Slide 1:o r g a n i z a t i o n a l b e h a v i o r e l e v e n t h e d i t i o n


Chapter 8 :Chapter 8 Foundations of Group Behavior


After studying this chapter,you should be able to: :© 2005 Prentice Hall Inc. All rights reserved. 8–2 After studying this chapter,you should be able to: Differentiate between formal and informal groups. Compare two models of group development. Explain how role requirements change in different situations. Describe how norms exert influence on an individual’s behavior. Explain what determines status Define social loafing and its effect on group performance. L E A R N I N G O B J E C T I V E S


After studying this chapter,you should be able to: :© 2005 Prentice Hall Inc. All rights reserved. 8–3 After studying this chapter,you should be able to: Identify the benefits and disadvantages of cohesive groups. List the strengths and weaknesses of group decision making. Contrast the effectiveness of interacting, brainstorming, nominal and electronic meeting groups. L E A R N I N G O B J E C T I V E S (cont’d)


Defining and Classifying Groups :© 2005 Prentice Hall Inc. All rights reserved. 8–4 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.


Defining and Classifying Groups (cont’d) :© 2005 Prentice Hall Inc. All rights reserved. 8–5 Defining and Classifying Groups (cont’d) 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.


Why People Join Groups :© 2005 Prentice Hall Inc. All rights reserved. 8–6 Why People Join Groups Security Status Self-esteem Affiliation Power Goal Achievement E X H I B I T 8–1


The Five-Stage Model of Group Development :© 2005 Prentice Hall Inc. All rights reserved. 8–7 The Five-Stage Model of Group Development Forming StageThe first stage in group development, characterized by much uncertainty. Storming StageThe second stage in group development, characterized by intragroup conflict. Norming StageThe third stage in group development, characterized by close relationships and cohesiveness.


…Group Development (cont’d) :© 2005 Prentice Hall Inc. All rights reserved. 8–8 …Group Development (cont’d) 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.


Stages of Group Development :© 2005 Prentice Hall Inc. All rights reserved. 8–9 Stages of Group Development E X H I B I T 8–2


An Alternative Model: Temporary Groups with Deadlines :© 2005 Prentice Hall Inc. All rights reserved. 8–10 An Alternative Model: Temporary Groups with Deadlines Sequence of actions: Setting group direction First phase of inertia Half-way point transition Major changes Second phase of inertia Accelerated activity Punctuated-Equilibrium Model Temporary groups go through transitions between inertia and activity.


The Punctuated-Equilibrium Model :© 2005 Prentice Hall Inc. All rights reserved. 8–11 The Punctuated-Equilibrium Model E X H I B I T 8–3


Group Structure - Roles (cont’d) :© 2005 Prentice Hall Inc. All rights reserved. 8–12 Group Structure - Roles (cont’d) 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.


Group Structure - Roles (cont’d) :© 2005 Prentice Hall Inc. All rights reserved. 8–13 Group Structure - Roles (cont’d) 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 Structure - Norms :© 2005 Prentice Hall Inc. All rights reserved. 8–14 Group Structure - Norms Classes of Norms: Performance norms Appearance norms Social arrangement norms Allocation of resources norms Norms Acceptable standards of behavior within a group that are shared by the group’s members.


The Hawthorne Studies :© 2005 Prentice Hall Inc. All rights reserved. 8–15 The Hawthorne Studies A series of studies undertaken by Elton Mayo at Western Electric Company’s Hawthorne Works in Chicago between 1924 and 1932. Research Conclusions: Worker behavior and sentiments were closely related. Group influences (norms) were significant in affecting individual behavior. Group standards (norms) were highly effective in establishing individual worker output. Money was less a factor in determining worker output than were group standards, sentiments, and security.


Group Structure - Norms (cont’d) :© 2005 Prentice Hall Inc. All rights reserved. 8–16 Group Structure - Norms (cont’d) 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.


Examples of Cards Used in Asch’s Study :© 2005 Prentice Hall Inc. All rights reserved. 8–17 Examples of Cards Used in Asch’s Study E X H I B I T 8–4


Group Structure - Norms (cont’d) :© 2005 Prentice Hall Inc. All rights reserved. 8–18 Group Structure - Norms (cont’d) Deviant Workplace Behavior Antisocial actions by organizational members that intentionally violate established norms and result in negative consequences for the organization, its members, or both.


