This document summarizes a teachers' workshop that covered topics like getting to know each other, the concept of "edges," listening skills, communities of practice or "workgroups," self-organizing principles, group dynamics, and establishing and maintaining workgroups. The workshop involved exercises to demonstrate communication and roles in groups. Guidelines for good workgroup practices were discussed, such as voluntary membership, shared leadership, and different types of leadership within a workgroup.
Group Communication - Working in teams (by Elizabeth Kernohan)Hazel Owen
The document discusses group communication and effective teamwork. It covers how groups develop over time through various stages, from initial conflict to emergence of shared goals and roles. Key aspects of effective teams include establishing clear norms, engaging in dialogue rather than debate, achieving synergy through shared understanding, and fulfilling both task and relationship roles. The importance of communication in allowing teams to progress through stages of development and resolve conflicts is also emphasized.
The document provides information on various forms of group communication used in organizations. It discusses group discussions, brainstorming, the nominal group technique, and the Delphi technique. Group discussions are commonly used for decision making, problem solving, and selecting job candidates. During group discussions for selection purposes, candidates are evaluated on their knowledge, communication skills, group behavior, and leadership potential. Effective listening, clear expression, and appropriate language are important communication skills evaluated during such discussions.
The document discusses the concept of synergy, which refers to cooperative interaction that produces a combined effect greater than the sum of individual effects. It provides examples of how groups can achieve more through unity and working together than individuals alone. Key points include that synergy involves celebrating differences, valuing each other's strengths, and finding new solutions through open-minded teamwork rather than compromise. The benefits of synergy are listed as being able to solve problems faster, share workloads to reduce stress, and feel more secure facing challenges as a united group.
The document discusses key aspects of small group communication including definitions, types, development, decision-making processes, leadership, roles, and conflict management. Small groups are defined as having 3-12 members who interact and work towards common goals. Groups can be task-oriented like work teams or more social in nature. Models of group development generally involve stages like forming, storming, norming, and performing. Effective decision-making uses techniques like brainstorming, reflective thinking, and the nominal group process. Leadership, roles, and managing conflict constructively are important for group functioning.
The document discusses key concepts about group and team communication. It defines groups as small numbers of people with a common purpose and sense of belonging, who influence each other. Teams are coordinated groups organized to achieve a specific goal. The document outlines different types of groups like primary, study, and problem-solving groups. It also describes group dynamics including roles, rules, norms, status, and networks of communication. Stages of group development and diversity in groups are also summarized.
This document discusses teams and teamwork. It defines a team as a small number of people with complementary skills committed to a common purpose and goals. It also defines what groups are. The document discusses factors that affect team participation and the typical stages a team goes through. It describes Belbin's nine team roles that are important for an effective team. Some common team problems are outlined as well as success factors and tips for effective teams.
This document discusses group communication and group discussions. It defines a group as a number of processes that cooperate to provide a service or an abstract identity naming a collection of processes. Group communication is used for coordination among group processes. Group discussions are used in organizations for decision making and problem solving. They can be used for information sharing, feedback, and arriving at decisions. The document outlines different types of groups, purposes of group communication, examples of groups that need communication, and issues involved in group communication.
Group Communication - Working in teams (by Elizabeth Kernohan)Hazel Owen
The document discusses group communication and effective teamwork. It covers how groups develop over time through various stages, from initial conflict to emergence of shared goals and roles. Key aspects of effective teams include establishing clear norms, engaging in dialogue rather than debate, achieving synergy through shared understanding, and fulfilling both task and relationship roles. The importance of communication in allowing teams to progress through stages of development and resolve conflicts is also emphasized.
The document provides information on various forms of group communication used in organizations. It discusses group discussions, brainstorming, the nominal group technique, and the Delphi technique. Group discussions are commonly used for decision making, problem solving, and selecting job candidates. During group discussions for selection purposes, candidates are evaluated on their knowledge, communication skills, group behavior, and leadership potential. Effective listening, clear expression, and appropriate language are important communication skills evaluated during such discussions.
The document discusses the concept of synergy, which refers to cooperative interaction that produces a combined effect greater than the sum of individual effects. It provides examples of how groups can achieve more through unity and working together than individuals alone. Key points include that synergy involves celebrating differences, valuing each other's strengths, and finding new solutions through open-minded teamwork rather than compromise. The benefits of synergy are listed as being able to solve problems faster, share workloads to reduce stress, and feel more secure facing challenges as a united group.
The document discusses key aspects of small group communication including definitions, types, development, decision-making processes, leadership, roles, and conflict management. Small groups are defined as having 3-12 members who interact and work towards common goals. Groups can be task-oriented like work teams or more social in nature. Models of group development generally involve stages like forming, storming, norming, and performing. Effective decision-making uses techniques like brainstorming, reflective thinking, and the nominal group process. Leadership, roles, and managing conflict constructively are important for group functioning.
