ALL INDIA INSTITUTE OF MEDICAL SCIENCES, JODHPUR

COLLEGE OF NURSING

SUBJECT: NURSING MANAGEMENT

TOPIC: Group Dynamics

SUBMITTED TO: SUBMITTED BY:

Dr.Mukesh Chandra Sharma Darade Priyanka
Associate Professor M.Sc. Nsg 2nd year
CON CON
AIIMS, Jodhpur AIIMS, Jodhpur

Date of submission: 19/11/2023

Date of presentation :1/12/2023

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 INDEX

Sr.No. CONTENT Page No.

1. Introduction

2. Definition of Group Dynamics

and purpose.
3. Classification of groups and needs of group .

4. Elements of Group behaviour principle of group.

5. Types of Group Dynamics.

6. Theories of Group Formation

7. Group dynamics advantage and disadvantages.

8. Group dynamics in nursing management

9. Multiple choice question

10. Conclusion

11. Summary

12. References

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INTRODUCTION
In this presentation, I will talk about what group dynamics is, what are the different types of
groups, and what are the benefits of group dynamics for individuals, groups, and
organizations.
Group dynamics is the study of how people interact and behave in groups, and how groups
affect individual members, other groups, and the organization. Group dynamics can help us
understand our team and improve its performance, problem-solving, and innovation. Group
dynamics also involves the formation and development of groups, the challenges they face,
and the roles they play.
There are different types of groups, such as formal and informal groups, task and social
groups, and primary and secondary groups. Each type of group has its own characteristics,
functions, and goals. The type of group also influences the group dynamics and the outcomes
of the group.
Group dynamics can have many benefits for individuals, groups, and organizations. For
individuals, group dynamics can provide a sense of belonging, support, and identity. For
groups, group dynamics can enhance cohesion, cooperation, and creativity. For organizations,
group dynamics can improve productivity, quality, and customer satisfaction.
Definition
Group dynamics deals with the attitudes and behavioral patterns of a group. It can be used as a
means for problem-solving, teamwork, and to become more innovative and productive as an
organization. The concept of group dynamics will also provide you with the strengths, success
factors and measures along with other professional tools.

Meaning and Definitions of Group Dynamics

The term ‘group dynamics’ means the study of forces within a group. Since human beings
have an innate desire for belonging to a group, group dynamism is bound to occur. In an
organization or in a society, we can see groups, small or large, working for the well-being.
The social process by which people interact with one another in small groups can be called
group dynamism. A group has certain common objectives & goals. Because of which
members are bound together with certain values and culture.

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Importance of Group Dynamism
Firstly, a group can influence the way the members think. The members are always
influenced by the interactions of other members in the group. A group with a good leader
performs better as compared to a group with a weak leader.
The group can give the effect of synergy, that is, if the group consists of positive thinkers
then its output is more than double every time.
Group dynamism can furthermore give job satisfaction to the members.
The group can also infuse the team spirit among the members.
Even the attitude, insights & ideas of members depend on group dynamism. For example,
negative thinkers convert to positive thinkers with the help of the facilitator.
Also, if the group works as a cohesive group, the cooperation and convergence can result in
maximization of productivity
Furthermore, group dynamism can reduce labor unrest. Lastly, it reduces labor turnover due
to emotional attachment among the group members.
Elementes of group dynamics
1)Group Cohesiveness
2)Group norm
Group Cohesiveness
In business parlance group cohesiveness means the extent to which members of the group
stick together and their commitment to each other. It is the affinity which the members share
among each other which binds the group as a single unit. It signifies the extent of sincerity
and interest of the members to remain in the group.
Group Cohesiveness

Group cohesiveness is visible if the aims of the group and its members coincide. If there is a
good attachment between members and similarity of goals then it forms an intact organization.If
the liking between members is not that good the cohesiveness of the group gets weakened.
Individual goals are different from group goals lessens the bond between members. If an
individual puts his career and desires in the forefront and joins the group for his own selfish
interest, it will negatively impact the group.Groups as a comprehensive element with skillful
working provide a conducive atmosphere to enhance ones interactive skills and abilities.

