ob ch 9 Foundations of Group Behavior
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[{"term":"group is","def":"group is two or more individuals, interacting \nand interdependent, who have come together to achieve particular objectives. "},{"term":"A formal group is ","def":"A formal group is defined by the organization’s structure, with designated work assignments and established tasks"},{"term":" informal group","def":" informal group is neither \nformally structured nor organizationally determined. Informal groups in the \nwork environment meet the need for social contact."},{"term":"social identity theory","def":". Our tendency to personally invest in the \naccomplishments of a group is the territory of social identity theory."},{"term":"social identity theory","def":"social identity theory Perspective that \nconsiders when and why individuals consider \nthemselves members of groups."},{"term":"ingroup favoritism ","def":"ingroup favoritism Perspective in which \nwe see members of our ingroup as better than \nother people, and people not in our group as \nall the same"},{"term":"outgroup","def":"outgroup The inverse of an ingroup, which \ncan mean everyone outside the group, but \nmore usually an identified other group."},{"term":" social identity threat","def":". With social identity threat, individuals believe \nthey will be personally negatively evaluated due to their association with a deval\u0002ued group, and they may lose confidence and performance effectiveness."},{"term":"punctuated-equilibrium model","def":"punctuated-equilibrium model A set \nof phases that temporary groups go through \nthat involves transitions between inertia and \nactivity."},{"term":"Temporary groups with finite deadlines pass through a unique sequencing of \nactions (or inaction): ","def":"1) Their first meeting sets the group’s direction, (2) the \nfirst phase of group activity is one of inertia and thus slower progress, (3) a \ntransition takes place exactly when the group has used up half its allotted time, \n(4) this transition initiates major changes, (5) a second phase of inertia follows \nthe transition, and (6) the group’s last meeting is characterized by markedly accelerated activity."},{"term":"punctuated-equilibrium model Phase","def":"First Meeting, Phase 1, Transition, Phase 2, Completion"},{"term":"Some defining group \nproperties are","def":"Some defining group \nproperties are roles, norms, status, size, cohesiveness, and diversity."},{"term":"role","def":"role A set of expected behavior patterns \nattributed to someone occupying a given \nposition in a social unit"},{"term":"role perception","def":"An individual’s view of \nhow he or she is supposed to act in a given \nsituation."},{"term":"role expectations","def":"How others believe \na person should act in a given situation."},{"term":"psychological contract ","def":"An unwritten \nagreement that sets out what management \nexpects from an employee and vice versa."},{"term":"role conflict.","def":"When compliance with one role requirement may make it difficult to comply \nwith another, the result is role conflict. ( evaluator and mentor)"},{"term":" interrole conflict","def":"\nwhen the expectations of our different, separate groups are in opposition. (work–family conflict)"},{"term":"norms","def":"norms—acceptable standards of behavior shared \nby members that express what they ought and ought not to do under certain \ncircumstances."},{"term":"norms dictated","def":" the experience of emotions for \nthe individuals and for the groups—in other words, people grew to interpret \ntheir shared emotions in the same way."},{"term":"conformity ","def":"The adjustment of one’s \n behavior to align with the norms of the group"},{"term":"reference groups","def":" Important groups to \nwhich individuals belong or hope to belong \nand with whose norms individuals are likely \nto conform"},{"term":"Positive group norms may","def":"Positive group norms may well beget positive outcomes, but only if other \nfactors are present, too."},{"term":" the more satisfied people were with \ntheir groups","def":" the more closely they followed group norms"},{"term":"deviant workplace behavior","def":"Voluntary \nbehavior that violates significant organiza\u0002tional norms and, in so doing, threatens the \nwell-being of the organization or its members. \nAlso called antisocial behavior or workplace \nincivility"},{"term":"typology of deviant Workplace behavior","def":"Production, Property, Political, Personal aggression"},{"term":"What are the consequences of workplace deviance for groups? ","def":"As a result of these behaviors, \nthe group collectively starts to have negative moods. These negative moods then \nresult in poor coordination of effort and lower levels of group performance."},{"term":"status","def":" A socially defined position or rank \ngiven to groups or group members by others."},{"term":"status characteristics theory ","def":"\nA theory that states that differences in \nstatus characteristics create status hierarchies \nwithin groups."},{"term":"According to status characteristics theory, status \ntends to derive from one of three sources:","def":"1. The power a person wields over others.\n2. A person’s ability to contribute to a group’s goals.\n3. An individual’s personal characteristics."