The document discusses key concepts about group and team communication. It defines groups as small numbers of people with a common purpose and sense of belonging, who influence each other. Teams are coordinated groups organized to achieve a specific goal. The document outlines different types of groups like primary, study, and problem-solving groups. It also describes group dynamics including roles, rules, norms, status, and networks of communication. Stages of group development and diversity in groups are also summarized.
This document discusses teams and teamwork. It defines a team as a small number of people with complementary skills committed to a common purpose and goals. It also defines what groups are. The document discusses factors that affect team participation and the typical stages a team goes through. It describes Belbin's nine team roles that are important for an effective team. Some common team problems are outlined as well as success factors and tips for effective teams.
This document discusses group communication and group discussions. It defines a group as a number of processes that cooperate to provide a service or an abstract identity naming a collection of processes. Group communication is used for coordination among group processes. Group discussions are used in organizations for decision making and problem solving. They can be used for information sharing, feedback, and arriving at decisions. The document outlines different types of groups, purposes of group communication, examples of groups that need communication, and issues involved in group communication.
The document discusses key concepts related to groups and communication. It defines what a group is and different types of groups. It then covers stages of group development and properties of groups including roles, norms, status, size and cohesiveness. It discusses reasons why people join groups and models of group development. The document also covers group decision making techniques and factors that influence effectiveness. Finally, it discusses concepts related to group dynamics and the communication process within groups.
The document compares and contrasts teams and groups. It provides details about team and group sizes, member characteristics, goals, levels of interaction, accountability, leadership styles, and whether members are independent or interdependent. The key differences are that teams have smaller sizes of 5-7 people, more proactive members focused on a common goal through open communication and shared responsibility. Groups have larger sizes and more relaxed members focused on individual needs through less involvement and conflict avoidance.
This document discusses group processes and dynamics. It defines groups and describes different types of groups like formal and informal groups. It also discusses intergroup processes and how groups interact with each other. Some key aspects of group processes discussed include group cohesiveness, synergy, social loafing, and social facilitation effect. Models of group development like Tuckman's model are also summarized, which outlines the forming, storming, norming, performing, and adjourning stages. The importance of understanding group processes for developing effective teams is highlighted.
This document discusses group communication. It begins by stating that RPC only allows communication between two parties, whereas sometimes multiple processes need to communicate with each other, which RPC cannot handle. An example given is a group of file servers cooperating to provide a fault-tolerant file service. The document then defines group communication as one-to-many communication, and notes that groups are dynamic - new groups can form and old groups can disband, and processes can join or leave groups. The purpose of group communication is to allow processes to interact with collections of other processes as a single entity.
The document discusses the importance of empathy in problem solving. It argues that (1) people are more motivated to solve problems that directly impact them, (2) lacking empathy makes it difficult to care about problems facing others, and (3) developing empathy allows people to better understand different perspectives and support solving community issues. The document provides strategies for improving empathy, such as listening without judgment and considering how potential solutions benefit everyone. Developing empathy is key to identifying problems all stakeholders have a role in solving.
Chapter 07 groups and teams in an organizationPatel Jay
Groups and teams are important parts of any organization. A group is defined as two or more individuals who interact and share a collective identity. Groups form to fulfill members' needs for belongingness, support, security, recognition, and proximity. Both formal and informal groups exist in organizations. Team dynamics, properties like roles and norms, and concepts like groupthink must be understood to utilize groups and teams effectively. While groups focus on individual goals, teams emphasize mutual accountability and collective goals to produce outcomes through shared roles and responsibilities. The formation of cohesive and diverse groups and teams is crucial for organizational decision-making.
The document discusses key aspects of small group communication. It defines a group as a collection of usually 3-9 interdependent members working toward a common goal. Characteristics of effective groups include clear purpose, participation, listening skills, and assessing their own function. Group decision making has advantages like diverse ideas but also disadvantages like some members dominating. The document outlines methods of decision making, styles of leadership, and strategies for resolving conflicts constructively.
SOFT SKILLS WORLD takes pleasure in introducing itself as an experienced and competent conglomeration with more than 300 Training & Development professionals. This team represents key functional domains across industries.
We sincerely look forward to joining hands with your esteemed organization in our endeavour to create a mutually satisfying win-win proposition per se Organization Development interventions.
May we request you to visit us at http://www.softskillsworld.com/to have a glimpse of the bouquet of our offers .We have partnered with the best & promise you an excellent organizational capability building.
We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.
