Group cohesiveness - causes and its consequences
introduction
causes of group cohesiveness
Determinants of group cohesiveness
consequences of group cohesiveness
The document discusses group cohesiveness and its importance for effective group functioning. It defines group cohesiveness as the bonds linking group members to each other and the group as a whole. It identifies five stages of group development: forming, storming, norming, performing, and adjourning. The dimensions of group cohesiveness are described as group unity, attraction, and teamwork. Key factors that contribute to cohesiveness include threat, competition, time together, previous successes, difficulty of entry, group size, and similarity of attitudes and values. The benefits and disadvantages of cohesiveness are outlined, as well as ways to increase and decrease cohesion within a group.
This document discusses group behavior and formation. It defines a group as two or more individuals interacting to achieve common goals, and lists reasons groups form like security, status, and goal achievement. It differentiates groups from teams, noting teams have common commitment beyond shared goals. The document outlines formal groups deliberately created by organizations, and informal groups that develop spontaneously. It also explains Tuckman's five stages of group development: forming, storming, norming, performing, and adjourning.
Group cohesiveness refers to the ability of group members to think and act as one, whether physically together or not. It develops from a sense of belonging, attraction to other members, and commitment to working together to achieve shared goals. Factors that contribute to cohesiveness include threats to the group, difficulty entering the group, time spent together, smaller group size, past successes, and similarity of attitudes and values among members. Higher cohesiveness is generally associated with higher performance and productivity up to a moderate level, beyond which it can decrease performance. Ways to increase cohesiveness include agreeing on goals, increasing homogeneity, interactions, competition, and rewarding the group, while decreasing it involves disagreeing on goals,
Groups & Teams - Organizational BehaviourRajesh Shetty
This document discusses groups and teams. It defines that a group consists of two or more people who interact to achieve a goal, while a team is a specialized group that works intensely together towards a common goal. It outlines the stages of group development including forming, storming, norming, performing, and adjourning. Groups are compared to teams, noting that teams prioritize team progress, participative decision making, and respect among members. The impact of effective groups and teams is also summarized, including gaining a competitive edge and enhancing performance.
Group behavior involves two or more people interacting as members of a group to achieve shared goals. There are two main types of groups: formal groups, which have defined rules and goals; and informal groups, which are based on friendship and personal relationships. People join groups for security, affiliation, power, goal achievement, self-esteem, and status. As groups develop over time, they establish norms, roles, status hierarchies, and levels of cohesion. Group decision-making processes aim to leverage the knowledge and talents of members through techniques like brainstorming and nominal group processes.
Groups pass through five stages of formation: forming, storming, norming, performing, and adjourning. In the forming stage, members are uncertain and focus on getting to know each other. The storming stage is turbulent as members deal with expectations and goals. During norming, the group begins to coordinate as a unit by establishing norms. In the performing stage, roles are clear and the group functions well. Finally, in adjourning, the group disbands after completing its task.
This document discusses different motivations for prosocial behavior. It defines prosocial behavior as helpful actions that benefit others without direct benefits to the person helping. Several hypotheses for motivations are described, including empathy-altruism, where helping makes one feel good; negative-state relief, where helping reduces one's own negative emotions; and empathetic joy, where helping brings positive emotions from making an impact. Genetic determinism is also discussed, where helping enhances passing on one's genes. The document concludes that people engage in prosocial behavior for both selfish and unselfish reasons, and different hypotheses try to explain these motivations, like reducing one's distress or feeling good from helping others.
The document discusses group cohesiveness and its importance for effective group functioning. It defines group cohesiveness as the bonds linking group members to each other and the group as a whole. It identifies five stages of group development: forming, storming, norming, performing, and adjourning. The dimensions of group cohesiveness are described as group unity, attraction, and teamwork. Key factors that contribute to cohesiveness include threat, competition, time together, previous successes, difficulty of entry, group size, and similarity of attitudes and values. The benefits and disadvantages of cohesiveness are outlined, as well as ways to increase and decrease cohesion within a group.
This document discusses group behavior and formation. It defines a group as two or more individuals interacting to achieve common goals, and lists reasons groups form like security, status, and goal achievement. It differentiates groups from teams, noting teams have common commitment beyond shared goals. The document outlines formal groups deliberately created by organizations, and informal groups that develop spontaneously. It also explains Tuckman's five stages of group development: forming, storming, norming, performing, and adjourning.
Group cohesiveness refers to the ability of group members to think and act as one, whether physically together or not. It develops from a sense of belonging, attraction to other members, and commitment to working together to achieve shared goals. Factors that contribute to cohesiveness include threats to the group, difficulty entering the group, time spent together, smaller group size, past successes, and similarity of attitudes and values among members. Higher cohesiveness is generally associated with higher performance and productivity up to a moderate level, beyond which it can decrease performance. Ways to increase cohesiveness include agreeing on goals, increasing homogeneity, interactions, competition, and rewarding the group, while decreasing it involves disagreeing on goals,
Groups & Teams - Organizational BehaviourRajesh Shetty
This document discusses groups and teams. It defines that a group consists of two or more people who interact to achieve a goal, while a team is a specialized group that works intensely together towards a common goal. It outlines the stages of group development including forming, storming, norming, performing, and adjourning. Groups are compared to teams, noting that teams prioritize team progress, participative decision making, and respect among members. The impact of effective groups and teams is also summarized, including gaining a competitive edge and enhancing performance.