1) Like-Mindedness
A group should consist of like-minded individuals with similar tastes to a certain extent. Then
only the group can achieve common goals.

The group selects individual members on the basis of some familiarizes with the group likings.
People with different thought processes than the group’s motives are generally rejected.

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A common goal for the group is identified and it is understood that members will work for the
group’s interest inclusive of their own interest.

2) Dialogue
Logical communication between the group and the members is most essential. Thoughts should
be verbally explained to reach a final conclusion.Any kind of misinterpretation of words
between members and the groups will lead to all sorts of trouble.

The member’s mindset should be properly put across the table to avoid any miscommunication.
This will also help in forging and strengthening the bond among the members and the group.

3) Background
Previous experiences of other groups and exposure to a different set of ideas are also very
important. Different experiences bring different perspectives which help in enhancing the
performance of the group.

New thoughts and views from varied sources give birth to newer ideas and create more
awareness and productivity within the group. People from different backgrounds have fresh
ideas from their previous experiences which helps in the growth of the group and in turn help in
the group cohesiveness.

4) Confidence
Reliability and trust is an important element in group cohesiveness. The individuals in a group
need to trust the team and its decisions to bring about a positive change.Trust connects the group
and the members so that decisions can be taken in unanimity.

5) Goals and Ambitions

Having an objective and a common goal sets the foundation for a positive outcome.
Most groups have a common aim in which they strive to deliver by their activities and social
services. These positive aims help them in attaining goodwill in the market which furthers their
future enhancements.

Advantages of Group Cohesiveness

The benefits of group cohesiveness pierce the cloud surrounding it by its attitude. But the
benefits outshine all the negativeness encircling it. It is like a rainbow with varied colors.

1. Enhancement of Communicative Skills

As the whole team works in unity under the team leader there is a general diversion in their
communication levels which gets enhanced. The interactive sessions bring a positive change in
all areas of their lives and build self-confidence.

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2. Improves Coordination
If the aims and liking of group members are alike then group cohesiveness helps in delivering
better results and productivity. It includes better cooperation between members and team
members.

3. Inspirational source
Different members have distinct ideas which act as a motivational force. This also gives them
the confidence to put their ideas forward and helps in the improvement of the overall team
effort.

4. Saves effort and time

An individual doing work alone will have to put in more time and effort than allotted to a group.
The outcome is also much more and fruitful and in less time.

Disadvantages of Group Cohesiveness

If also the negative side is known, a group can benefit from this case study. The content
available on the course material will clear conceptions if disadvantages are also known.

1. Lesser outcome
The teams have their own thoughts from similar fields which brings the creativity down. The
end result is not very satisfactory in terms of innovation.

2. Lofty goals
Unrealistic goals and ambitions crush the identity of the group cohesiveness and the outcomes
are not up to the mark. There is a greater rate of failure.

Finally, to conclude all the features, pros and cons of group cohesiveness can be studied from
the above content and taken into account.

Solved Questions on Group Cohesiveness

What are the advantages and disadvantages of Group Cohesiveness?

Advantages of Group Cohesiveness –

1. Enhancement of Communicative Skills

2. Improves Coordination

3. Inspirational source

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 4. Saves effort and time
Disadvantages of Group Cohesiveness –
1. Lesser Outcome
2. Lofty Goal
3.
Classification of Group Dynamics
With the advancement of societies, several social groups emerged over the course of time. Since
every such group has its own ideologies and attitudes, each one functions differently. Individual
members with differing thought processes exert even more influence in their functioning. This is
why we need to study the classification of groups to understand how they operate.

1 Classification of Groups
1) Primary v. Secondary Groups
2) Membership v. Reference Groups
3) Command v. Task Groups
4) Interest v. Friendship Groups
5) Psychological v. Social Groups
6) Formal v. Informal Groups
2 Informal Groups according to Mayo and Lombard
3 Informal Groups according to Sayles
4 Informal Groups according to Dalton
Classification of Groups

We can classify groups into the following general categories:

1) Primary v. Secondary Groups

Primary groups are those which are generally small in size and emerge due to feelings of
intimacy or friendship. For example, family groups, groups of friends in offices, etc.

