Characteristics Of Group Norms And Cohesiveness

When developing a group the norms of the group can ultimately determine the therapeutic outcome for the group (Yalom, 2005). Norms are formed by the leader’s behavior and the group’s expectations (Yalom, 2005). The norms are the standard social behavior for the group. This would include acceptable behavior and typical conduct of the group members.

This paper will address what social norms entail and what role they play within a society.

Norming – during this stage the trust and respect is developing amongst the members of the group, since it becomes clear that each member has a role and they are aware of what

Employees should always be motivated; this attracts talent, opens up new channels for innovation and creativity and brings in a sense of satisfaction among them which helps the growth and development of the organization.

The Wall Street Journal article speaks upon social norms and how they come about. In the beginning of the article Wang analyzes how behavior is developed by what people deem to be appropriate, desirable, and correct. She goes on to indicate that psychologists are examining how, “the often-unspoken rules of a group, shape not just our behavior but also our attitudes.” She signifies how norms contribute to a central human social purpose, assisting us on who is in the group or who is merely an outsider to the norm. Wang informs us that little is known about how attitudinal norms are initiated in groups. Surprisingly, researchers say that those who devise the trend or norm are usually isolated from the group, being apart of the group might restrict one’s potential. Wang enlightens the reader that group pressure is a forceful pressure over health behaviors, for example, drug use and alcohol use. There is also another side to adapting into these social norms. Wang argues that, “observation of others' behavior can also result in misperceptions of the norm, which in turn can cause the actual norm

In the five-stage process of group development it is in the norming stage that the group is able to control the behavior of its members. In this phase, the third phase, member start to feel as if though they belong and individual ties are made. Out of this comes a sense of direction for the group and they begin to create rules for moving forward.

Norms are the organized and shared ideas regarding what group members should do and feel, how this behavior should be regulated, and what sanctions should be applied when behavior does not coincide with social expectations. Process interventions will help the group understand its norms and whether they are helpful or dysfunctional.

Organisation Development is about ensuring the organisation has a committed ‘ft for the future’ workforce required to deliver strategic ambitions. It plays a vital role to ensure that the organisation culture, values and environment support and enhance organisation performance and adaptability. It also provides insight and leadership on development and execution of any capability; cultural and change activities.

A topic this week that stood out to me from week 5 readings was in Chapter 9, Foundations of Group Behavior. Chapter 9 is all about group. What I found interesting and new to read upon was about groupthink. I did not know that groupthink is related to norms. I found out that groupthink is considered to be related to norms because it describes situations in which “group pressures for conformity deter that group from critically appraising unusual, minority, or unpopular views” (Robbins, Organizational Behavior 16th). Groupthink is associated with faulty decisions due to mental/moral efficiency. This subject made it interesting to me because I have a degree in historical and political studies. I think back to the time I learned about the Vietnam

The human society contains certain cultural and social structures. Throughout the lecture, means of cultural norms and structures take the role within groups, or clusters of individuals. In this act, the development of group norms and conformity begins to cultivate. Professor Terry reveals that categorizing norms can also provide a way for students to understand or interpret a certain situation (Terry, 2017). This brings in the factor of conformity, which is viewed to social psychologist as placing impact on social value. This is not seen as one-sided; instead means of positive or negative attributes can occur (Terry, 2017). Conformity is a very common form of social influence. It is when members of a group begin to act or even deliberate

Norming: In this stage, a sense of group cohesion develops. Members accept the team and develop norms for resolving conflicts, making decisions and completing

The social norms and the in-group dynamic seem to go great together, since both seem to push peoples behaviors into what is acceptable. For example, in Cialdin the injunctive norm was manipulated in Study 4 with unwept and sweep litter and allows us to see how the importance of social approval. It is important to understand the in-group dynamic since it may be instill in our genes to seek social acceptance, since it help us see the behaviors of people. Hence, I believe that messages cannot encompass every one, but rather they should be localized, since every community varies on what is acceptable behavior. Now if we take what we know of the approval of disapproval of behaviors and add into the mix Schultz & Zelenzy (2003) reframing that

Employees need motivation in their day to day work basis. Those who are not motivated keep their performance to an acceptable level by expending only a small amount of their ability. Managers who know how to motivate their employees can achieve high ability levels and consequently high level of performance.

A group engages in certain processes that naturally occur when a set of individuals are working together. In the Orientation phase, the needs of group members are to be oriented to the task, that is, to define the task, specify issues, identify expectations, and explore the nature of the work. From this, members develop a common understanding of the group's purpose. In the Testing and Dependency phase, participants generally act as if they depend on the leader to provide all the structure. They look to the leader to set the ground rules, establish the agenda, to do all the "leading," while the group members acclimate themselves to the setting. Group members exhibit behavior to test what behavior is acceptable and what is not, and begin to establish boundaries, to consider themselves as individuals in relation to the group, and to define the function of the group and the leader. This phase generally concludes when there is general agreement that the goals are achievable and that change is possible--whether it be changing behavior, making a decision, or solving a problem. Organizing to get work done involves a number of group decisions. These include establishing work rules, determining limits, defining the reward system, setting the criteria for the task, dividing the work and assigning individual responsibility for particular tasks. As it relates to

Organizational development (OD) is an application or process of building a greater level of efficiency within the organization. OD develops the ongoing effort geared for long-term effects. OD works to help management and employees on a variety of levels. Organizational development is perhaps unequaled in its ability to meet any type of organization needs. However, the solutions developed from the role of OD may not be necessarily interchangeable with different organizations (Grant, 2010).