Group behavior involves two or more people interacting as members of a group to achieve shared goals. There are two main types of groups: formal groups, which have defined rules and goals; and informal groups, which are based on friendship and personal relationships. People join groups for security, affiliation, power, goal achievement, self-esteem, and status. As groups develop over time, they establish norms, roles, status hierarchies, and levels of cohesion. Group decision-making processes aim to leverage the knowledge and talents of members through techniques like brainstorming and nominal group processes.
Groups pass through five stages of formation: forming, storming, norming, performing, and adjourning. In the forming stage, members are uncertain and focus on getting to know each other. The storming stage is turbulent as members deal with expectations and goals. During norming, the group begins to coordinate as a unit by establishing norms. In the performing stage, roles are clear and the group functions well. Finally, in adjourning, the group disbands after completing its task.
This document discusses different motivations for prosocial behavior. It defines prosocial behavior as helpful actions that benefit others without direct benefits to the person helping. Several hypotheses for motivations are described, including empathy-altruism, where helping makes one feel good; negative-state relief, where helping reduces one's own negative emotions; and empathetic joy, where helping brings positive emotions from making an impact. Genetic determinism is also discussed, where helping enhances passing on one's genes. The document concludes that people engage in prosocial behavior for both selfish and unselfish reasons, and different hypotheses try to explain these motivations, like reducing one's distress or feeling good from helping others.
It is a field of study that investigates the impact of individuals, groups, and structures on human behavior within organizations; the aim is to apply such knowledge towards improving organizational effectiveness.
The document defines different types of social groups including formal and informal groups, as well as crowds, mobs, audiences, and teams. It also examines the stages of group formation and different aspects of group structure such as norms, roles, status, and cohesiveness. Finally, it discusses several group processes including social facilitation, social loafing, and group polarization.
GROUP FORMATION
By
Sunil Sunny
2nd MBA
GROUP
According to Stephen Robbins
“ A group may be defined as two or more individuals, interacting and interdependent, who have come together to achieve a particular objective.
Characteristics of a Group
1.Social Interaction
2.Stable Structure
3.Common Interest
4.Perceive Themselves As Part Of Group
Types Of Groups
1.Primary And Secondary Groups
2.Membership Groups and Reference Group
3.nterest Vs Friendship Groups
4.Formal and Informal Groups
5.Temporary And Permanent Groups
Stages Of Group Formation
1.Forming
2.Storming
3.Norming
4.Performing
5.Adjourning
Forming
1.Strong dependence on leader
2.A great uncertainty
3.Simple Ideas
4.Avoidance of serious topics
5.Minimum feedback
Storming
1.Strongly expressed views
2.Challenging other’s ideas
3.Challenging leadership, Authority and position
4.Withdrawal by some group members
5.Lack of collaboration, competing for control
6.High level of reacting or defending
Norming
1.Active listening
2.Shared leadership
3.Methodical systematic ways of working
4.Receptiveness to other’s ideas
5.Active participation by all
6.Conflict seen as mutual problems
7.Open exchange of ideas
Performing
1.High creativity
2.Openness and trust
3.Strong relationships
4.High achievement
Adjourning
Adjourning, is the break-up of the group, hopefully when their task is completed successfully, their purpose full filled
Recognition of and sensitivity to peoples vulnerabilities is helpful.
Why People Indulge In Groups
1.Companionship
2.Survival and security
3.Affiliation and status
4.Power and control
5.Achievement
Thanks
The document discusses group norms and how they develop and strengthen within groups. It states that norms summarize and simplify expected group behaviors, only apply to overt actions, develop gradually, and do not equally apply to all group members. Norms form to help groups survive, increase predictability of behaviors, reduce embarrassment, and express the group's central values. Norm strength is impacted by the intensity of feelings when norms are violated and the level of agreement on appropriate behaviors. High group cohesion and an emphasis on performance norms typically leads to the highest group performance levels.
The document discusses group dynamics and provides information on key concepts such as what constitutes a group, types of groups, reasons people join groups, group structure, stages of group formation, and principles of group dynamics. It summarizes that group dynamics is concerned with the interactions between group members and the forces that influence their behavior within a social situation. The goal is to understand how groups develop and function, and their impact on individuals and the organizations they are part of.
This presentation discusses group cohesiveness. It defines a group as two or more people who interact regularly to accomplish a common goal. Cohesiveness is the loyalty and commitment members feel toward the group. Attributes of a cohesive group include sharing goals, small membership, effective communication, and high loyalty. The presentation also covers task cohesion, social cohesion, factors that increase and decrease cohesiveness, and the relationship between cohesiveness and group performance.