On the other hand, secondary groups are much larger and are based on the mutual beliefs of
members. The members of these groups might not interact with each other personally. For

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example, associations of people belonging to a profession, like doctors or lawyers, are secondary
groups.

2) Membership v. Reference Groups

Membership groups are those to which people belong, while reference groups are those to which
they wish to belong.

3) Command v. Task Groups

Command groups involve a hierarchical structure wherein a member with a superior rank
oversees other members. For example, the manager of a shop and his subordinate sales staff will
become a command group.

In a task group, members perform the same functions but they do not share a hierarchical
command structure. For example, all the sales staff members together subordinate to the
manager of the shop.

4) Interest v. Friendship Groups

An interest group always involves members sharing common and mutual goals. For example, a
firm of partners will be an interest group. A friendship group, however, need not have common
interests but members share mutual attributes. For example, they may belong to the same place
or support the same sports team.

5) Psychological v. Social Groups

In a psychological group, two or more members interdependent on each other together influence
other members as well. For example, parents in a family might dictate how all family members
will behave.

A social group comprises of interrelated psychological groups that have the same objectives. For
example, members of regional offices of a company along with those at its headquarters.

6) Formal v. Informal Groups

Formal groups are those which emerge out of a formal authority that has specific objectives. For
example, a trade union will be a formal group. The members of formal groups behave according
to their mutual goals.

Informal groups emerge not from formal authorities but rather from personal or social
interactions. The members of these groups might or might not have specific common goals.
These groups generally emerge from feelings of friendship or camaraderie.

Various management theorists and thinkers have further studied informal groups into more sub-
categories. The following are some such classifications.

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Informal Groups according to Mayo and Lombard

a) Natural Groups: These groups generally do not require internal structures.

b) Family groups: These groups always involve a few members who influence the functioning
of other members.

c) Organized groups: These groups involve the leadership of a few members. Furthermore,
these few members use their intelligence and skills to maintain group integrity and unity.

Informal Groups according to Sayles

a) Apathetic groups: These groups basically have informal attitudes towards the larger
informal groups. They often have a lack of unity and members indulge in conflicts frequently.

b) Erratic groups: The most important feature of these groups is that they keep fluctuating
between cooperation and antagonism. This is because of distrust, lack of a clear unity,
breakdown of communication, etc.

c) Strategic groups: These groups generally have consistent pressures, group unity and
unanimity of purpose.

d) Conservative groups: Unlike strategic groups, these groups have moderate unity and
pressures but they still achieve results.

Informal Groups according to Dalton

Dalton generally studied the classification of groups in terms of hierarchies usually in

workplaces. He classified informal groups as follows:

a) Horizontal groups: Members generally perform more or less the same work and have the
same rank.

b) Vertical groups: Unlike horizontal groups, members of vertical groups work at different
levels in a particular department.

c) Mixed groups: Members of different ranks and departments work together in these groups.

Group Dynamics and Group Decision Making

Group decision making requires a lot of knowledge and skills. Therefore, before heading into
the concept of group decision making, it is important to brush up on some fundamentals.

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4 Group Decision Making
4.1 The Delphi Method
4.2 Bain’s RAPID Framework
4.3 Hartnett’s CODM Model
4.4 Multi-Voting Method
5 Solved Example on Group Decision Making.
Introducing Group Dynamics (Properties)
In order to ensure effective group decision making, it is important to analyze and agree with the
group dynamics. The various essential group properties (also known as group dynamics) are as
follows:

Roles – roles refer to a set of expected behaviour patterns that attribute to someone occupying a
given position in a specific social unit. Also, role identity refers to certain attitudes and
behaviours which are consistent with the role. However, role conflict refers to a situation in
which an individual is confronted by divergent role expectations.
Norms – norms refer to acceptable standards of behaviour within a group that the group
members share. In addition, some of the most important classes of norms are performance
norms, appearance norms, social arrangement norms and allocation of resources norms.
Status – status includes a social rank or a position definition that others give to group members
or a group as a whole. Moreover, these are usually people who are external to the group.
Size – group size affects behaviour with respect to speed, individual performance, problem-
solving and diverse input. Also, the size of the group determines the overall group performance.
Cohesiveness – cohesiveness refers to the degree to which group members willingly want to be
a part of the group. It also includes the degree of motivation that they receive to stay in the
group.
Work groups refer to those groups that interact primarily to share information and to make
decisions. These decisions focus on helping each group member perform within his or her area
of responsibility. Moreover, there is no requirement for any joint efforts.
Work teams generate positive synergy through the effective process of effort coordination.
Finally, the individual efforts result in a performance that is much greater than the sum of all the
individual inputs put together.
What is Group Thinking?
In order to ensure effective group decision making, group thinking is an important knack and art
to master. Group thinking is applicable to those situations where a group’s pressure for
conformity deters the group from critically appraising the following:
Group Decision Making
Some of the best group decision-making methods are as follows:
The Delphi Method

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The basic idea behind the Delphi Method is to provide a platform for everyone. With the help of
this platform, they can share their honest opinions without fearing consequences. Moreover, the
Delphi method is a system that respects anonymity. Throughout the process, participants offer
their opinions and ideas on an anonymous basis.

Bain’s RAPID Framework

Bain’s Framework states that RAPID is an acronym for five major roles of the group decision-
making the process. Those aspects/roles are as follows –

R – Recommend a problem
A – Agree with the problem-solving method
P – Perform the solving method
I – Input the effectiveness
D – Decide on the acceptance
Hartnett’s CODM Model
CODM stands for ‘consensus-oriented decision-making’. The key focus is to bring your group
to a consensus before confirming on a decision. The seven steps of the CODM model are as
follows:

Framing the problem

Having an open discussion
Identifying Underlying Concerns
Developing Proposals
Choosing a direction
Developing a preferred solution
Closing
Multi-Voting Method
In the multi-voting method, the first thing you need to do is developing a list of ideas. These
ideas are the subject of your vote. Then, ask the team to collaborate on a list. At first, you can
put any idea that is presented onto the list, but you will want to slightly narrow down and ‘clean
up’ that list before it goes to the vote. Before taking the vote, you will want to decide on exactly
how many votes each individual is going to be given.

Q. How are work groups different than work teams?

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Answer: The core purpose of the workgroup is to collect and share the necessary crucial
information. However, the main purpose of the work team is to ensure collective performance
towards achieving their team goals.
Important Principle of Group Dynamics
Important principles of group dynamics can be quite repetitive in nature if the establishment of a
solid differentiation does not exist. However, here is an in-depth analysis of the important
principles of group dynamics.
2 Important Principles of Group Dynamics
2.1 The Principle of Belongingness
2.2 The Principle of Perception
2.3 The Principle of Conformity
2.4 The Principle of Change
2.5 The Principle of Readjustment
2.6 The Principle of Common Motives
2.7 The Goal Orientation
2.8 The Principle of Power
2.9 The Continuous Process Principle

The Principle of Belongingness

An essential group dynamic is for the group members to have a strong sense of togetherness.
Moreover, a group will not be able to function to its fullest without the coordination and
belongingness that the members feel. It is very important for the group members to feel like
they belong to the right group.
Moreover, this feeling of belongingness is what drives the group to perform their best, in turn
boosting the group morale. Therefore, the principle of belongingness is a rather important
principle of group dynamics
The Principle of Perception
This principle focuses on the prestige of group members and how the group members perceive
this prestige. It is very similar to the principle of status. However, this principle of group
dynamic states that the greater the prestige, the greater is the influence.
In addition, the principle of perception throws light on the importance of group perception.
Moreover, this ensures coordination, a common direction and the successful completion of the
objectives.
The Principle of Conformity
This principle of conformity states the importance of the group members to conform to the
general group norms. However, this principle is one of the most essential rules which is the most
difficult to achieve