},{"term":" High-status individuals may be ","def":"1. more likely to deviate from norms\n2. They also eschew pressure from lower-ranking members of other groups.\n3. High-status people are \nalso better able to resist conformity pressures than their lower-status peers."},{"term":" In \ngeneral, bringing high-status members into a group may improve performance, \nbut only up to a point, ","def":"perhaps because these members may introduce counter\u0002productive norms."},{"term":"People tend to become ---- when \nthey seek to attain higher status in a group.","def":"more assertive"},{"term":"Lower\u0002status members tend to ","def":"participate less actively in group discussions"},{"term":" Adding some\nhigh-status individuals to a group of mid-status individuals may be advantageous ","def":"because group performance suffers when too many high-status people \nare in the mix."},{"term":"it is important for group members to believe the status \nhierarchy is equitable. ","def":"Perceived inequity creates disequilibrium, which \n inspires various types of corrective behaviors."},{"term":"social loafing ","def":"The tendency for \nindividuals to expend less effort when working \ncollectively than when working individually."},{"term":"What causes social loafing?","def":"1. It may be a belief that others in the group are not \ncarrying their fair share.\n2. Another explanation for social loafing is \nthe diffusion of responsibility."},{"term":"8 There \nare ways to prevent social loafing: ","def":" (1) set group goals, so the group has a \ncommon purpose to strive toward; (2) increase intergroup competition, \nwhich focuses on the shared group outcome; (3) engage in peer evaluations; \n(4) select members who have high motivation and prefer to work in groups; \nand (5) base group rewards in part on each member’s unique contributions."},{"term":"cohesiveness ","def":"The degree to which group \nmembers are attracted to each other and are \nmotivated to stay in the group"},{"term":"What can you do to encourage group cohesiveness?","def":" (1) Make the group smaller, (2) encourage agreement with group goals, (3) increase the time mem\u0002bers spend together, (4) increase the group’s status and the perceived difficulty \nof attaining membership, (5) stimulate competition with other groups, (6) give \nrewards to the group rather than to individual members, and (7) physically \nisolate the group."},{"term":"diversity","def":" The extent to which members of \na group are similar to, or different from, one \nanother."},{"term":"but the members from the diverse groups \nwere","def":" less satisfied with their groups, were less cohesive, and had more conflict"},{"term":"fault lines.","def":"The perceived divisions that \nsplit groups into two or more subgroups based \non individual differences such as sex, race, \nage, work experience, and education."},{"term":"strengths of Group decision Making","def":"1. Groups generate more complete information \nand knowledge. \n2. They offer increased diversity of views.\n3. groups lead to increased acceptance of a \nsolution."},{"term":"Weaknesses of Group decision Making ","def":"1. time-consuming because groups typically take more time to reach a solution.\n2. dominated by one or a few members.\n3. group decisions suffer from \nambiguous responsibility. \n4. There are conformity pressures. "},{"term":" groupthink","def":"A phenomenon in which the \nnorm for consensus overrides the realistic \n appraisal of alternative courses of action."},{"term":"groupshift ","def":"A change between a group’s \ndecision and an individual decision that a \nmember within the group would make; the \nshift can be toward either conservatism or \ngreater risk but it generally is toward a more \nextreme version of the group’s original position"},{"term":"Individuals who hold a \nposition different from that of the dominant majority are ","def":"under pressure to \nsuppress, withhold, or modify their true feelings and beliefs."},{"term":"What can managers do to minimize groupthink?","def":"- First, they can monitor group size\n- Managers should also encourage group leaders to \nplay an impartial role.\n- managers should appoint one group member to play the \nrole of devil’s advocate, overtly challenging the majority position and offering \ndivergent perspectives"},{"term":"The shift toward polarization has several explanations","def":"1. that discussion makes the members more comfortable with each other and thus more willing to express extreme versions of their original positions.\n2. the group diffuses responsibility\n3. they want to demonstrate how different they are from the \noutgroup."},{"term":"Group decision-Making techniques","def":"- interacting groups\n- brainstorming\nNominal Group technique"},{"term":"interacting groups","def":" Typical groups in \nwhich members interact with each other face \nto face.interacting groups often censor themselves and pressure individual members \ntoward conformity of opinion"},{"term":"brainstorming","def":"An idea-generation \n process that specifically encourages any and \nall alternatives while withholding any criticism \nof those alternatives"},{"term":"Nominal Group technique","def":"A group \ndecision-making method in which individual \nmembers meet face to face to pool their \njudgments in a systematic but independent \nfashion"}]