The document discusses personality models, focusing on the Big Five personality model. It describes the Big Five dimensions as openness to experience, conscientiousness, agreeableness, extraversion, and neuroticism. Each dimension is defined and its characteristics are outlined, including traits associated with high and low levels. The history of the Big Five model is reviewed, noting it was originally derived in the 1970s by analyzing data from personality surveys.
This document discusses various aspects of individual and interpersonal behavior in an organizational context. It defines key terms like overt and covert behavior. It also outlines models for understanding behavior, like the SOBC model, and discusses factors that influence individual behavior like physiological, socio-psychological factors. The document also covers topics like attitude formation and components, motivation, decision making process, and implications for managing individual differences in organizations.
This document discusses organizational behavior and attitudes and values. It defines attitudes as evaluative statements indicating one's feelings towards people, objects, events, or situations. Attitudes can be positive or negative. The components of attitudes are affective (feelings), cognitive (beliefs), and behavioral (intentions). Attitudes are formed through experiences, learning, family/peers, and mass communication. Job satisfaction and dissatisfaction are work-related attitudes that can impact employee performance and turnover. Methods for changing attitudes include providing information, resolving discrepancies, and social influence. Values are ideals that guide behavior and are more stable than attitudes. The document contrasts values and facts.
There are four main reasons why people join groups according to the text:
1. Interpersonal attraction to other group members due to similarities or perceived usefulness.
2. Appeal of group activities that are more enjoyable in a social setting.
3. Alignment with and wanting to support the goals of the group.
4. Fulfillment of the basic human need for affiliation and belonging that group membership provides.
Communication processes and interaction patterns are fundamental group rijoRijo Roy
Communication and interaction patterns are fundamental aspects of group dynamics that influence member behavior and attitudes. Positive relationships and effective leadership can increase interaction, while negative relationships and large group sizes can restrict communication. A group's culture, which includes its values, beliefs, and ways of working, determines how the group functions. Groups develop control systems like norms and rules to regulate members and maintain order. High morale occurs when members are confident, useful, and motivated to achieve shared goals.
This document discusses impression management, which is defined as a conscious or unconscious attempt to influence how others perceive a person through controlling the information presented. It discusses tactics like self-enhancement to boost appeal and other-enhancement like flattery. Types include constructive impression management to form identity and strategic impression management to achieve goals. Techniques mentioned include conformity, excuses, apologies, self-promotion, flattery, favors, and association. Research findings show ingratiation tactics universally agreed on include interest, smiling, eye contact and flattery. Impression management is important in organizations, institutions, and for marginalized groups to shape perceptions.
This document discusses group behavior and development. It defines groups as two or more individuals interacting and interdependent to achieve objectives. It classifies groups into formal, informal, command, task, interest, and friendship groups. It lists reasons people join groups such as security, status, self-esteem, affiliation, support, power, and goal achievement. It outlines a five-stage model of group development including forming, storming, norming, performing, and adjourning stages.
The document presents findings from a study of personality traits among staff members at Hotel Himalayan Horizon. Personality was assessed based on the Big Five model, which examines Neuroticism, Extraversion, Openness, Agreeableness, and Conscientiousness. Surveys of 15 staff found most to be emotionally stable yet some easily irritated. Those in roles requiring interaction scored high in Extraversion. Most staff showed Openness and Agreeableness. Conscientiousness levels varied, with managers and front-line staff scoring highest. The study provided insights but was limited by not assessing all traits. Suggestions focus on personality fit and developing traits like stability, creativity, and appreciation.
Health psychology;Definition, areas,Aims, Need & Significance|Aboutpsy.comAboutPsy
Definition of health psychology
Definition of Health
Areas of health psychology
Aims of health psychology
Need and significance of health psychology
Health psychology is devoted to understanding psychological influences on how people stay healthy, why they become ill, and how they respond when they do get ill.
Health psychologists both study such issues and develop interventions to help people stay well or recover from illness.
..........aboutpsy.com
Personality can be defined as the sum total of ways in which an individual interacts with people and reacts to situations.
The term personality has been derived from Latin word ‘persona’ which means ‘to speak through’. This Latin term denotes the masks which actors used to wear in ancient Greece and Rome.
There are two main types of groups - formal and informal. Formal groups are consciously created to serve organizational objectives and can be command groups, task groups, or functional groups. Informal groups develop naturally among people based on personal relationships or interests like friendship or shared interests.
Group development theories include Tuckman's model which outlines five stages - forming, storming, norming, performing, and adjourning. During forming, members share information and get to know tasks. Storming involves competing for status and tension as conflicts emerge. Norming occurs as conflicts are resolved and roles are clarified, leading to the highly effective performing stage. Finally, adjourning involves preparing for the group's end.
