C715 Organizational Behavior Chapter 9, 10, 16, 12 with 100% correct answers already graded A+

Group 2 or more individuals, interacting and interdependent, who have come together to achieve particular objectives(collection of ppl coming together - not necessarily with any acumen) formal group a designated work group defined by an org. structure informal group like the ladies group - it is neither formally structured nor organizationally determined; such a group appears in response to the need for social contact Social Identity Theory perspective that considers when & why individuals consider themselves member of groups (some level of self esteem when group does well or poorly, it gets tied into the performance of the group) Five stage model of group 1st) forming- characterized by much uncertainty about purpose, structure leadership 2nd)storming-intragroup conflict, resists constraints individuality 3rd)norming-cohesiveness, when group structure solidifies 4th)performing - fully functional & accepted 5th)adjourning - final stage for temporary groups, concern with wrapping up activities rather than task performance 6 properties of groups - roles significant source of stress for most people - set of expected behavior patterns attributed to someone occupying a given position in a social unit Role perception-how we view Role Expectation-how other view Role Conflict- role you play in one aspect of your life can come into conflict with the role you play in another aspect of your life(ie..role at work and role at home) Stanford Prison Experiment Guards, inmates people started becoming their roles Asch Study rather be wrong but part of the group then right & alone - 75% will chose to wrong but part of the group Norming where the group decides what normal behavior is Conformity Adjusting one's behavior or thinking to coincide with a group standard. Deviant as part of group - antisocial behavior or workplace incivility Cheating & stealing more in a group than by yourself because voluntary behavior that violates significant org. norms in so doing threatens well being of org or its members status characteristics theory 1)power person wields over others 2)persons ability to contribute to groups goal 3)individual personal characteristic (positively valued by group) Equity Theory - Status inequity perceived inequity creates disequilibrium & can create resentment among those at lower end of status continuum - results - poorer ind performance, lower health, higher intent to leave the group Size yes it does affect groups overall behavior. Small groups faster completing tasks, Individual performance better in smaller groups Social Loafing sometimes people in a group don't work very hard because they think they can ride for free on the backs of harder working membrs - to minimize - use peer evaluation Cohesiveness degree to which the people in the group are on the same page ie-if high norm/high cohesiveness=high production high norm/low cohesiveness=moderate prodution low norm/high cohes=low production low norm/low cohes=moderate to low prodution Groupthink loudest voice is heard - is a communications dynamic where dissenting views aren't given a lot of time, counter evidence isn't heard or given airing - listen to the most powerful voices & opinions everyone nods heads to agree even if they don't - shot down if disagree Groupshift Extreme version of self - Groups can wind up being more extreme than an individual If religious - become MORE religious and excited and act differently you get Tuned up Group Decision Making Strengths - more complete knowledge & info offer increase diversity of views & acceptance of a solution Weaknesses - time consuming - takes more time to reach a solution, conformity pressures, can be dominated by one or a few members, ambiguous responsibility Brainstorming an idea generation process that specifically encourages any and all alt while withholding any criticism of those alt - no criticism allowed A process in which group members freely suggest any creative solutions that come to mind Nominal group techniques 4 steps Restricting of discussion, independent - Better performing a group decision making method in which individual members met face to ace to pool their judgement in a systematic but independent fashion 1)before any discussion-ind. writes idea on problem 2)after silent period, each presents 1 idea to group, no discussion until all ideas presented & recorded 3)group discusses ideas for clarity & evaluates them 4)ea member silently rank orders ideas - with highest aggregate rank determines final decision Interactionist View of conflict -belief that conflict is not only a positive force in a group but also an absolute necessity of a a group to perform effectively -functional conflict-supports the goals of the group & improves its performance(devils advocate) -dysfunctional conflict-hinders group performance