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The Principle of Change
The principle of change is one such important principles of group dynamics that state the
significance of the change. Every decision in a group is bound to change at a specific point in
time.
A well-balanced and coordinated group would not suffer from this change. Moreover, this group
dynamic principle stresses the importance of handling a change well.
The Principle of Readjustment
This principle is a result of the principle of change. Due to changes made in a group, the group
norms, the group objectives or the group member delegation, readjustment of the entire group
dynamics is crucial.
Therefore, this principle of readjustment emphasizes on the essentiality of readjusting the group
dynamics after implementing a change. The readjustment should be in sync with the
achievement of the group goal.
The Principle of Common Motives
The main purpose behind the creation of groups is to aid the process of goal achievement. The
group members have a common motive which involves the successful attainment of the pre-
determined goal. To know more about the various aspects of group decision making, click here.
The Goal Orientation
Every group is created with the aim to achieve the goal with the help of their common motive.
The primary principle of the group is that they are goal oriented and focus all their activities
towards the successful completion of the task.
The Principle of Power
Being a part of a group can let a group member believe that they have powers vested in them.
One of the more critical principles of group dynamics is the existence of power among the group
members.
The Continuous Process Principle
Last but not least, group functioning is a continuous process. This principle states that every
group so formed and every member who is a part of such a group is responsible for the
continuous functioning of the same group.
Groups adjourn only upon the completion of the task or the achievement of the goal. Until then,
the principle of the continuous process is widely applied to group dynamics..
Stages of Group Formation
Stages of group formation can be a rather exciting and effective process. Before heading into the
intricacies of group formation, it is important to learn about the basic group dynamics. These
group dynamics provide a strong base for a clear understanding of the different stages in the
process of group formation.

Stages of Group Formation

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Stages of group formation can be a rather exciting and effective process. Before heading into the
intricacies of group formation, it is important to learn about the basic group dynamics. These
group dynamics provide a strong base for a clear understanding of the different stages in the
process of group formation.

A group refers to two or more individuals who have come together with a common objective.
The members of a group interact and are interdependent on each other with the view of
achieving a particular objective. Groups are of 2 broad categories: formal group and informal
group.
An organizational structure defines the formal groups with establishing a set of tasks and jobs.
The main purpose of forming formal groups is to help the organization achieve certain
objectives. Examples of formal groups are departmental teams, project groups who work as a
group until the completion of the project, etc.
Informal groups are those groups that do not get their definition and formation by an
organization. Informal groups are neither formal structures or have an organizational
determination.
They are simply a group of people who have come together in an informal manner to achieve a
particular goal. Examples of informal groups are family and related groups, friend groups, social
peer groups, etc.
Why do people join groups?
People join groups and want to be a part of a group for one or more of the following reasons:
To receive a sense of social security and safety.
Being excluded from a group or not being a part of a group can pull down one’s status.
Therefore, one of the reasons is to satisfy the status demands.
To have self-esteem is crucial for everyone in every part of the social strata.
Affiliation to the idea of having a system to provide you with moral support and help you
achieve goals.
Being a part of a group often gives you a subtle sense of power.
Last but not least, a group can help in the process of successful goal achievement.
Group needs
Group can provide with and without the conscious knowledge of its member a means fulfilling
many of the needs of individuals
1. Affiliative needs
2.Egosisitc need
3. Instrument needs