Group cohesiveness refers to the bonding of group members to one another and the degree to which members are motivated to stay in the group. It develops through communication, shared interests, and a sense of "we-ness". Dimensions of cohesiveness include group unity, attraction between members, and commitment to working together towards shared goals. Factors that increase cohesiveness are threats from outside the group, difficulty entering the group, time spent together, previous successes, and similarities between members. Benefits include higher morale and productivity, while disadvantages can be personality clashes and struggles for power. Cohesiveness is strengthened by smaller groups, agreement on goals, and interdependence, and weakened by larger groups and individual rewards.
Group cohesiveness refers to the ability of group members to think and act as one, even when not physically together. It involves supporting the group's decisions, even if a member personally disagrees. Key dimensions that contribute to cohesiveness include group unity, attraction between members, and commitment to teamwork. Factors that increase cohesiveness are threats to the group, difficulty entering the group, time spent together, smaller group size, past successes, and similarity of attitudes/values. Ways to increase cohesion include agreeing on goals, homogeneous membership, interactions among members, smaller size, and competition with other groups. Benefits include increased morale, productivity, communication, and conformity.
It is a field of study that investigates the impact of individuals, groups, and structures on human behavior within organizations; the aim is to apply such knowledge towards improving organizational effectiveness.
The document defines different types of social groups including formal and informal groups, as well as crowds, mobs, audiences, and teams. It also examines the stages of group formation and different aspects of group structure such as norms, roles, status, and cohesiveness. Finally, it discusses several group processes including social facilitation, social loafing, and group polarization.
GROUP FORMATION
By
Sunil Sunny
2nd MBA
GROUP
According to Stephen Robbins
“ A group may be defined as two or more individuals, interacting and interdependent, who have come together to achieve a particular objective.
Characteristics of a Group
1.Social Interaction
2.Stable Structure
3.Common Interest
4.Perceive Themselves As Part Of Group
Types Of Groups
1.Primary And Secondary Groups
2.Membership Groups and Reference Group
3.nterest Vs Friendship Groups
4.Formal and Informal Groups
5.Temporary And Permanent Groups
Stages Of Group Formation
1.Forming
2.Storming
3.Norming
4.Performing
5.Adjourning
Forming
1.Strong dependence on leader
2.A great uncertainty
3.Simple Ideas
4.Avoidance of serious topics
5.Minimum feedback
Storming
1.Strongly expressed views
2.Challenging other’s ideas
3.Challenging leadership, Authority and position
4.Withdrawal by some group members
5.Lack of collaboration, competing for control
6.High level of reacting or defending
Norming
1.Active listening
2.Shared leadership
3.Methodical systematic ways of working
4.Receptiveness to other’s ideas
5.Active participation by all
6.Conflict seen as mutual problems
7.Open exchange of ideas
Performing
1.High creativity
2.Openness and trust
3.Strong relationships
4.High achievement
Adjourning
Adjourning, is the break-up of the group, hopefully when their task is completed successfully, their purpose full filled
Recognition of and sensitivity to peoples vulnerabilities is helpful.
Why People Indulge In Groups
1.Companionship
2.Survival and security
3.Affiliation and status
4.Power and control
5.Achievement
Thanks
The document discusses group norms and how they develop and strengthen within groups. It states that norms summarize and simplify expected group behaviors, only apply to overt actions, develop gradually, and do not equally apply to all group members. Norms form to help groups survive, increase predictability of behaviors, reduce embarrassment, and express the group's central values. Norm strength is impacted by the intensity of feelings when norms are violated and the level of agreement on appropriate behaviors. High group cohesion and an emphasis on performance norms typically leads to the highest group performance levels.
The document discusses group dynamics and provides information on key concepts such as what constitutes a group, types of groups, reasons people join groups, group structure, stages of group formation, and principles of group dynamics. It summarizes that group dynamics is concerned with the interactions between group members and the forces that influence their behavior within a social situation. The goal is to understand how groups develop and function, and their impact on individuals and the organizations they are part of.
This presentation discusses group cohesiveness. It defines a group as two or more people who interact regularly to accomplish a common goal. Cohesiveness is the loyalty and commitment members feel toward the group. Attributes of a cohesive group include sharing goals, small membership, effective communication, and high loyalty. The presentation also covers task cohesion, social cohesion, factors that increase and decrease cohesiveness, and the relationship between cohesiveness and group performance.
The document discusses personality models, focusing on the Big Five personality model. It describes the Big Five dimensions as openness to experience, conscientiousness, agreeableness, extraversion, and neuroticism. Each dimension is defined and its characteristics are outlined, including traits associated with high and low levels. The history of the Big Five model is reviewed, noting it was originally derived in the 1970s by analyzing data from personality surveys.
This document discusses various aspects of individual and interpersonal behavior in an organizational context. It defines key terms like overt and covert behavior. It also outlines models for understanding behavior, like the SOBC model, and discusses factors that influence individual behavior like physiological, socio-psychological factors. The document also covers topics like attitude formation and components, motivation, decision making process, and implications for managing individual differences in organizations.
