Introduction This paper will look at the formation of a group to facilitate fundraising activities.

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.

Implementing norms in group settings can be extremely difficult. A Norm is a guideline or an expectation for behavior (Karten,2003). Since norms can constantly change, those in a team dynamic should decide when those norms have been violated. Many norms form and operate without team members being consciously aware of it. Team members naturally want to put their best foot forward and have their behavior reflect a positive image. Although many positive behaviors can happen naturally, a team can decide to intentionally set up a list of norms for every member to follow. In addition to the long-term benefits establishing guidelines offers, the act of setting norms itself can be a team-building activity which unites its members.

Whether groups are formed for social or task oriented purposes, the ability to produce and maintain a sense of affiliation, peer support and collaboration is important for overall group functioning. The cohesion of a social group is produced through the establishment of a set of group norms, which are later defined as a guide for conduct accepted within a group of individuals. However, in order for a group to perform and produce results, the team leader should guide his/her team through the proper stages of group development, which includes the following steps: forming, storming, norming, performing and adjourning. Although teams should follow all these stages of group development, the forming and the norming stages are the most important,

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

Every participant should be clear about expectations and intentions of the group and about what is expected from her/him.

One of the group norms that had already been established through cohesiveness was the group’s respect for each other. When a member is speaking, they let the member finish without being interrupted. This showed respect for each other’s opinions. Each time a member spoke, they were brief and to the point. In return, members of the group would agree, agree to disagree, and in some cases built on each other’s ideas. Weatherhead

The Performing stage was the last stage of Bruce Tuckman's four stages of group development until the 70's when Tuckman felt the importance to create an additional fifth stage to his model the "adjourning" which became the last stage. A group (shift) reaches the performing when all it members solves the conflict in the Norming stage therefore had establish the norms of the group and the members are operate as one. Thus, the group identity is finalized, in our experience it was a unique one.

Group members must build mutual respect for and trust and confidence in one another, so that “feel free to express opinions, test ideas, and ask for, or offer help when it is needed” (Smith, 1983).

A hard reality nonprofit fundraisers face is that their success ultimately relies on donations and personal choices. You can give them all the reasons for why cause is worthwhile, you can show them the great progress you’re making and you can ask for a generosity and compassion shown in money or reasonable gifts, but in the end you can’t make people say yes. This eposter aims to look at the evidence for why people do or don’t give charitable donations to others

The group norms focus on team members as individuals, communication between the team, interaction, organisation and function of the team, problem solving, finding solutions and decision making; these are just a few general considerations that a team could use to steer the team to effective development. The team would develop if they are to consider everyone as equal and each individual is committed to honouring the team norms, everyones opinions are considered when making decisions and individuals are meeting the agreed timescales as to when tasks are completed by; this gives the team opportunity to support one and other rather than just solely focusing on themselves, it adds to the teams ability to be respectful to each other and positively recognise or thank each other for their

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

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

They help to clarify what the groups are expected to achieve. This is done by relating rewards to the attainment of agreed targets and standards of performance and behaviours (focusing on the competences of the collaboration) and

4 3. Effectiveness and Ineffectiveness of factors 4 Task 2 4 1. Group norms and Effects on functions 4 a. Performance norms 4 b. Appearance norms 4 c. Social arrangement norms 5 d. Resource allocation norms 5 2. Goals of a group and effects of function 5 a. Strategic Goals. 5 b. Tactical Goals.

The group rewards such behaviour through acts of recognition, approval and inclusion. In groups which are happy to accept you, and where you are happy to conform, there is a mutuality of interest and a high level of win-win contact.