of these
10. In Homans IAS theory “S” stands for:
a) System
b) Sentiment
c) Storming
d) Social
11.Which theory ensured the balance need maintained into the group:
a) exchange theory
b) Example theory
c) Reference theory
d) Explain theory
12. Who developed the “Theory Of Group Development” :
a) Huffman
b) Hackman
c) Tuckman
d) Trickman
13.Which of them is the part of Tuckman’s five stage theory of group development:
a) Norming c) action
b) Authority d) Involvement

4. 14. According to whom “ Group dynamics has generally, democratic leadership participation
and overall co-operation is expected from all the group members” :
a) Kurt Levin
b) Hackman
c) Hoffman
d) Tuckman
15. Which is the not elements of group dynamics:
a) Group Size
b) Group Status
c) Group roles
d) Group sample
16.Which of these is the type of norms:
a) Position norms
b) Performance norms
c) Punctuality norms
d) All of the above
17. Which of this leadership style imposes the restriction and boundaries?
a) Autocratic
b) Permissive
c) Over permissive
d) Dynamic
18.Which of the following is not a norm?
a) Participation
b) Hunger
c) Positive attitude
d) Confidence
19. Which of the following is not a step of group development?
a) Action
b) Grouping
c) Storming
d) Norming
20. Who developed the concept of Group Cohesiveness:
a) Lipit and Seashore b) Huffman c) Tuckman

5. 1) A. Social need
2) A. one person
3) B. two
4) B. interest group
5) D. reference group
6) D. All of the above
7) B. Four
8) A. George O. Homans
9) B. Propinquity theory
10) B. Sentiment
11) A. Exchange theory
12) C. Tuckman
13) A. Norming
14) B. Hackman
15) D. Group sample
16) D. All of the above
17) A. Autocratic
18) B. hunger
19) A. action
20) A. Lipit and Seashore

6. Notes:
Introduction:
Out of the various needs of a human being, the most important need is the social need i.e. the
company to share his thoughts, feelings and emotions. It is a well known fact that an individual
can’t exist alone in spite of the fact that how much caliber he has or how much powerful he is,.
Human beings are not like machines, so they definitely need company. An organization makes
formal group of employees or workers and provide them the specific task to perform and the
group members join together for the fulfillment of that particular common objective. Some
informal groups can also exist within the organization where the employees having common
thoughts or something in common join together and share anything of their common interests.
So, we can say that, a group refers to the joining of two or more persons who come together,
interact with each other, share feelings, accept others’ feelings and share common objectives.
Meaning of Groups: -A group refers to the joining of two or more persons who come together,
interact with each other, share feelings, accept others’ feelings and share common objectives.
Group maybe formal or informal. An organization makes formal group of employees or
workers and provide them the specific task to perform and the group member joined together
for the fulfillment of that particular common objective .
Definition of Groups:-
According to Stephen P. Robbins. “A group is defined as two or more individuals, interacting
and interdependent, who come together to achieve particular objectives.”
According to Ivancevich, Konopaske and Matterson, “A group refers to two of more
individuals interacting with each other in order to accomplish a common goal.”
According to Uma Sekeran“A group consists of two or more people working together on a
regular basis to achieve common goals.”
Nature/ Characteristics/ Features of group
• Two or more person
• Commonness
• Objectives
• Interdependence
• Work for collective goal

7. • Formal and informal
• Interaction and involvement
• Active listeners
• Regularity
• Acceptance
• Recognition
Types of Formal groups
• Command groups
• Task groups
• Committees
• Functional groups
Types of Informal groups
• Interest groups
• Friendship groups
• Reference groups
Role of group
• Build confidence
• Development of personality
• Recognition
• Promotes the habit of active listeners
• Contribution towards common goal
• Less absenteeism
• High morale
• Increase in efficiency
Theories Of group formation
Formation of group is not an easy task for an organization. An organization while selecting the
members of the group spends considerable effort for the formation of group. It is also equally
true that the informal groups don’t involve such type of effort on the part of an organization as
they are not formed by it. In fact such group emerges gradually. The important question arises
here is that how such types of groups form? For this purpose, some theories have been given.
Some of which are as follows:
1. Propinquity theory :-The theory states that it is the proximity of the people that builds the
relationship between them and which serves as the base for the formation of the group. Higher
will be the proximity, higher will be the chances of formation of group between them. The
theory lays stress on the closeness of people. When two persons work in same environment