This document discusses organizational behavior and attitudes and values. It defines attitudes as evaluative statements indicating one's feelings towards people, objects, events, or situations. Attitudes can be positive or negative. The components of attitudes are affective (feelings), cognitive (beliefs), and behavioral (intentions). Attitudes are formed through experiences, learning, family/peers, and mass communication. Job satisfaction and dissatisfaction are work-related attitudes that can impact employee performance and turnover. Methods for changing attitudes include providing information, resolving discrepancies, and social influence. Values are ideals that guide behavior and are more stable than attitudes. The document contrasts values and facts.
There are four main reasons why people join groups according to the text:
1. Interpersonal attraction to other group members due to similarities or perceived usefulness.
2. Appeal of group activities that are more enjoyable in a social setting.
3. Alignment with and wanting to support the goals of the group.
4. Fulfillment of the basic human need for affiliation and belonging that group membership provides.
Communication processes and interaction patterns are fundamental group rijoRijo Roy
Communication and interaction patterns are fundamental aspects of group dynamics that influence member behavior and attitudes. Positive relationships and effective leadership can increase interaction, while negative relationships and large group sizes can restrict communication. A group's culture, which includes its values, beliefs, and ways of working, determines how the group functions. Groups develop control systems like norms and rules to regulate members and maintain order. High morale occurs when members are confident, useful, and motivated to achieve shared goals.
This document discusses impression management, which is defined as a conscious or unconscious attempt to influence how others perceive a person through controlling the information presented. It discusses tactics like self-enhancement to boost appeal and other-enhancement like flattery. Types include constructive impression management to form identity and strategic impression management to achieve goals. Techniques mentioned include conformity, excuses, apologies, self-promotion, flattery, favors, and association. Research findings show ingratiation tactics universally agreed on include interest, smiling, eye contact and flattery. Impression management is important in organizations, institutions, and for marginalized groups to shape perceptions.
This document discusses group behavior and development. It defines groups as two or more individuals interacting and interdependent to achieve objectives. It classifies groups into formal, informal, command, task, interest, and friendship groups. It lists reasons people join groups such as security, status, self-esteem, affiliation, support, power, and goal achievement. It outlines a five-stage model of group development including forming, storming, norming, performing, and adjourning stages.
The document presents findings from a study of personality traits among staff members at Hotel Himalayan Horizon. Personality was assessed based on the Big Five model, which examines Neuroticism, Extraversion, Openness, Agreeableness, and Conscientiousness. Surveys of 15 staff found most to be emotionally stable yet some easily irritated. Those in roles requiring interaction scored high in Extraversion. Most staff showed Openness and Agreeableness. Conscientiousness levels varied, with managers and front-line staff scoring highest. The study provided insights but was limited by not assessing all traits. Suggestions focus on personality fit and developing traits like stability, creativity, and appreciation.
Health psychology;Definition, areas,Aims, Need & Significance|Aboutpsy.comAboutPsy
Definition of health psychology
Definition of Health
Areas of health psychology
Aims of health psychology
Need and significance of health psychology
Health psychology is devoted to understanding psychological influences on how people stay healthy, why they become ill, and how they respond when they do get ill.
Health psychologists both study such issues and develop interventions to help people stay well or recover from illness.
..........aboutpsy.com
Personality can be defined as the sum total of ways in which an individual interacts with people and reacts to situations.
The term personality has been derived from Latin word ‘persona’ which means ‘to speak through’. This Latin term denotes the masks which actors used to wear in ancient Greece and Rome.
There are two main types of groups - formal and informal. Formal groups are consciously created to serve organizational objectives and can be command groups, task groups, or functional groups. Informal groups develop naturally among people based on personal relationships or interests like friendship or shared interests.
Group development theories include Tuckman's model which outlines five stages - forming, storming, norming, performing, and adjourning. During forming, members share information and get to know tasks. Storming involves competing for status and tension as conflicts emerge. Norming occurs as conflicts are resolved and roles are clarified, leading to the highly effective performing stage. Finally, adjourning involves preparing for the group's end.
Group cohesiveness refers to the bonding of group members to one another and the degree to which members are motivated to stay in the group. It develops through communication, shared interests, and a sense of "we-ness". Dimensions of cohesiveness include group unity, attraction between members, and commitment to working together towards shared goals. Factors that increase cohesiveness are threats from outside the group, difficulty entering the group, time spent together, previous successes, and similarities between members. Benefits include higher morale and productivity, while disadvantages can be personality clashes and struggles for power. Cohesiveness is strengthened by smaller groups, agreement on goals, and interdependence, and weakened by larger groups and individual rewards.
Group cohesiveness refers to the ability of group members to think and act as one, even when not physically together. It involves supporting the group's decisions, even if a member personally disagrees. Key dimensions that contribute to cohesiveness include group unity, attraction between members, and commitment to teamwork. Factors that increase cohesiveness are threats to the group, difficulty entering the group, time spent together, smaller group size, past successes, and similarity of attitudes/values. Ways to increase cohesion include agreeing on goals, homogeneous membership, interactions among members, smaller size, and competition with other groups. Benefits include increased morale, productivity, communication, and conformity.
