Group Dynamics

2009-07-14T04:17:00.000-07:00

Also refer other related topics: (Team Building) http://team-building-working.blogspot.com/, (Conflict Management) http://manage-conflict.blogspot.com/, (Communication) http://communication-for-business.blogspot.com/. (Interpersonal Relations) http://interpersonal-relations.blogspot.com/, (Transaction Analysis- TA) http://transaction-analysis.blogspot.com/

Definition of Group

Group is defined as minimum two or more than two individuals who come together to complete particular task(s) usually towards achievement of goal(s).
These individuals normally related to each other by some organizational or social relationships.
The group may be of two types:
- informal group and
- formal groups
The behavior of individuals in a group may get modified to certain extent as compared their behavior when they are independent of the group. This is due to the interactions between the members of the group and their influence on each other.

Definition of Group Dynamics

Group dynamics is the study of groups.
It is an important subject of organizational behavior (OB), particularly for the organizational groups.
It studies group’s
- Formation
- Structure
- Interaction and behavior
- Process.
Study of the group processes forms the most important core subject of the studies while looking at the group functioning.
Due to this reason, many a time, people understand group dynamics and group process as one and the same.

Formation of Groups

Why Are Groups Formed?

Individuals sharing common sentiments, purpose and activities start interacting and form a group.
When individuals perceive that they can expect beneficial exchanges explicitly or implicitly by forming the group, they do so and become part of the group.
When individuals believe that they can get an identity, belongingness, self-esteem or prestige by affiliating to a particular or significant or prominent group, they do so.

How Groups Get Formed and Develop?

Bruce Tuckman gave a five stage framework for formation and development of groups in 1960s. These five stages are given below:

1. Forming:

Due to any one of the reasons enunciated earlier, group gets formed.
Normally, the group gets formed with an incomplete idea of its goals or purposes. So, at the beginning of formation, there is some confusion and uncertainty.
Leadership of the group and the roles and tasks to be undertaken by the group do not emerge clearly. Thus, forming is an induction process through which members get to know each other and share expectations from the group.
Members gradually learn the purpose of the group and the guidelines to be followed.
Forming stage should not be rushed because trust and openness have yet to develop. These feelings strengthen in later stages of development.

2. Storming:

In this stage, the group is likely to experience the highest level of disagreement and conflict as members may voice concerns and criticism.
Members often question and challenge group goals.
They also struggle for power or leadership.
If members can ultimately achieve understanding and cohesiveness through collaboration and resolution, the group may continue as a group. Otherwise, the group may disband. However, if it still continues, it may remain ineffective and may not make progress to the subsequent stages.

3. Norming:

In this stage, the members start recognizing their individual differences and also their shared expectations.
Members may begin to develop a feeling of group identity and group harmony.
Cooperative efforts may begin.
Roles and responsibilities among members may get decided.
They may also decide on how to evaluate progress of the group.

4. Performing:

At performing stage, group might have achieved maturity and there will be greater degree of harmony among its members.
There is more mutual acceptance among the members now.
Conflict can be managed and resolved more amicably through collaborative processes.
Decisions making takes place more on rational basis aimed at achieving goals rather than highlighting the emotional issues.

5. Adjourning:

All groups do not experience this stage at all. Many groups remain permanent.
Some groups that complete their tasks and goals may decide on disbanding the group.
This stage is characterized by the feelings of sadness normally associated with closure of any group and separation of the members.

Types of Leadership Required in First Four Stages of Group Formation/Development

1. Tell:

It is the type of leadership required in the first stage called forming
Facilitate members; introduction with each other each other and tell the individual contribution to the task expected from them.
Provide a sense of purpose and clarify limits, deadlines and constraints.
Assess the skills and try to identify group roles
Begin to anticipate likely blocks and barriers to progress

2. Sell:

It is the type of leadership required in the second stage called storming
Its a delicate role
Continue to provide direction
Encourage building of trust and openness
Manage conflicts positively to arrive at look for a common platform
Be prepared to mediate and determine solutions even if they might not be popular with everyone

3. Consult:

It is the type of leadership required in the third stage called norming
Less directive and more supportive
Maintain openness and trust
Challenge the group if it starts to become complacent
Celebrate individual and group successes
Encourage regular reviews to ensure group's progress

4. Participate:

It is the type of leadership required in the fourth stage called performing
Lead from behind
Ensure that the group has required resources and support
Represent the group to the wider organization
Encourage regular evaluation to avoid complacency
Develop the skills

Group Process

Given below are the major factors or elements of group process:

Extent of task focus (giving information, seeking information, summarizing, getting on etc) and extent of social focus (encouraging, harmonizing, drawing in, mirroring, pleasing, entertaining etc)
Characteristics of communication, coordination, cooperation, support and collaboration
Patterns of self-oriented behavior (silence, hurt feeling, withdrawal, tension, anxiety etc)
Mix of influencing, convincing, dictating, bribing, cajoling, flattery etc
Roles
Relationships
Patterns of dominance and submission
Conflict management and conflict resolution
Level of group effectiveness
Team building and synergy

Types of Groups

Informal groups
Formal

Informal Groups

These groups may get formed within an organization or outside an organization. They do not necessarily follow the rules and guidelines of the organization. They informally follow the guidelines of the informal group. These groups are called interest groups, friendship groups, reference groups etc. Given below are a few examples of informal groups:

Employees meet near water cooler and gossip
Five secretaries from marketing department meet once a month for lunch to discuss mutual concerns and to seek relief from tedious aspects of their job
Four computer programmers form a jogging club that meets three days per week to run five miles after office hours
All employees of a section meet and discuss how to improve and beautify office layouts
Seven workers of a production shop floor meet once a week to solve their technical problems

Formal Groups

These groups are formally created in an organization and follow the rules and guidelines prescribed by the organization. These are:

1. Command groups

They are explained by a formal organization structure and depicted on the organizational chart. A company’s organization network starting with the chairman of board of directors through its various levels of managers right down to the workers is a typical command group example.

2. Task groups or task forces

People working together to achieve a common task form a task group or a task force. Members are grouped together either from the same department or cross-functionally to complete some specified goals on a timeline. These task forces are appointed for a specified periods and disbanded after the goals are achieved.

3. Functional groups

Functional group is created to carry out specific functions in an organization. These are normally on-going departments of an organization and are permanent till re-structuring of organization is undertaken.

Methods of Arriving at Decisions in Group

Lack of response
(Plop)
Authority rule
(Mine is right or might is right)
Minority rule
(Silence means consent)
Majority rule
(Collection - win - lose competition)
Consensus
(Near total agreement)
Unanimity
(Total agreement)

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