This presentation summarizes Victor Vroom and Phillip Yetton's leader participation model. The model outlines five styles of leadership participation in decision making: autocratic I, autocratic II, consultative I, consultative II, and group. Autocratic I involves the leader making the decision alone using available information, while autocratic II involves consulting individuals before deciding. Consultative I involves consulting individuals and choosing a solution, and consultative II facilitating a group discussion where the leader's input may be weighted. The group style involves delegating the decision to the group with the leader facilitating discussion. The presentation provides an overview of these five styles and their characteristics.
1. A group is defined as a collection of individuals who interact regularly and work together to achieve common goals. They share beliefs and norms.
2. There are four main types of groups: primary/secondary and formal/informal. Primary groups are formed based on social characteristics while secondary groups have a formal structure. Formal groups are created by an organization for a task while informal groups share interests.
3. Groups have different roles that members take on such as work roles to accomplish tasks, maintenance roles to support the group, and potential blocking roles that can disrupt the group. Role ambiguity and role conflict can occur within groups.
This paper examined a psychological concept called social loafing as a great debility in achieving good and effective teamwork. Social loafing describes the tendency of individuals to put forth less effort when they are part of a group. Because all members of the group are pooling their effort to achieve a common goal, each member of the group contributes less than they would if they were individually responsible.
Group dynamics deals with how groups are formed, their structure, and processes. It examines the interactions between group members and forces operating within the group. A group consists of two or more people who share common goals and evaluate themselves as part of the group. Group dynamics ensures members feel a sense of belonging and attraction to the group influences them. It also examines how changes in one part of the group can impact other parts. Team building activities improve communication, develop roles and skills, and foster better relationships and productivity to benefit the group.
This document discusses groups and teamwork. It defines groups as two or more people interacting to achieve objectives. Groups are classified as either formal, structured by an organization, or informal, formed spontaneously. Formal groups include command, task, interest, and friendship groups. People form groups to satisfy needs, proximity, goals, economics, and attraction. Effective groups progress through forming, storming, norming, performing, and adjourning stages. Key roles in groups include knowledge contribution, process observation, and leadership. Groups offer advantages like diverse ideas and support, but also disadvantages like slower decisions and potential lack of accountability. Techniques for group decision making are discussed, including interacting groups, brainstorming, nominal groups, and electronic
DISC Assessment Facilitation Guide - LeadershipHellen Davis
Use our DISCflex Facilitation Guide to teach workshops on DISC. The PPT has notes for the facilitator and will walk you thru how to use DISC with a team or group.
Group communication is used for several purposes including sharing information, collecting feedback, arriving at decisions, and solving problems. Group discussions are a common form of group communication used in organizations for decision making and problem solving. There are two categories of group discussions: organizational discussions and discussions as part of a selection process. Organizational discussions use techniques like brainstorming, nominal group technique, and Delphi technique. Group discussions in selection processes have become integral and evaluate candidates on knowledge, communication skills, active listening, clarity of thought, appropriate language, and body language. Group behavior and leadership skills are also assessed. Group discussions can be based on topics or case studies. Meetings serve informal purposes like sharing information or exploring ideas, as well as
In this presentation we discuss the good and evil of groups. When people get together, the properties of individual will be replaced by the emerging properties brought by the grouping process, such as collective intelligence. Are groups make better decisions than individuals? It depends on how we manage and acquire synergy from groups.
The document provides an overview of group therapy, including its history, types of groups, therapeutic factors, stages of group development, roles of facilitators, and benefits and limitations. Group therapy involves members helping each other heal and grow through interpersonal support and problem solving in a structured process that progresses from initial forming to working and terminating stages. The document discusses factors like hope, universality, and feedback that make group therapy an effective method for addressing psychological and social issues.
The document discusses key concepts related to groups and communication. It defines what a group is and different types of groups. It then covers stages of group development and properties of groups including roles, norms, status, size and cohesiveness. It discusses reasons why people join groups and models of group development. The document also covers group decision making techniques and factors that influence effectiveness. Finally, it discusses concepts related to group dynamics and the communication process within groups.
The document compares and contrasts teams and groups. It provides details about team and group sizes, member characteristics, goals, levels of interaction, accountability, leadership styles, and whether members are independent or interdependent. The key differences are that teams have smaller sizes of 5-7 people, more proactive members focused on a common goal through open communication and shared responsibility. Groups have larger sizes and more relaxed members focused on individual needs through less involvement and conflict avoidance.
This document discusses group processes and dynamics. It defines groups and describes different types of groups like formal and informal groups. It also discusses intergroup processes and how groups interact with each other. Some key aspects of group processes discussed include group cohesiveness, synergy, social loafing, and social facilitation effect. Models of group development like Tuckman's model are also summarized, which outlines the forming, storming, norming, performing, and adjourning stages. The importance of understanding group processes for developing effective teams is highlighted.