Group cohesiveness refers to the bonding and attachment felt by group members towards one another and the group as a whole. It depends on many factors such as compatibility of individual and group goals, group size, external pressures, past experiences, success, physical proximity, dependency, leadership, and location. Smaller groups tend to be more cohesive due to greater interaction and communication opportunities. External threats from outside the group can increase cohesiveness by unifying members to face a common enemy. A history of successful goal achievement and high status also contribute to stronger cohesiveness.
The document discusses group dynamics and decision making. It defines what constitutes a group and explores the nature of groups, including that they require at least two people, interaction, a reasonable size, shared goals and stability. It examines reasons for group formation such as warmth, support, power, affiliations and recognition. The document also covers types of groups, models of group behavior, determinants of group cohesion and techniques for group decision making.
This document discusses group learning and dynamics. It defines what a group is and characteristics of effective groups. It describes primary and secondary groups, formal and informal groups, and factors that affect group cohesion and morale like leadership, structure, and goals. Maintaining group cohesion requires strong bonds between members through cooperation, communication and a shared identity. Understanding group dynamics helps optimize group performance and the learning experience.
The document discusses various topics related to groups and group dynamics. It defines what constitutes a group, different types of groups like formal and informal groups. It also discusses reasons why individuals join groups such as security, affiliation, task accomplishment etc. It covers stages of team development from forming to performing. Other topics include impact of group size and composition on performance, roles within groups, and factors that influence group effectiveness like cohesiveness and leadership.
1. The document discusses group cohesion and its development over time. It defines cohesion as the attraction between group members and their commitment to the group as a whole.
2. Group cohesion develops through successive stages, from forming to storming to norming to performing, according to Tuckman's model of group development. Cohesion increases member satisfaction and group performance but can also increase conformity pressure.
3. The document also discusses goal setting, defining SMART goals as specific, measurable, attainable, realistic and timely targets that motivate individuals and aid performance.
1. The document discusses group cohesion and its development over time. It defines cohesion as the attraction between group members and their commitment to the group as a whole.
2. Group cohesion develops through successive stages, from forming to storming to norming to performing, according to Tuckman's model of group development. Cohesion increases member satisfaction and group performance but can also increase conformity pressure.
3. The document also discusses goal setting, defining SMART goals as specific, measurable, attainable, realistic and timely targets that motivate individuals and aid performance.
This document discusses groups and teams. It defines groups as two or more people who interact to accomplish goals or meet needs, while teams are groups whose members intensely work together towards a specific, common goal. Teams require more coordination and take time to form. The document outlines different types of formal and informal groups and teams in an organization. It discusses factors that impact groups like size, tasks, roles, leadership, conformity, and cohesiveness. It also covers intergroup relations, conflict management, and managing organizational change.
Group formation occurs in stages, beginning with members getting to know each other and orienting in the forming stage. Conflicts arise in the storming stage as members disagree on roles and goals. In the norming stage, members develop trust and cohesion as they accept individual differences. The performing stage is when the group functions efficiently to achieve its common objectives. Finally, the adjourning stage occurs when the group disbands upon achieving closure or planned ending.
The document discusses group dynamics and factors that influence group performance. It defines what constitutes a group and reasons for joining groups. Key factors discussed include group cohesiveness, homogeneity, size, communication structure, roles, and the presence of others. Groups perform best when membership is stable, small in size (around 5 members), and slightly heterogeneous. The presence of others can increase or decrease performance depending on the individual and task difficulty.
Group dynamics is concerned with the interactions between group members and the forces that influence their behavior. It was founded to study group decision making, productivity, interaction, cohesion, and communication. A group is defined as two or more people with common goals who interact. People join groups for security, status, self-esteem, power, and goal achievement. Key aspects of group structure include norms, roles, status, and cohesion, which influence members' behaviors and relationships within the group. Group dynamics is essential to study as it provides insight into how groups develop, the effect on members, and how to organize and lead groups effectively.
RTMNU 4th sem MBA
Subject - TEAM DYNAMICS [ HR ]
Module 3 Summary
GROUP AND TEAM DECISION MAKING
BY Jayanti Pande
#JayantiPande_slideshare
#MBA@JRP #TeamDynamicsSummary
Group cohesiveness provides bonding within a group as members work together toward common goals, but too much cohesion can weaken independent thought and result in groupthink where dissent is suppressed. When there is no conflict within a highly cohesive group, individuals are less critical and may make sloppy decisions as they seek agreement over challenging ideas. Symptoms of groupthink include unquestioned agreement, feelings of invulnerability, rationalizing problems, and developing negative views of outsiders. Strategies to prevent groupthink involve minimizing status differences, appointing a devil's advocate, and establishing norms allowing disagreement.