Typology of Deviant Workplace Behavior :© 2005 Prentice Hall Inc. All rights reserved. 8–19 Typology of Deviant Workplace Behavior E X H I B I T 8–5 Category ExamplesProduction 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 Source: Adapted from S.L. Robinson, and R.J. Bennett. “A Typology of Deviant Workplace Behaviors: A Multidimensional Scaling Study,” Academy of Management Journal, April 1995, p. 565.


Group Structure - Status :© 2005 Prentice Hall Inc. All rights reserved. 8–20 Group Structure - Status Group MemberStatus Status A socially defined position or rank given to groups or group members by others.


Group Structure - Size :© 2005 Prentice Hall Inc. All rights reserved. 8–21 Group Structure - Size Other conclusions: Odd number groups do better than even. Groups of 7 or 9 perform better overall than larger or smaller groups. Social LoafingThe tendency for individuals to expend less effort when working collectively than when working individually.


Group Structure - Composition :© 2005 Prentice Hall Inc. All rights reserved. 8–22 Group Structure - Composition Group Demography The degree to which members of a group share a common demographic attribute, such as age, sex, race, educational level, or length of service in the organization, and the impact of this attribute on turnover. Cohorts Individuals who, as part of a group, hold a common attribute.


Group Structure - Cohesiveness :© 2005 Prentice Hall Inc. All rights reserved. 8–23 Group Structure - Cohesiveness Increasing group cohesiveness: Make the group smaller. Encourage agreement with group goals. Increase time members spend together. Increase group status and admission difficultly. Stimulate competition with other groups. Give rewards to the group, not individuals. Physically isolate the group. Cohesiveness Degree to which group members are attracted to each other and are motivated to stay in the group.


Relationship Between Group Cohesiveness, Performance Norms, and Productivity :© 2005 Prentice Hall Inc. All rights reserved. 8–24 Relationship Between Group Cohesiveness, Performance Norms, and Productivity E X H I B I T 8–6


Slide 26:© 2005 Prentice Hall Inc. All rights reserved. 8–25 E X H I B I T 8–7 S. Adams, Build a Better Life by Stealing Office Supplies (Kansas City MO: Andrews & McMeal, 1991), p. 31. Dilbert reprinted with permission of United Features Syndicate, Inc.


Group Tasks :© 2005 Prentice Hall Inc. All rights reserved. 8–26 Group Tasks Decision-making Large groups facilitate the pooling of information about complex tasks. Smaller groups are better suited to coordinating and facilitating the implementation of complex tasks. Simple, routine standardized tasks reduce the requirement that group processes be effective in order for the group to perform well.


Group Decision Making :© 2005 Prentice Hall Inc. All rights reserved. 8–27 Group Decision Making Strengths More complete information Increased diversity of views Higher quality of decisions (more accuracy) Increased acceptance of solutions Weaknesses More time consuming (slower) Increased pressure to conform Domination by one or a few members Ambiguous responsibility


Group Decision Making (cont’d) :© 2005 Prentice Hall Inc. All rights reserved. 8–28 Group Decision Making (cont’d) Groupthink Phenomenon in which the norm for consensus overrides the realistic appraisal of alternative course of action. Groupshift 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.


Symptoms Of The Groupthink Phenomenon :© 2005 Prentice Hall Inc. All rights reserved. 8–29 Symptoms Of The Groupthink Phenomenon Group members rationalize any resistance to the assumptions they have made. Members apply direct pressures on those who express doubts about shared views or who question the alternative favored by the majority. Members who have doubts or differing points of view keep silent about misgivings. There appears to be an illusion of unanimity.


Group Decision-Making Techniques :© 2005 Prentice Hall Inc. All rights reserved. 8–30 Group Decision-Making Techniques Interacting Groups Typical groups, in which the members interact with each other face-to-face. 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.


Group Decision-Making Techniques :© 2005 Prentice Hall Inc. All rights reserved. 8–31 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.


Evaluating Group Effectiveness :© 2005 Prentice Hall Inc. All rights reserved. 8–32 Evaluating Group Effectiveness E X H I B I T 8–8 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 Lowgroup cohesiveness