This document discusses group communication. It begins by stating that RPC only allows communication between two parties, whereas sometimes multiple processes need to communicate with each other, which RPC cannot handle. An example given is a group of file servers cooperating to provide a fault-tolerant file service. The document then defines group communication as one-to-many communication, and notes that groups are dynamic - new groups can form and old groups can disband, and processes can join or leave groups. The purpose of group communication is to allow processes to interact with collections of other processes as a single entity.
The document discusses the importance of empathy in problem solving. It argues that (1) people are more motivated to solve problems that directly impact them, (2) lacking empathy makes it difficult to care about problems facing others, and (3) developing empathy allows people to better understand different perspectives and support solving community issues. The document provides strategies for improving empathy, such as listening without judgment and considering how potential solutions benefit everyone. Developing empathy is key to identifying problems all stakeholders have a role in solving.
Chapter 07 groups and teams in an organizationPatel Jay
Groups and teams are important parts of any organization. A group is defined as two or more individuals who interact and share a collective identity. Groups form to fulfill members' needs for belongingness, support, security, recognition, and proximity. Both formal and informal groups exist in organizations. Team dynamics, properties like roles and norms, and concepts like groupthink must be understood to utilize groups and teams effectively. While groups focus on individual goals, teams emphasize mutual accountability and collective goals to produce outcomes through shared roles and responsibilities. The formation of cohesive and diverse groups and teams is crucial for organizational decision-making.
The document discusses key aspects of small group communication. It defines a group as a collection of usually 3-9 interdependent members working toward a common goal. Characteristics of effective groups include clear purpose, participation, listening skills, and assessing their own function. Group decision making has advantages like diverse ideas but also disadvantages like some members dominating. The document outlines methods of decision making, styles of leadership, and strategies for resolving conflicts constructively.
SOFT SKILLS WORLD takes pleasure in introducing itself as an experienced and competent conglomeration with more than 300 Training & Development professionals. This team represents key functional domains across industries.
We sincerely look forward to joining hands with your esteemed organization in our endeavour to create a mutually satisfying win-win proposition per se Organization Development interventions.
May we request you to visit us at http://www.softskillsworld.com/to have a glimpse of the bouquet of our offers .We have partnered with the best & promise you an excellent organizational capability building.
We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.
This presentation summarizes Victor Vroom and Phillip Yetton's leader participation model. The model outlines five styles of leadership participation in decision making: autocratic I, autocratic II, consultative I, consultative II, and group. Autocratic I involves the leader making the decision alone using available information, while autocratic II involves consulting individuals before deciding. Consultative I involves consulting individuals and choosing a solution, and consultative II facilitating a group discussion where the leader's input may be weighted. The group style involves delegating the decision to the group with the leader facilitating discussion. The presentation provides an overview of these five styles and their characteristics.
1. A group is defined as a collection of individuals who interact regularly and work together to achieve common goals. They share beliefs and norms.
2. There are four main types of groups: primary/secondary and formal/informal. Primary groups are formed based on social characteristics while secondary groups have a formal structure. Formal groups are created by an organization for a task while informal groups share interests.
3. Groups have different roles that members take on such as work roles to accomplish tasks, maintenance roles to support the group, and potential blocking roles that can disrupt the group. Role ambiguity and role conflict can occur within groups.
This paper examined a psychological concept called social loafing as a great debility in achieving good and effective teamwork. Social loafing describes the tendency of individuals to put forth less effort when they are part of a group. Because all members of the group are pooling their effort to achieve a common goal, each member of the group contributes less than they would if they were individually responsible.
Group dynamics deals with how groups are formed, their structure, and processes. It examines the interactions between group members and forces operating within the group. A group consists of two or more people who share common goals and evaluate themselves as part of the group. Group dynamics ensures members feel a sense of belonging and attraction to the group influences them. It also examines how changes in one part of the group can impact other parts. Team building activities improve communication, develop roles and skills, and foster better relationships and productivity to benefit the group.
This document discusses groups and teamwork. It defines groups as two or more people interacting to achieve objectives. Groups are classified as either formal, structured by an organization, or informal, formed spontaneously. Formal groups include command, task, interest, and friendship groups. People form groups to satisfy needs, proximity, goals, economics, and attraction. Effective groups progress through forming, storming, norming, performing, and adjourning stages. Key roles in groups include knowledge contribution, process observation, and leadership. Groups offer advantages like diverse ideas and support, but also disadvantages like slower decisions and potential lack of accountability. Techniques for group decision making are discussed, including interacting groups, brainstorming, nominal groups, and electronic
DISC Assessment Facilitation Guide - LeadershipHellen Davis
Use our DISCflex Facilitation Guide to teach workshops on DISC. The PPT has notes for the facilitator and will walk you thru how to use DISC with a team or group.