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4.Cognative need
1. Affiliative needs-fulfilled by friendship
2.Egosisitc need-by self-esteem
3. Instrument needs or simple functional need-help in daily routine and work activity.
4.Cognative need-these are the need s which provide meaning for an individuals in his own
personal or task situation
The 5 Stages of Group Formation
Tuckman was responsible for coining the 5 main stages in the process of group discussion. They
are also known as Tuckman’s 5 stages of group development. Moreover, these stages of group
formation are meant to be followed in the exact sequence as they are below:
Forming
This is a beginning stage and lasts only a few days (or weeks). Members begin by planning their
work and their new roles. Moreover, the emotions here are positive. The groups should begin by
learning about team processes in preparation for the rough times ahead.
However, it is crucial for them to learn the aspects of conflict resolution, communication, group
decision-making and time management.
Storming
There exists a considerable amount of fights and arguments in this stage. People begin to feel the
stress of frustration, resentment, and anger. Moreover, as the problem festers, the job remains
undone.
Managers also experience frustration and are worried about the situation, thereby, are tempted to
intervene. Members experience a drastic emotional roller coaster from elation to depression.
Moreover, the situation seems bleak. Usually, the storming period may last 1-2 months. Also,
without effective training and support, the team may experience retarded growth.
Conflicts are usually frowned upon. However, they are the definition of normal, natural, and
even necessary events in an organization. It is critical for the group to handle it well because
they are great in helping to build skill and confidence for the next stage.
Norming
In the norming stage, the group works through individual and social issues. The group
establishes its own norms of behaviour and begin to trust each other. Moreover, as the group
develops interpersonal skills, it becomes all the more skilled.
Members begin the art and knack of problem-solving. They also cross-train and learn new and
adequate job skills. This stage usually lasts for 4-12 months.
Performing
In this stage, the group is ready to begin performing its respective task and assigned jobs. In this
stage, the group has become well acquainted with one another and has clarity with regard to
what needs to and has to be done. The performing stage begins when the group is comfortable to
work and ends when the job is completed.

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Adjourning
Post the performing stage, the group is adjourned. The adjourning stage ends the process of
group formation. Because the group is adjourned once the task that is assigned to the group is
completed.
Stages of Group Development
The following are the five stages of group development
1. Forming
2. Storming
3. Norming
4. Performing
5. Adjourning

 Little Agreement
Forming  Unclear Purpose
 Guidance & Direction

 Conflict
Storming  Increased clarity of Purpose
 Power Struggles

 Agreement & Consensus

Norming  Clear Roles and Responsibility
 Facilitation

 Clear Vision and Purpose

Performing  Focus on Goal Achievement
 Delegation

 Task Completion
Adjourning  Good feeling about
Achievement

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  Recognition

Questions on Group Dynamics

Ques 01. Understanding how team decisions are made falls into which stage of development?
1. Forming
2. Storming
3. Norming
4. Performing
Ans. Storming

Theories of Group Formation

1. Propinquity Theory
2. Homans Interaction Theory
3. Balance Theory
4. Exchange Theory -Jayant Isaac,Asso.Profesor –Mkt.,Sys.,& HRM

1. Propinquity Theory The term Propinquity means nearness.

• This theory states that an individual affiliate with one another because of spatial or
geographical proximity.
• In organizational context ,individuals working together tend to form a group with others
more easily as compared to with individuals working relatively at a distance place.
• Here in this theory nearness is only a facilitating factor for group formation and not the
reason for it. Jayant Isaac,Asso.Profesor –Mkt.,Sys.,& HRM

2. Homans Interaction Theory

This theory is based on the activities, interactions and sentiments
. • All these elements are directly related to one another.
• Acc. To this theory “the more activities persons share, the more numerous will be
their interaction and the stronger will be their shared activities and sentiments.
• This theory helps to understand the basic idea behind the group formation.