8. repeatedly, they develop a sense of belongingness and they gradually develop communication
which in turns leads to discussions, sharing of thoughts, feelings and opinions .
2. Homan’s IAS theory :- The theory has been propounded by George O. Homans. Here IAS
means:
I- Interaction A- Action S- Sentiment
He is of the opinion that it is not the location that brings closeness and lead to formation of
group. It is actually the Interaction, Action and Sentiment which serves as the basis for their
formation. It is not the physical proximity but the activities, interactions and sentiments that
give strength to the formation of group.
As per Homans, these three elements i.e. Interaction, Action and Sentiment are interdependent.
He is of the view that more activities a person share, more will be their interaction and stronger
will be their sentiments and the more sentiments they have for each other, more will be their
activities and interactions.
3. Balance Theory :- This theory was propounded by Theodore M. Newcomb. He states that
people get attracted towards each other of the basis of their common features, attitudes, values,
nature, religion, education, experience and objectives. This feature of having uniformity and
homogeneity encourages them to form a group. It is to be ensured that the balance needs to be
maintained between them. That is why the theory is named as Balance Theory.
4. Exchange theory :- The theory has been proposed by Thibaut and Kelley. They are of the
opinion that the formation of the group between people depends on what they get in return
through interaction and what they spent for such interaction or it can be said that it is a
relationship between cost and benefit/ reward/ consideration. An individual may like to be in a
group where gets more satisfaction (benefit) in relation to what he sacrifices (cost). Here
satisfaction or benefit may be in the form of information, expertise, love, care, status, money
etc. and on the other hand sacrifice or cost may be in the form of anxiety, efforts, frustrations,
embarrassment, fatigue etc.
Tuckman’s Five Stage Theory of Group Development
This theory is proposed by Tuckman who has explained that there are five steps involved in the
formation of a Group. These five steps are explained as follows :-
Forming:- The forming stage refers to the formation of the group. People get together for the
achievement of group objectives.
At this stage, the individual and group issues that evolve are:
Individual issues: “How do I fit in?”
Group issues: “Why are we here?”

9. Storming: This is the stage when individual members of the group start taking active
participation in almost every group activity and express their thoughts freely.Members at this
stage come to resist control by group leaders and try to show hostility. Issues at this stage are:
Individual Issues: “What is my role here?”
Group Issues: “Why are we fighting over who’s in charge and who does what?”
Norming: At this stage, the situations are tried to get improved though collective efforts. The
reasons for the emergence of conflicts are found out and efforts are made to develop group
norms to find out their permanent solution so that the conflicting situations may not arise at
later stages of group’s life. Issues involved at this stage are:
Individual Issues: “What is expected from me to do?
Group Issues: “Can we agree on roles and work together as a team?”
Performing: This is the stage when everyone tries to provide his efficient and maximum
contribution towards the accomplishment of group goals. Group members work together
towards getting their jobs done in the best possible manner. Individual and group issues
involved here are:
Individual Issues: “How can I best perform my role?”
Group Issues: “Can we do the job properly?”
Adjourning: Under this stage, group members get back to their original positions where they
were before the formation of such group. The Group members separate from the group as they
no longer wish to stay in the group. Their separation from the group ay be due to any one of the
following two reasons.
(a) Completion of task for which group was formed.
(b) Members wish to close the group and don’t want to stay together as a group.
To conclude, we can say that the theory of Group Formation as suggested by Tuckman explains
that there are five steps in Group Development which can be summarized as follows:
• Forming – Groups get together.
• Storming – Groups develop difference of opinions leading to conflicts.
• Norming – Groups create rules and structure.
• Performing – Groups produce results.
• Adjourning- Groups loses existence.
Importance Of Group Dynamics
• Improved production
• Open feedback
• Uniformity in behaviour

10. • Increase in morale
• Directed efforts
• Synergy
• Promotes team spirit
• Transformation of thoughts
• Less absenteeism
• Lesser turnover
• Clarity of roles
Elements of group dynamics
• Group size :- bigger a group, greater will be the diversity of talent, skills and knowledge.
Optimum group structure is very beneficial as it promotes:
a. Healthy interaction
b. Better communication
c. Better participation
d. Better Involvement
e. Confidence Approval
f. Less criticism
So for this purpose, group leaders generally prefer small groups having more benefits and least
criticisms.
• Group composition :- Group composition refers to the compatibility of the group
members with each other. How much they feel relaxed after being part of the group. This
degree of ease or compatibility depends upon the features which are common in between
the group members. Such common features can be the age, habits, interests, education,
caste, culture, language, income, experience, sex, personality, ability, thinking, behavior
etc.
So we can say that the group can be classified into these two categories:
Homogeneous Groups: The members of this type of group generally have more compatibility
and cohesiveness due to presence of common features amongst them.
Heterogeneous Groups: The members of this type of group generally have lack of common
thoughts and viewpoints.
• Group norms:- Group Norms are the rules which are made for the group members. For
the successful running of the activities of the group, such norms are important. These are
standard rules which are binding on the members belonging to the group.
The important features of group norms are as follows:
a. Group norms are meant for providing guidance to the group members.
b. Group norms may be oral or written.
c. Compliance of Group Norms is compulsory for all group members.