Group communication is used for several purposes including sharing information, collecting feedback, arriving at decisions, and solving problems. Group discussions are a common form of group communication used in organizations for decision making and problem solving. There are two categories of group discussions: organizational discussions and discussions as part of a selection process. Organizational discussions use techniques like brainstorming, nominal group technique, and Delphi technique. Group discussions in selection processes have become integral and evaluate candidates on knowledge, communication skills, active listening, clarity of thought, appropriate language, and body language. Group behavior and leadership skills are also assessed. Group discussions can be based on topics or case studies. Meetings serve informal purposes like sharing information or exploring ideas, as well as
In this presentation we discuss the good and evil of groups. When people get together, the properties of individual will be replaced by the emerging properties brought by the grouping process, such as collective intelligence. Are groups make better decisions than individuals? It depends on how we manage and acquire synergy from groups.
The document provides an overview of group therapy, including its history, types of groups, therapeutic factors, stages of group development, roles of facilitators, and benefits and limitations. Group therapy involves members helping each other heal and grow through interpersonal support and problem solving in a structured process that progresses from initial forming to working and terminating stages. The document discusses factors like hope, universality, and feedback that make group therapy an effective method for addressing psychological and social issues.
The document summarizes key concepts related to leadership and learning organizations in 3 sentences:
It discusses different eras of leadership theory from trait theories to transformational leadership and introduces concepts like learning organizations that engage all members, the adaptive learning cycle, and addressing dysfunctions like the lack of trust that inhibit team performance. Adaptive learning organizations incorporate structures for both innovation and efficient implementation, and leaders foster knowledge sharing and a culture of collaboration.
Group work involves helping or accomplishing tasks in a group setting. It aims to help group members reach personal, interpersonal, or task-related goals. Effective group work requires leaders to apply group theory and dynamics to specific situations. Leaders must be well-trained and competent to guide groups through typical stages of formation, control/transition, work/action, and termination/completion. Key therapeutic factors that can promote change include instillation of hope, universality, imparting information, altruism, and interpersonal learning.
Based upon the 2008 book by Conyne, Crowell & Newmeyer, called Group Techniques: How to Use Them More Purposefully, the presentation introduces the PGTM model (Purposeful Group Techniques Model) for selecting group interventions. Group leaders are challenged to know just how to deal with each situation until they gain experience and a lot of practice! This model helps group leaders to decide what to do, and the book includes a large number of actual techniques collected in the appendix for ease of use.
Foundations of individual decision making, groups, teamsPriyanshu Gandhi
This document discusses organizational behavior topics such as groups, group dynamics, roles, norms, status, cohesiveness, diversity, decision making, teams, and values. It defines groups and their types, and covers concepts like ingroups/outgroups, social identity threat, roles, norms, status, group size effects, cohesiveness, diversity, groupthink, and decision making techniques. Team types and characteristics of effective teams are contrasted. Biases in decision making are identified and ways to reduce biases are explained. Hofstede's and GLOBE's frameworks for assessing cultural values are overviewed.
This document discusses cognitive strategies and coping statements. It defines cognitive strategies as learning processes that help learners learn more successfully, including repetition, organizing information, summarizing meaning from context, and using imagery for memorization. There are four basic cognitive learning strategies: repetition, resourcing, translation, and taking notes. The document also discusses the Teaching Personal and Social Responsibility (TPSR) model and its components of think, pair, share, and reflect. Examples of cognitive strategies include task-based strategies, substitution/paraphrasing, classifying/sequencing, using graphics, and summarizing. The document then discusses coping statements as positive statements used to replace negative thoughts during stressful situations. It provides examples of
This document discusses various topics related to group communication and dynamics. It defines what a group is, examines why people join groups and the functions they serve. It explores how groups form and develop norms over time. Different types of groups and leadership styles are described. The document also addresses concepts like conformity, groupthink, and ways to manage conflict within groups.
Thomas Walenta gave a presentation to the PMI Pearl City, Hyderabad Chapter in May 2020 on the topic of "Hope over Fear: The human side of The Project EconomyTM". The presentation covered several key points:
1) As project managers, they are leaders who can guide teams and customers into a positive future through practical and philosophical ideas.
2) The Project Economy expands the scope of project management to focus on value delivery, principles over processes, and connecting people.
3) Ethical values like fairness, respect, and compassion can guide good leadership and decision-making, especially in times of crisis and complexity.
4) Leaders can influence others by understanding emotional triggers and reframing
The document discusses team building and the stages of team development. It describes teamwork as people working together towards common goals, with defined roles and effective communication. The four stages of team development are: forming, storming, norming, and performing. In forming, a team establishes goals and roles. Storming occurs as challenges emerge and attitudes fluctuate. During norming, members accept their roles and each other. In performing, the team works cooperatively and is able to prevent and resolve conflicts to achieve goals. Key aspects of successful teams include commitment, clear roles and processes, and strong interpersonal relationships.
