This document summarizes key concepts about groups and group behavior from organizational behavior literature. It defines groups and different types of groups. It also discusses reasons people join groups and models of group development. Additionally, it covers important group properties like roles, norms, status, size, and cohesiveness. Finally, it discusses evaluating group effectiveness and some global implications of group concepts.
Explaining Work Group Behavior (cont’d)
Describe the relationships between group cohesiveness and productivity.
Discuss how conflict management influences group behavior.
Tell the advantages and disadvantages of group decision making.
Creating Effective Teams
Compare groups and teams
Explain why teams have become so popular.
Describe the four most common types of teams.
List the characteristics of effective teams
Explaining Work Group Behavior (cont’d)
Describe the relationships between group cohesiveness and productivity.
Discuss how conflict management influences group behavior.
Tell the advantages and disadvantages of group decision making.
Creating Effective Teams
Compare groups and teams
Explain why teams have become so popular.
Describe the four most common types of teams.
List the characteristics of effective teams
ORGANIZATIONAL BEHAVIOR- Team building and EffectivenessTrinity Dwarka
ORGANIZATIONAL BEHAVIOR- Team building and Effectiveness
Groups and Teams
Types of Work Teams
Group Dynamics
Group Cohesiveness
Group Norms
Personality
Individualism versus collectivism
Interpersonal Skills
Conflict management skills
Collaborative problem solving skills
Communication skills
Management Skills
Develop and establish goals
Control, monitor, provide feedback
Set work roles and assign tasks
Issue in Creating TeamPlayers
Let us understand team dynamics to understand the journey from team building to team goal positioning. Emerging startups must look out for the attributes mentioned in the presentation because team is not about sitting in a room and discussing the strategy. Nowadays teams are created for long-term organizational benefits.
ORGANIZATIONAL BEHAVIOR- Team building and EffectivenessTrinity Dwarka
ORGANIZATIONAL BEHAVIOR- Team building and Effectiveness
Groups and Teams
Types of Work Teams
Group Dynamics
Group Cohesiveness
Group Norms
Personality
Individualism versus collectivism
Interpersonal Skills
Conflict management skills
Collaborative problem solving skills
Communication skills
Management Skills
Develop and establish goals
Control, monitor, provide feedback
Set work roles and assign tasks
Issue in Creating TeamPlayers
Let us understand team dynamics to understand the journey from team building to team goal positioning. Emerging startups must look out for the attributes mentioned in the presentation because team is not about sitting in a room and discussing the strategy. Nowadays teams are created for long-term organizational benefits.
Ob i - foundations of group behavior-workteams-organizational stressShivkumar Menon
Organizational Behavior I as part of the XLRI VIL Syllabus
The areas captured are relevant in today's context at the workplace. The concepts and applications delve on people, organization, structure and how behavior of employees and leaders in organizations bring efficiency and effectivity.
Ob i - foundations of group behavior-workteams-organizational stressShivkumar Menon
Organizational Behavior I as part of the XLRI VIL Syllabus
The areas captured are relevant in today's context at the workplace. The concepts and applications delve on people, organization, structure and how behavior of employees and leaders in organizations bring efficiency and effectivity.
Business Valuation Principles for EntrepreneursBen Wann
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Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
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Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
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This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
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Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
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Group Team
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2. o r g a n i z a t i o n a l b e h a v i o r 13 th Edition Stephen P. Robbins Timothy A. Judge
3. Defining and Classifying Groups Group(s) Two or more individuals, interacting and interdependent, who have come together to achieve particular objectives. Formal Group A designated work group defined by the organization’s structure. Informal Group A group that is neither formally structured nor organizationally determined; appears in response to the need for social contact.
4. Defining and Classifying 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. Interest Group Those working together to attain a specific objective with which each is concerned. Friendship Group Those brought together because they share one or more common characteristics.