11. d. Group Norms are formed for the accomplishment of the individual and organizational
objective.
e. They express the area of working.
f. Group Norms are clearly spelled out to all the group members.
g. Failure to follow the group norms may affect the membership of the group members .
Types of Groups:-
There are various types of groups that operate in any organization. Broadly they are classified
into two types namely, formal groups and informal groups.
Formal groups are the groups which are formed by the organization for the completion of
specific task related to the achievement of the organizational goals whereas informal groups are
not formed by the organization but these groups develop by themselves within the organization
spontaneously.
Types of Formal Groups:-
Command Groups: Command Groups are the groups which consist of subordinates who report
to a common boss. Here, under this type of group, the superior subordinate relationship is
clearly defined and the authority and responsibilities are specified. These groups are specified
by the organizational chart.

12. Task Groups: Task Groups is a group which consists of people who work together for the
achievement or completion of a common task or common job. Under this type of group, a
specific time period is allotted to group members for the completion of the particular task.
Committees: Committees are the groups which are created to operate and resolve some
particular situation, if arises and to manage the functioning of that particular related activity for
which it has been formed. For example, a college appoints some of the persons as the members
of the committee for maintaining discipline in the college premises.
Functional Groups: Functional group is a group that is created by an organization which
operates for the accomplishment of specific goals but the time duration for the completion of
that particular task of tasks is not specified. They exist even after the accomplishment of short
term goals.
Types of Informal Groups:-
Interest groups: Interest groups are the groups which are formed with the persons having
common interests, likings or common demands. Further, it is not necessary that the persons of
same interest group are the part of a same organization. They may be working in different
organizations but are bound together for some common interests.
Friendship Groups: Friendship groups are the groups which are formed by the members who
have similarity of social activities, political views, some religious thoughts or any other.
Friendship group can also be formed between the people of same age group with whom they
can share their thoughts and feelings. They often meet after the working hours of the
organization and may join some club or any association.
Reference Group: A reference group is one whose membership is acquired by its members
unconsciously. For example, marketing managers doing similar works in different multinational
companies are the part of the reference group. People use to evaluate themselves on being the
member of such group. The special feature of being the part of this group is that the
membership of this group provides them social validation. It also gives rise to social
comparison. These groups have a strong influence on the behaviour of its members.
Role of a group
• Builds confidence
• Development of personality
• Recognition

13. Propinquity Theory:
The theory states that it is the proximity of the people that builds the relationship between them
and which serves as the base for the formation of the group. Higher will be the proximity,
higher will be the chances of formation of group between them.
Homan’s IAS theory:
The theory has been propounded by George O. Homans. Here IAS means:
I - Interaction A- Action S- Sentiment
He is of the opinion that it is not the location that brings closeness and lead to formation of
group. It is actually the Interaction, Action and Sentiment which serves as the basis for their
formation. It is not the physical proximity but the activities, interactions and sentiments that
give strength to the formation of group.

14. Balance Theory:
This theory was propounded by Theodore M. Newcomb. He states that people get attracted
towards each other of the basis of their common features, attitudes, values, nature, religion,
education, experience and objectives.
Exchange Theory
Tuckman’s Five Stage Theory of Group Development
• Forming – Groups get together.
• Storming – Groups develop difference of opinions leading to conflicts.
• Norming – Groups create rules and structure.
• Performing – Groups produce results.
• Adjourning- Groups loses existence
Group Dynamics
According to Kurt Levin “Group Dynamics deal with internal nature of groups, how they are
formed, what structure and processes they adopt, how they function and affect individual
members, other groups and the organization.”
Importance of group dynamics
• Improved Production
• Open Feedback
• Increase in Morale
• Directed Efforts
• Synergy

15. • Promotes Team spirit
Optimum group structure is very beneficial as it promotes:
• Healthy interaction
• Better communication
• Better participation
• Group Composition: Group composition refers to the compatibility of the group members with
each other. How much they feel relaxed after being part of the group.
• Homogenous groups
• Heterogeneous groups
Group Norms: Group Norms are the rules which are made for the group members.
The important features of group norms are as follows:
• Group norms are meant for providing guidance to the group members.
• Group norms may be oral or written.
• Compliance of Group Norms is compulsory for all group members.
Types of Norms
• Position or role norms
• Performance Norms
• Punctuality Norms
• Appearance Norms
• Discipline Norms