This presentation defines what a groups is, what group dynamics is, stages of group formation, types of groups, why groups are formed, good and bad practices in groups.
The document discusses different types of groups and effective group communication. It defines a group as two or more individuals connected by social relationships. It describes primary groups as small, intimate groups like families whereas secondary groups are larger and less personal like membership organizations. Planned groups are intentionally formed for a purpose while emergent groups develop spontaneously. Effective group communication requires commitment from members, open communication through listening and discussion, and organized structure through setting ground rules.
Training "Let's talk E-Motion". Emotional Intelligence in Consulting.PeOrg Consult Ltd
This document discusses emotional intelligence at the individual and group level. It defines emotional intelligence and outlines its five core abilities. These include knowing one's emotions, managing emotions, motivating oneself, recognizing emotions in others, and handling relationships. The document also discusses emotions, ways of dealing with emotions, asking effective questions, and strategies for emotional talks. Finally, it outlines norms and behaviors that can help develop emotional intelligence in groups, such as taking time to understand each other, seeking feedback, and creating an affirmative environment.
The document discusses organizational behavior and why it is important. It defines organizational behavior as the study of individuals and groups in organizations, emphasizing high performance. It notes that organizational behavior occurs in a global context and involves dimensions of individual/group behavior and organizational processes. Valuing diversity is a core theme of organizational behavior. Organizational learning is important and involves acquiring knowledge to adapt to changing circumstances. Understanding organizational behavior requires studying individuals, groups/teams, and organizational processes.
The document discusses organizational behavior and why it is important. It defines organizational behavior as the study of individuals and groups in organizations, emphasizing high performance. It notes that organizational behavior occurs in a global context and involves dimensions of individual/group behavior and organizational processes. Valuing diversity is a core theme of organizational behavior. Organizational learning is important and involves acquiring knowledge to adapt to changing circumstances. Understanding organizational behavior requires studying individuals, groups/teams, and organizational processes.
The document discusses organizational behavior and why it is important. It defines organizational behavior as the study of individuals and groups in organizations, emphasizing high performance. It notes that organizational behavior occurs in a global context and involves dimensions of individual/group behavior and organizational processes. Valuing diversity is a core theme of organizational behavior. Organizational learning is important and involves acquiring knowledge to adapt to changing circumstances. Understanding organizational behavior requires studying individuals, groups/teams, and organizational processes.
A group refers to a body of individuals consisting of two or more
persons who interact with each other on regular basis to accomplish a
common goal.
FEATURES OF A GROUP
Two or more persons
Interaction with each other
Common Goal
Interact Regularly
Collective identity
Shared goal interest
TYPES OF GROUPS
Primary & Secondary groups
Primary groups: few persons having common identity, values, interests & goals. E.g: family,
group of close friends, etc.
Secondary groups: collection few primary groups hence large group, weak inter-personal
relations & unity of purpose. Eg: a country, village & an organization.
Small & large groups
Formal & Informal groups
Formal Group: It refers to a group formed by the management (organization) to achieve the
objective of organizational.
Informal Groups: It refers to a group which is randomly formed by the workers by its own,
because of common interest and liking among the members of a formal group.
Membership Group: Member ship group means a group which has actually members of it.
e.g., Club is an example of membership group. If any person wants to join the club he has to
obtain its membership.
Reference Group: A reference group is a group to which we compare ourselves regardless of
whether we are the part of that group or not.
Similar to Siyavula Teachers Conference Workgroup Slidesnew (20)
This presentation was provided by Racquel Jemison, Ph.D., Christina MacLaughlin, Ph.D., and Paulomi Majumder. Ph.D., all of the American Chemical Society, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.pptHenry Hollis
The History of NZ 1870-1900.
Making of a Nation.
From the NZ Wars to Liberals,
Richard Seddon, George Grey,
Social Laboratory, New Zealand,
Confiscations, Kotahitanga, Kingitanga, Parliament, Suffrage, Repudiation, Economic Change, Agriculture, Gold Mining, Timber, Flax, Sheep, Dairying,
5. E D G E REASONS for not crossing the edge in the form of real or perceived internal and external messages cause the anxiety Increased ANXIETY as the individual approaches or is pushed towards or over and edge. SUPPORT AND CONTAINMENT helps the individual over the edge EDGE SYMPTOMS in the form of anxiety and defense mechanisms appear. The “EDGE” is something that is hard to do, to say, to feel, to think, or to look at. Mindell’s concept of the edge
6. Edge symptoms DEFENSE MECHANISMS Denial Withdrawal Aggression Humour ANXIETY SYMPTOMS Dry mouth Racing heart Going blank Sore stomach GENERAL SYMPTOMS Odd or unusual behaviour Cycling Mixed messages / incongruities
7. Edge discussion In groups of four: Discuss what some of your edges may be for this weekend.
15. Communities of practice or “workgroups” Move into groups of 5 and consider the following question: How would it be useful for you to work in a group of teachers to develop curriculum material? Note your answers on cards, one per card.