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6. Why People Join Groups Security – people feel stronger, have fewer self-doubt and are more resistant to threat when they are part of a group Status - inclusion in a group that is viewed as important by others provides recognition and status for its members Self-esteem – provides people with feelings of self- worth Affiliation – fulfill social needs through interaction with group members Power – achievement through group action, there is power in numbers Goal achievement – it takes more than one person to accomplish a particular task, there is a need to pool talents, knowledge or power to complete a job
7. The Five-Stage Model of Group Development Forming Stage The first stage in group development, characterized by much uncertainty. Storming Stage The second stage in group development, characterized by intragroup conflict. Norming Stage The third stage in group development, characterized by close relationships and cohesiveness.
8. … Group Development Performing Stage The fourth stage in group development, when the group is fully functional. Adjourning Stage The final stage in group development for temporary groups, characterized by concern with wrapping up activities rather than performance.
14. Group Properties - Roles Role(s) A set of expected behavior patterns attributed to someone occupying a given position in a social unit. Role Identity Certain attitudes and behaviors consistent with a role. Role Perception An individual’s view of how he or she is supposed to act in a given situation.
15. Role Expectations How others believe a person should act in a given situation. Role Conflict A situation in which an individual is confronted by divergent role expectations. Psychological Contract An unwritten agreement that sets out what management expects from the employee and vice versa. Group Properties - Roles
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19. Group Properties - Norms Conformity Adjusting 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.
20. Group Properties – Norms Deviant Workplace Behavior Antisocial actions or workplace incivility by organizational members that intentionally violate established norms and result in negative consequences for the organization, its members, or both.
21. Typology of Deviant Workplace Behavior Category Examples Production Leaving early Intentionally working slowly Wasting resources Property Sabotage Lying about hours worked Stealing from the organization Political Showing favoritism Gossiping and spreading rumors Blaming coworkers Personal Aggression Sexual harassment Verbal abuse Stealing from coworkers
33. Byproducts of Group Decision Making Groupthink Phenomenon in which the norm for consensus overrides the realistic appraisal of alternative course of action (unusual, minority or unpopular views). Group shift A change in decision risk between the group’s decision and the individual decision that member within the group would make; can be either toward conservatism or greater risk.
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36. Group Decision-Making Techniques Interacting Groups Typical groups, in which the members interact with each other face-to-face and rely verbal and non-verbal interaction to communicate with each other. Nominal Group Technique A group decision-making method in which individual members meet face-to-face to pool their judgments in a systematic but independent fashion.
37. Group Decision-Making Techniques Electronic Meeting A meeting in which members interact on computers, allowing for anonymity of comments and aggregation of votes. Brainstorming An idea-generation process that specifically encourages any and all alternatives, while withholding any criticism of those alternatives.
38. Evaluating Group Effectiveness TYPE OF GROUP Effectiveness Criteria Interacting Brainstorming Nominal Electronic Number and quality of ideas Low Moderate High High Social pressure High Low Moderate Low Money costs Low Low Low High Speed Moderate Moderate Moderate Moderate Task orientation Low High High High Potential for interpersonal conflict High Low Moderate Low Commitment to solution High Not applicable Moderate Moderate Development of High High Moderate Low group cohesiveness
Group can be either formal or informal. Example of formal group: members of an airline flight crew Example of informal group: employees from different department who regularly eat lunch or have coffee together
Command and Task are formal organization. Interest and Friendship are informal alliances.
All the world’s a stage, and all the men and women are merely players.
Stanford university psychologist Philip Zimbardo
Harvard University professor Elton Mayo
different from traditional norm: diverging sharply from a customary, traditional, or generally accepted standard, or displaying such divergent behavior abstract paintings, once thought deviant, now worth millions offensive term: an offensive term for somebody whose behavior is different from a customary, traditional, or generally accepted standard
There is no certainty that these will prevent social loafing, they should help minimize the effect.
unified: sticking, holding, or working together as a united whole