3. BALANCE THEORY
Provided by Newcomb, suggested similarity of attitudes towards relevant objects and
goals as the basics for group formation.
• Persons are attracted to one another on the basic of similar attitudes towards
commonly relevant objects and goals .
• Once a relationship is formed, it strives to maintain a symmetrical balance between
the attraction and common attitudes. Jayant Isaac,Asso.Profesor –Mkt.,Sys.,& HRM

4. BALANCE THEORY OF GROUP FORMATION SIMILAR ATTITUDES (TOWARDS

AUTHORITY,WORK,LIFE STYLES,POLITICS,RELIGIONS ETC

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 Jayant Isaac,Asso.Profesor –Mkt.,Sys.,& HRM

5. EXCHANGE THEORY
In this theory the people involve in social exchange on the basis of perceived reward-
cost relationship in a particular relationship.
• This theory suggest that an individual will join(or will not join) on the basis of the
outcomes of reward and cost.
• If the reward is equal to or more than cost, the individual will join the group, in
reverse case ,(s)he will not join the group.
Jayant Isaac,Asso.Profesor –Mkt.,Sys.,& HRM

Nurses play a vital role in group dynamics

Nurses play a vital role in group dynamics, as they are often involved in multidisciplinary teams
that provide care for patients, collaborate with other professionals, and manage outcomes.
Group dynamics is the study of how people interact and behave in groups, and how groups
affect individual members, other groups, and the organization.so group dynamics in nursing
management .
.
Some of the aspects of group dynamics that nurses need to be aware of are:
 The formation and development of groups, and the stages they go through, such as
forming, storming, norming, performing and adjourning.
 The roles and responsibilities of each group member, and how to delegate and supervise
tasks effectively.
 The communication and collaboration skills that are essential for building trust, respect,
and rapport among group members.
 The challenges and barriers that groups may face, such as conflict, diversity, power, and
ethical issues.

Research article
The effect of group-dynamics, collaboration and tutor style on the perception of
profession-based stereotypes: a quasi-experimental pre- post-design on interdisciplinary
tutorial groups

Introduction.

Group processes in inter-professional Problem-Based Learning (iPBL) groups have not yet
been studied in the health-care educational context. In this paper we present findings on how
group-dynamics, collaboration, and tutor style influence the perception of profession-based
stereotypes of students collaborating in iPBL groups. Health-care students are trained in iPBL
groups to increase their ability to collaborate with other healthcare professionals. Previous
research focusing iPBL in healthcare implies that more systematic studies are desired,
especially concerning the interaction between group processes and internalized professional
stereotypes. The aim of this study is to investigate whether changes in group processes,
collaboration, and tutor style, influence the perception of profession-based stereotypes of
physician- and nursing-students.

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Methods
The study is a quasi-experimental pre- post-design. The participants included 30 students
from five different healthcare professions, mainly medicine and nursing. Other professions
were physiotherapy, occupational therapy and speech therapy. The students were divided into
four iPBL groups, each consisting of six to nine students and a tutor. Data were collected
through systematic observation using four video-recorded tutorials. SPGR (Systematizing the
Person Group Relation), a computer-supported method for direct and structured observation
of behavior, was used to collect and analyze the data.
Results
Traditional stereotypical profession-based behaviors were identified in the first
observed group meeting. Although the groups followed different paths of
development, the group-dynamics changed in all groups over the 6 weeks of
collaboration. Two of the groups became more cohesive, one became more
fragmented and one became more polarized. Stereotypical behaviors became less
frequent in all groups. Our findings indicate that tutor behavior has a strong influence
on the development of the group’s dynamics..
Conclusions
Our findings strongly suggest iPBL is a means of reducing stereotypical behaviors, and may
positively increase members’ ability to engage in inter-professional collaboration. Although
the pattern of dynamics took different forms in different groups, we argue that iPBL forces
students to see the colleague behind his or her profession, thus breaking professional
boundaries. The tutor style significantly influenced the iPBL groups’ development. This
study contributes to our field by emphasizing the effect of group-processes in increasing
mutual understanding across professions.
CONCLUSION

In conclusion, group dynamics is the study of how people interact and behave in groups, and
how groups affect individual members, other groups, and the organization. Group dynamics
can help us understand our team and improve its performance, problem-solving, and
innovation. Group dynamics also involves the formation and development of groups, the
challenges they face, and the roles they play.
SUMMARY
Today, we discussed about group dynamics, purpose, elements, needs ,principle. types,
stages
Theory of group formation and nurse’s role in group dynamics.

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