19. Self-organising principles Self-organising principles are governed by “attractors” at their centre. These are central values, beliefs or other psychological forces which determine the self-organising principles that emerge around them. Attractors evoke the same behaviour in different people.
20. Self-organising principles continued An individual’s identity is closely linked to the self-organising principles that guide their behaviour. Individuals identify with values and activities that are similar to their own internal drivers and once they identify with them, their passion is evoked.
21. Self-organising principles continued If you think about everything you have seen so far about the Siyavula project and the Connexions website, what is the one thing that would make you want to start or join a Connexions workgroup?
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23. Group dynamics – Mindell’s concept of rank E D G E E D G E Will eventually resort to sabotage Will comply temporarily Passive aggressive behaviour This group makes decisions Will seek support Individuals or groups with less or no rank Individuals or groups with more rank Feedback blocked by the edge
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25. We take this opportunity to wish everyone who started fasting today Ramadaan Mubarak. May Allah’s strength and guidance accompany you through this blessed month.
26. Group dynamics – roles in workgroups Functional Political Psychological Emotional The context and the task of the group will determine the roles required by the group. There are four different types of roles: Critic Leader Peacemaker Clown Excitement Envy Mother Disturber Saboteur Teacher Expert Victim
27. Group dynamics – roles discussion Move into groups of 5 and consider the following question: Think about the different roles that will be needed and possibly emerge in workgroups. Include as many of the different types of roles as possible. Examples are given below: Functional: Co-ordinator Political: Leader, follower Psychological: Critic, supporter Emotional: Excitement, anticipation, irritation Write each role on a card.
33. The membership of workgroups Membership is voluntary. Members will stay involved if the central organising principle of the workgroup is clear, all contributions are invited and supported, and group dynamics are not allowed to take precedence over the organising principle.
34. The leadership of workgroups Leadership of emerging voluntary groups must have intrinsic legitimacy – in other words they must be lead from the inside, rather than be controlled from the outside. Most importantly, leadership should be shared.
35. Self-Leadership Self-leadership can be defined as the process of influencing oneself to establish the self-direction and self-motivation needed to perform. This means getting oneself from passive mode to active mode, going on a purposeful journey.
38. Good workgroup practices What would you consider as good group practices to ensure the creation and sustainability of Connexions’ Workgroups? Write your ideas on cards.
40. What next? If you would like our support for a new or existing workgroup, we would love to hear from you. Contact: Neels at [email_address] 082 334 3259 Quinton Davis at quinton.davis@edunova.org or If you want to give more feedback or ask questions: Contact: Mark Horner at [email_address] Helene Smit at [email_address] Layo Seriki at [email_address]
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Editor's Notes
As human beings we’re not isolated. We’re interacting with others all the time, exchanging information, sending and receiving messages – we’re communicating. As teachers, you all know a lot about communication, but it’s very easy to forget the most basic skills, when one gets anxious or excited. So this session will serve as a quick reminder of things you all know. We are looking at groups here and at what happens in groups. We can share information in groups. Develop new thoughts, approaches, material together, through the contributions of different group members. Often problems occur in groups as the direct result of people communicating ineffectively. In workgroups, in families, between friends – anywhere! Someone sends a message and the next person receives something completely different from what was intended… or misses the message because they were preoccupied with other things, e.g. their own thoughts. This leads to confusion, frustration and conflict, and can cause a good plan to fail.