16. Group Leadership: Everyone is not perfect in all aspects. Some people in the group may have
high intelligence levels, rationality, balancing, experience, ability, calibre, boldness, personality,
knowledge etc. Such group members deserve to guide the group as the leader.
Types of Leaders/ Leadership Styles:
• Authoritarian/ Autocratic Leadership Style
• Permissive Leadership Style
• Over Permissive Leadership Style
Group role: Group Role means the specific positions in a group. It suggests the expected
behaviour of a particular group member. Members are allotted a specific role to perform within
the group which may vary on the basis of their abilities to carry out such roles. The common
types of roles that group members play are as follows:
• Initiator
• Supporter
• Motivator
• Opinion/ suggestion giver
• Evaluator
• Critic
• Need of Roles
• Maintaining Group image
• Distribution of tasks

17. Problems Faced In Deciding Or Fixing Group Roles
• Inability
• Complexity
• Conflicting
• Lack of clarity
Group Cohesiveness: Group cohesiveness is the measure of degree of attachment amongst the
group members and the satisfaction for being the part or member of that particular group.
Characteristics of Group Cohesiveness
• Measure of degree of attachment amongst members.
• Provides satisfied group members.
• Promotes co-operation.
• Develops the relationship of mutual trust and confidence.
• Promotes attraction towards group.
Factors Affecting Group Cohesiveness
• Group size and composition
• Leadership
• Interaction
• Clarity of roles
• Settlement of Differences/ disputes.

18. “IBM's MULTICULTURAL MULTINATIONAL TEAMS” :
Historically, IBM was one of the most tradition-bound companies on the planet. It was famous
for its written and unwritten rules%u2014such as its no-layoff policy, its focus on individual
promotions and achievement, the expectation of lifetime service at the company, and its
requirement of suits and white shirts at work. How times have changed. IBM has clients in 170
countries and now does two-thirds of its business outside the United States. As a result it has
overturned virtually all aspects of its old culture. On relatively new focus is in the teamwork
area. While IBM, like almost all large organizations, uses work teams extensively, the way it
does so is unique. To instill in its managers an appreciation of local culture, and as a means of
opening up emerging markets, IBM send hundreds of its employees to month-long volunteer
project teams in regions of the world where most big companies don't do business. Al Chakra,
a software development manager located in Raleigh, North Carolina, was sent to join Green
Forest, a furniture manufacturing team in Timisoara, Romania. With Chakra were IBM
employees from five other countries. Together, the tea helped Green Forest become more
computer savvy to help its business. In return for the IBM team's assistance, Green Forest was
charged, well, nothing. This is hardly pure altruism at work. IB calculates these multicultural,
multinational teams are good investments for several reasons. First, they help lay the
groundwork for opening up business in emerging economies, many of which might be expected
to enjoy greater future growth than mature markets. Stanley Litow, the IBM VP who oversees
the program, also thinks it helps IBMers develop multicultural team skills and an appreciation
of local markets. He notes, "We want to build a leadership cadre that learns about these places
and also learns to exchange their diverse backgrounds and skills." Among the countries where
IBM has sent its multicultural teams are Turkey, Tanzania, Vietnam, Ghana, and the
Philippines. As for Chakra, he was thrilled to be selected for the team. "I felt like I won the
lottery," he said. He advised Green Forest on how to become a paperless company in 3 years a
recommended computer systems to boost productivity and increase exports to western Europe.
Another team member, Bronwyn Grantham, an Australian who works at IBM in London,
advised Green Forest about sales strategies. Describing her team experience, Grantham said,
"I've never worked so closely with a team of IBMers from such a wide range of competencies."

19. Solution:
The Challenges can be overcome by following the several steps-
Step 1
Run meetings to expose the working team to other cultures. Introducing working team who will
be working together in a non-threatening environment enables a good working relationship long
term. Learning about another culture's language, rules and norms for acceptable behavior helps
prepare the team to deal with situations as they arise. Changing preconceptions can lead to
more conducive working relationships.
Step 2
Conducting activities to demonstrate how dependent we are on language. For example, dedicate
a day to being silent. Have each employee develop a contract stating what they hope to learn,
how long they will remain silent (what exceptions can be made) and how they plan to cope
without speaking all day. After experiencing a day with limited communication, participants
can typically relate to being in a foreign environment more easily.
Step 3
Providing workshops, tips and techniques for communicating effectively in multi-cultural work
environments. People act according to the values of their own culture. Others from another
culture might interpret behavior differently. Practicing such strategies as active listening
(paraphrasing what is said to ensure understanding can be achieved) and using multiple forms
of communication, such as written, audio and visual, can enhance employee