This document summarizes key concepts about groups and teams. It defines a group as individuals who come together to achieve common objectives, notes that groups can be formal or informal, and describes stages of group formation including forming, storming, norming, performing, and adjourning. Teams are defined as smaller than groups and having complementary skills committed to a common purpose. The document discusses factors that influence groups like roles, norms, status, size, cohesiveness, and diversity. It also covers types of teams and their composition. In conclusion, while teams are more organized and effective, groups still have value in organizations by fulfilling social needs and creating a less stressful environment.
The document discusses the definition and characteristics of work teams. It defines a team as a small number of people with complementary skills committed to a common purpose and goals for which they hold each other mutually accountable. Teams create positive synergy and encourage members to prioritize team goals over individual goals. Teams are different from work groups in that individual efforts on a team result in performance greater than the sum of individual contributions. Key components of effective teams include context, composition, work design, and process variables. Turning individuals into team players involves selecting people with good interpersonal skills and training and rewarding them.
The document discusses groups and teams. It defines a group as two or more individuals who are together for some purpose and influence each other through interaction. Groups form for psychological and social needs like belongingness and safety. Key features of groups include social interactions, common interests/motives, and communication. Groups can be primary, secondary, formal, informal, command, task, functional, or interest-based.
The document defines a team as a small number of people with complementary skills committed to a common goal. Team dynamics influence team behavior and performance. Teams are more effective than individuals because skills are better utilized. High performing teams are created by setting high standards, creating urgency, selecting skilled members, ensuring regular meetings, providing support
This document summarizes groups and teams, outlining key differences and the stages of group development. It defines groups as having shared goals but individual accountability, while teams have complementary skills, common missions, and mutual accountability. The stages of group development are forming, storming, norming, performing, and adjourning, with storming involving tensions as roles are negotiated and norming establishing group norms and roles. The document provides details on the characteristics and tasks involved at each stage.
Group dynamics is concerned with the interactions between group members and the forces within the group. It was founded by Kurt Lewin to study how groups function. There are five stages of group formation: forming, storming, norming, performing, and adjourning. Key principles of group dynamics include the importance of cohesion, roles and norms in influencing member behavior and group outcomes.
Integrated Marketing communications and Consumer Behaviour
Problem recognition
sources of problem recognition
New needs and wants
Related product or purchases
marketer induced problem recognition
new Products
Consumer motivation
Information search
perception
alternative evaluation
attitudes
purchase decision
consumer learning
Payment of Wages Act, 1936 - India
Introduction
wages
responsibility for payment of wages
fixation of wages
time of payment of wages
deductions
fines
claims
Appeal
penalty
references
Globalization and its effects on marketingJoydeep Singh
what is globalization
globalization vs internationalization
Dimensions of globalization
conditions for globalization
Growth factors for globalization
reasons for globalization
Effects on Marketing
global Marketing strategy
economic environment
hyper-competition
technology
Political Challenges
Decreasing geographic distances
etc.
Indian FMCG Industry Presentation
Introduction & Market overview
Features of FMCG industry
Policies and Regulatory Framework
Market Drivers
Market Strategies
Market Challenges
Major FMCG companies in India
Major trends
The document defines physical evidence as tangible components that facilitate or communicate the delivery of a service. It discusses the types of physical evidence, including essential evidence needed for service delivery and peripheral evidence possessed by customers. The document also covers the servicescape, defined as the environment where service encounters occur. A key model describes how environmental elements impact customer experiences. Research evidence demonstrates how physical surroundings like music, color, and signage influence customer perceptions and behaviors. Physical evidence can serve roles as a package, differentiator, facilitator, and socializer for organizations.
Organization capabilities and strategic advantagesJoydeep Singh
Organization capabilities and strategic advantages
intro
strategic advantage
resource based theory of strategy
Strategic advantage development framework
Strategic advantage profile SAP
Evidences and insights for gaining strategic advantage
This document discusses reliability and validity in psychological testing. It defines reliability as the consistency and repeatability of test scores. There are several types of reliability: test-retest, parallel forms, inter-rater, and internal consistency. Validity refers to how well a test measures what it intends to measure. There are different aspects of validity including internal, external, content, face, criterion, construct, convergent, and discriminant validity. Reliability is a necessary but not sufficient condition for validity - a test can be reliable without being valid if it does not accurately measure the intended construct.
This document summarizes 10 major retail companies in India. It provides brief descriptions of each company including their founding year, leadership, number of locations, major brands and retail formats. The companies discussed include Walmart, The Home Depot, Tesco, Best Buy, H&M, Aditya Birla Fashion & Retail Ltd, V-Mart, Trent, Future Group, and Shoppers Stop.
This document summarizes Max Weber's bureaucratic approach to management, which prioritizes efficiency through strict rules, hierarchy, and a clear distribution of power. Some key features of Weber's approach include an administrative class, division of labor, specialization, rules and regulations, and impersonality. While this approach provides rationality, accountability, and predictability, it can also lead to rigidity, goal displacement, an inhumane working system, and resistance to change.