Now you’ve got the chance to try this out a bit…
What happened? Did something like this happen in the groups? A fried egg, sunny side up becomes a broken egg becomes an egg…? Or the other way around. Sometimes information gets lost, then again information gets added. Exercise shows that communication is not just about speaking clearly, but also about listening well. Most of the time what we hear is influenced by our own experiences, preferences, our own view of the world. Someone telling about the naughty child may remind the listener of the naughty child that they know… We tend to filter the information we are given. That’s human. Listening is a very important part of communication, which is often not recognised, because it is so silent. When we speak, we find out very little. Through listening, we may learn something new and at the same time bestow the gift of our attention to others. Listening has real consequences. Through the way we listen or don’t listen, we can assist or hinder people’s development, the development of a group, the development of work done together…
Listening is a complex art, which requires lots of practice on the way to becoming a “master listener”. There are various stages – steps to climb over and beyond on this way. The first of those steps is not listening – the absence of listening. It‘s ignoring! You ignore communication by rejecting it. This could be shown by interrupting someone mid-sentence, playing around with pen, computer or mobile phone, or suppressing the words of the speaker with your own mental chatter. You may appear to be listening, but you’re not. The second step we need to get over is controlling & projecting. Sometimes the way we look at someone, our body language, sounds we make or just our hierarchical position controls the way others communicate with us. Consciously or subconsciously we suppress what they would actually like to express. Also at times, we hear what others say through a filter of previous judgements and decision. Whatever is communicated reinforces these judgements (this may be someone’s guilt or innocence, intelligence or lack thereof, sanity or insanity…). We need to be very aware when this is happening, in order to consciously put aside those judgements or control and invite whatever the other has to say to our open ears. Once we can put a stop to control and projection, it’s time to include empathy in our listening. Empathy requires observing the world from the speaker’s point of view. You don’t just hear what the speaker is communicating, but WHY they are communicating this. Once you can do this, communication will be much more powerful and of more value to the speaker (and yourself). There is an additional step to “mastery of listening”. That is being able to “listen” to the way your words are taken while you speak. This is something great communicators do. They hear themselves with the ears of others, and thus, are able to adapt their communication to the requirements of their audience. It sounds so easy when you’re told to “just listen”, but it really does require constant practice.
For debrief: Were you spot on or way off with your assumptions? … People are all very different. They are shaped by different socialising institutions (family, traditional culture, profession, groups they belong to). Diversity refers to the real or perceived differences among people that affect their interactions and relationships. Sometimes we think someone is completely different from us and then we find we have a lot in common. Other times we may think someone is quite like us and we find few similarities as we get to know them. As human beings, we sort people into groups quickly. We form an opinion within seconds, based on the first things we find out about a person (profession, subject area, appearance, race, weight, dress, …).
By stereotyping we organise our experience. It guides our behaviour towards various groups in society. Sometimes people say that you shouldn’t stereotype, i.e. put people in boxes. But we can’t not do it. We’re human and it’s absolutely normal to do this. Just like any other type of categories, stereotypes can be helpful or harmful depending on how we use them. A stereotype becomes helpful when it is: Consciously held. We must be aware that we are describing a possible group norm and not the characteristics of a specific individual. Descriptive rather than evaluative. The stereotype should describe what people from this group will probably be like and not evaluate the people as good or bad. Accurate. The stereotype should as accurately as possible describe the norm of the group to which the person belongs. The first best guess about a group before getting more information about the specific person or persons. Modified, based on further observation and experience with the actual people and situations. Stereotypes that we hold subconsciously are difficult to modify or discard, even after we get real information about the person. And if a subconscious stereotype is also inaccurate, we are likely to maintain an inappropriate, ineffective and often harmful guide to reality! We all stereotype. Instead of pretending that we don’t, it is essential for working across differences to become aware of our stereotypes and learn to set them aside when faced with contradictory evidence. …If this happens in groups, they can start to use their differences!
Different organisations and groups have different strategies for managing diversity. The most common approach to diversity, around the world, is still parochial. People choose not to recognise cultural diversity or its impact on the organisation. (=>) The second most common approach is ethnocentric. Group members recognise diversity, but only as a source of problems. In ethnocentric groups there is often a homogeneous inner circle (people that carry rank) that believes “our way is the best way” to work and organise. (=>) In groups that approach diversity from the angle of synergy, diversity is seen as having both advantages and disadvantages. Group members see that their ways may differ, but none is inherently superior to the other. Recognising both the existence of diversity and its potential advantages leads to the decision to manage diversity, rather than to minimize it. Diversity management the way I understand it focuses on is creating a supportive environment, in which these differences are embraced and can be used for the benefit of the group. The great thing about synergy is that differences are resolved, maximising the strengths of each position and minimising the weaknesses of each position.
In thinking about groups that drive themselves, it is important to remember that each member of a group is not just leading or being led by the others. The kind of groups that will form to develop teaching material together will not necessarily sit together all the time. Just like many software development teams, you may become virtual groups that communicate online a lot of the time. This makes it difficult for any individual leader to ensure that the group is functioning effectively. Leadership is actually shared. It is especially important in such groups to have a clear overall goal that everyone identifies with, to have clear task-related processes and to have regular face-to-face meetings to build trust and establish common ground. But everyone needs to be self-sufficient in managing their work. And each group member is there voluntarily, for their own reasons, leading themselves. “ There is a person with whom you spend more time that with any other, a person who has more influence over you, and more ability to interfere with or to support your growth that anyone else. This ever-present companion is your own self.” (Pamela Butler, Clinical Psychologist) Self-leadership has been more broadly defined as "the process" of influencing oneself to establish the self-direction and self-motivation needed to perform. This means getting oneself from passive mode to active mode; going on a purposeful journey!
This does not mean that you are completely isolated from others!