Chapter-1

GROUP DYNAMICS
 Concept of Group Dynamics
• The term group dynamics contains two terms :
Group and Dynamics. Group is basically a
collectivity of two or more persons. Dynamics
comes from Greek word meaning Force. Thus
group dynamics refers to the interaction of forces
between group members in a social situation
 Determinants of Group
Dynamics
▪ External Conditions of the group
▪ Group member resources
▪ Group structure- Composition,
size, roles
▪ Group Processes
 Concept of Group
A group consists of two or more persons who
are interacting with one another in such a
manner that each person influences and is
influenced by each others. Thus , a group is
aggregation of small number of persons who
work for common goals, develop a shared
attitude, and are aware that they are part of a
group and perceive themselves as such
 Types of Group
1.Primary and Secondary Group : PG characterised by
intimate , face to face association and cooperation. Eg:
Families, Friendship groups. Secondary group is more
formal .general and remote. The members of the secondary
group may not have any interest in the problems and
pleasures of others.
 2. Membership Group and and Reference group
A membership group is one to which an individual
really belongs while a reference group is one with
which the individual identifies or to which he would
like to belong
•3.Command and Task Group:
•A command group is composed of the subordinates who report
directly to a common superior. This type of group is determined by
organization chart.
•A task group is usually formed to solve a problem or perform an
activity that involves a number of organisational units.
Formal and Informal Groups
 Group Development
Groups generally pass through standardised
sequence of their evolution .This sequence is known
as five-stage model of group development also known
as team development

1. Forming : group members get introduced if they

have not interacted earlier.
2. Storming: Members starts interaction
3. Norming: Group members start settling
4. Performing: when group members interact among
themselves on the basis of norms that have emerged
in the group.
5.Adjourning: it is the end phase of group
development stages.
Theories of Group Formation

1. Propinquity theory: Propinquity means nearness.

Because of spatial or geographical proximity individual
affiliate to each other.

2. Homans interaction theory: It is based on activities.,

interactions and sentiments. all these elements are directly
related to another

3.Balance Theory : This theory suggests that similarity of

attitude towards relevant objects and goals as the basis for
group formation.

4. Exchange theory: It says that an individual will join in a

group on the basis of outcome and reward.
 ROLES
A role is the pattern of behaviours expected
of a person occupying a particular position in
a social unit. Since one person occupying
several positions at the same time. In every
such form of position, behaviours expected
from him may be different.
 Group Norms
Group members tend to form norms and
conform these norms. Norms are rules of
behaviour or proper ways of action which are
accepted as legitimate by group members.
 Status
Status is the relative ranking that a person
holds in a group., organisation, or society. A
status is a position that has been determined
as being important in the relationships of the
group.
Status and Group Norms

Status has significant effect on the power of

group norms and pressure to conform .High
status members of groups often are given
more power to deviate from norms than other
group members.
Group Decision Making
Group decision making permits the persons simultaneously
to interact and to arrive at a decision.

1. There at least two decision makers acting jointly in the

issue under decision making.

2. There is active interaction among group members.

3. All the members are jointly responsible for the decision

made by the group.

4. All the members may agree with one decision or decision

of majority will be consider as final.
 TEAM
Concept of Team : A team is a small number of people
with complementary skills who are committed to a common
purpose , performance goals and approach for which they
hold themselves mutually accountable.

Group means assemblage of people of people or objects

gathered together where as team usually refers to persons
or animals to work together.
 Power and political behavior
Power is the ability to influence people and
events. Power is the probability that one actor
within the relationship will be in a position to
carry out his own will despite resistance .
Bases of Power

1.positional Power (formal power)

- Legitimate power(commonly held values allowing one person to have
power over another person for eg age has certain power)
- Reward power( power is based on one's control and allocation of material
and resource and rewards , eg salaries wages)
- Coercive power (rests upon the application or the threat of application of
physical sanctions dismissal, suspension etc)
- Information power (who have adequate information they can make
others us dependants to them)

2. Personal Power (informal and resides with in a person)

- Expert power (expert of a one person , experience, special skill etc)
- Referent power (we are imitating some person who have some power)
- Charismatic power (a quality of individual that make him unique eg . Mahathma
Gandhi )
 CONFLICTS
Concept Conflict :
The term conflict may mean different things to different
persons , it may be regarded as the disagreement or
hostility between individuals or groups in an
organisation.

Conflict is a serious disagreement and argument

between two or more parties about something
important

It is a clash , difference, disagreement, or lack of

harmony
 Types of Conflict

1. Individual level conflict(Intra personal conflict) : Because

of Unacceptability , incomparability and uncertainty it is arising.
- Goal conflict : when two or more goals block each other
* Approach-Approach Conflict : equally attractive mutually
exclusive goals
* Approach -Avoidance Conflict : when single goals have both
positive and negative characteristics.
* Avoidance – Avoidance Conflict : Choosing between two un
attractive goals

- Role Conflict : when two or more roles played by an individual

conflicts

* Inter role conflict : Multiple and divergent roles

simultaneously
Inter role conflict (Cont..)
* Role ambiguity : Expectations associated with roles are
unclear
* Role conflict : Role expectations are understood but due
to some reason one person cant respond to another.
* Role overload : when too many roles expectations are
communicated

2. Interpersonal Conflict (Conflict between co-workers , team

mates etc)
- Personal differences
- Information deficiency.

3. Group level Conflict

- Intra group conflict (known as interdepartmental conflict. It arises between members of a
group or between two or more subgroups with in a group)
- Inter group conflict : conflicts between two or more groups.
 STAGES IN CONFLICT

1. Latent Conflict : Factors or situations that can

cause conflicts between individual and groups begin
to appear
2. Perceived conflict : in this stage people aware that
there is a conflict exists. It is the result of
misunderstanding between parties each other's
position
3. Felt conflict : People become emotionally involved
in a conflict
4. Manifest conflict ; there is a recognition of conflict
and they are expressed in open manner, it is open
conflict. Indicators are aggressive behaviour , verbal
and physical violence
5. Conflict aftermath : attempts are made to resolve
conflicts. If conflict is suppressed without resolving
the conflict may explode soon
 Conflict Resolution

A. Domination : Exercising control over parties

involved in conflict
B. Third party negotiations : Used when direct
negotiations failed.
- Arbitration – arbitrator is the one who have the right
to dictate an agreement
- Mediator – cannot dictate an agreement , he is just a
facilitator and assist parties to find solutions.
- Conciliator – He is a third party who provides an
informal communication link between negotiator and
opponent.
3.Confrontation : when probable impact of conflict
on organisation is not serious and the parties
involved are not ready to compromise , manager
ask the parties to settle the issue in their own way.

4. Mutual problem solving : Problem solved by

mutual consensus and compromise.