Globalization is defined as the increasing integration of economies around the world through cross-border movement of goods, services, technology, and capital. It involves growing economic interdependence and free flow of goods and capital internationally. Key factors driving globalization include advances in technology, transportation, and communication as well as economic cooperation through trade blocs and movement toward free trade policies. While globalization can increase economic growth through access to new markets and resources, it also poses risks such as job losses and threats to local industries from foreign competition.
Ohio State Studies (Behavioral Theories of Leadership)Joydeep Singh
OHIO STATE STUDIES ON LEADERSHIP
Ralph M. Stogdill at the Bureau of Business Research at Ohio State University initiated a series of researches on leadership in 1945.
Ohio State Leadership study was more interested in which specific behaviors effective leaders executed (compared to ineffective leaders).
OBJECTIVE OF THE STUDY
To identify the major dimensions of the leadership.
To investigate the effect of leader’s behavior.
STUDY
The research was based on questionnaires to leaders and subordinates of the organizations.
These are known as the Leader Behavior Description Questionnaire (LDBQ) and the Supervisor Behavior Description Questionnaire (SBDQ).
They found two critical characteristics either of which could be high or low and were independent of one another.
These two characteristics are –
Consideration
Initiating structure
CONCLUSION
Consideration and initiating structure are independent of each other. In other words, a leader can display a high degree of both behavior types, and a low degree of both behavior types.
Followers of leaders who are high in consideration were more satisfied with their jobs; more motivated, and had more respect for their leader.
Leaders who were high in initiating structure typically had higher levels of group and organization productivity along with more positive performance evaluations.
The findings of the LBDQ indicate that a successful leader will possess a strong ability to be considerate of others, as well as an ability to initiate structure.
Discharge and dishonor of negotiable instruments (INDIA)Joydeep Singh
Discharge and dishonor of negotiable instruments (According to Indian Law)
Modes of Discharge
Discharge of an Instrument
Discharge of a Party
Material Altercation
Dishonor of a Negotiable instrument
Dishonor by Non-Acceptance
Dishonor by Non-payment
Compensation
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
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Foodservice Consulting + Design
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
Make it or Break it - Insights for achieving Product-market fit .pdfResonate Digital
This presentation was used in talks in various startup and SMB events, focusing on achieving product-market fit by prioritizing customer needs over your solution. It stresses the importance of engaging with your target audience directly. It also provides techniques for interviewing customers, leveraging Jobs To Be Done for insights, and refining product positioning and features to drive customer adoption.
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
2. GROUP COHESIVENESS
Feeling of “togetherness” or “us against them” that creates a
closeness among group members.
The extent to which individual members of a group are
motivated to remain in the group.
According to Stephen P Robbins, “Group cohesiveness is the
degree to which members are attracted to each other and are
motivated to stay in the group.”
3. CAUSES OF GROUP COHESIVENESS
Interpersonal Attraction
This means group members have a preference or want to interact with
each other. Group members enjoy this interaction and seek it out.
Group Pride
This involves group members viewing their membership to a specific
group with fondness. They feel proud and valuable to the group.
Commitment to the Work of the Group
Group members are willing to work together to complete tasks which
are aligned with these group goals, even through adversity.
4. DETERMINANTS OF GROUP
COHESIVENESS
• Group homogeneity.
The more homogeneous the group—that is, the more members share
similar characteristics and backgrounds—the greater the cohesiveness.
• Group maturity
Continued interaction over long periods of time helps members
develop a closeness born of shared experiences.
• Group size.
Smaller groups have high cohesiveness, due to less complex
interpersonal interaction patterns.
5. • Frequency of interaction.
Groups with regular or frequent interaction tend to become more
cohesive than groups that meet less frequently or whose
are more isolated.
• Clear group goals.
Groups with clear goals develop greater cohesiveness, because of
shared sense of mission and the absence of conflict over mission.
• Competition or external threat.
When groups sense external threat or hostility, they tend to band
together more closely, due to sense of “safety in numbers.”
• Success
Group success on a previous task often facilitates increased
cohesiveness and a sense of “we did it together.”
6. CONSEQUENCES OF GROUP
COHESIVENESS
Maintenance of membership
If the attractiveness of the group is sufficiently stronger than the
attractiveness of alternative groups, then we would expect the
individual to remain in the group. Hence, turnover rates should be
low.
Participation and Loyalty
Group cohesiveness increases, communication among members, a
greater degree of participation in group activities, and less
absenteeism. Members of highly cohesive groups tend to be more
cooperative and friendly.
7. CONSEQUENCES OF GROUP
COHESIVENESS
Level of Satisfaction
members of highly cohesive groups generally report high levels of
satisfaction because it is unlikely that members will feel like staying
with a group with which they are dissatisfied
Power of group over members
The power of a group over members depends upon the level of
outcomes members expect to receive from the group compared to
what they could receive through alternate means.