THE GROUP

1
Chapter 9: Foundations
of Group Behavior

Instructor: Mashhour Alamri. Ph.D.

 Learning Objectives

In this chapter, we’ll learn about:

 Introduce you to basic group concepts

 provide you with a foundation for understanding
how groups work
 show you how to create effective teams

3
Defining and Classifying Groups

Group
Two or more individuals, interacting and interdependent,
Who have come together to achieve particular objectives.

Formal group
A designated work group defined by an organization’s
structure, with designated work assignments
establishing tasks.

Informal group
A group that is neither formally structured nor
organizationally determined; such a group appears in
response to the need for social contact.

4
When Do People Develop A Social
Identity?

Several characteristics make a social identity important

to a person:
 Similarity.
 Distinctiveness.
 Status.
 Uncertainty reduction.

5
Stages of Group Development

The Five-Stage Model

6
 STAGES OF TEMPORARY GROUP
An Alternative Model for Temporary Groups
with DeadlinesDEVELOPMENT

Punctuated-equilibrium model
A set of phases that temporary
groups go through that involves
transitions between inertia and
activity.

7
 Group Properties

 Group Property 1: Roles

 Group Property 2: Norms

 Group Property 3: Status

 Group Property 4: Size

 Group Property 5: Cohesiveness

 Group Property 6: Diversity

8
 Role

Role: A set of expected behavior patterns attributed to

someone occupying a given position in a social unit.

Role Perception An individual’s view of how he or she is

supposed to act in a given situation.

Role Expectations How others believe a person should act in

a given situation.

Psychological Contract An unwritten agreement that sets out

what management expects from an employee and vice versa.

Role Conflict A situation in which an individual is confronted

by divergent role expectations.

9
 Norms

Norms—Acceptable standards of behavior shared by their

members that express what they ought and ought not
To do under certain circumstances.

 When agreed to and accepted by the group, norms

influence members’ behavior with a minimum of external
controls.

 Different groups, communities, and societies have

different norms, but they all have them.

 The most common is a performance norm, providing

explicit cues about how hard members should work, what
the level of output should be, how to get the job done,
what level of tardiness is appropriate, and the like.

10
 Status

Status—A socially defined position or rank given to

groups or group members by others—permeates
every society.

Status is a significant motivator and has major

behavioral consequences when individuals perceive
a disparity between what they believe their status is
and what others perceive it to be.

11
 Size

 The size of a group affect the group’s overall behavior

 The effect depends on what dependent variables we

look at.
 Smaller groups are faster at completing tasks than
larger ones, and individuals perform better in smaller
groups.
 In problem solving, large groups consistently get better
marks than their smaller counterparts.
 Social loafing the tendency for individuals to expend
less effort when working collectively than when
working individually.

12
 Cohesiveness

Cohesiveness —the degree to which members are attracted

to each other and motivated to stay in the group.

13
 Cohesiveness

What can you do to encourage group cohesiveness?

 Make the group smaller,

 Encourage agreement with group goals,
 Increase the time members spend together,
 Increase the group’s status and the perceived
difficulty of attaining membership,
 Stimulate competition with other groups
 Give rewards to the group rather than to
individual members,
 Physically isolate the group.

14
 Diversity

 Diversity appears to increase group

conflict, especially in the early stages of a
group’s tenure, which often lowers group
morale and raises dropout rates.

 If members can weather their differences,

Over time diversity may help them be more
open-minded and creative and to do
better.

15
 Group Decision Making

 Groups are an excellent vehicle for performing many

steps in the decision-making process and offer both
breadth and depth of input for information gathering

 These pluses, however, can be more than offset by

the time consumed by group decisions, the internal
conflicts they create, and the pressures they
generate toward conformity.

 In some cases, therefore, we can expect individuals

to make better decisions than groups.

16
 Group Decision Making

 Groupthink
A phenomenon in which the norm for consensus
overrides the realistic appraisal of alternative courses
of action.

 Groupshift
A change between a group’s decision and an
individual decision that a member within the group
would make; the shift can be toward either
conservatism or greater risk but it generally is toward
a more extreme version of the group’s original
position.

17
 Group Decision Making

 Brainstorming an idea-generation process that

specifically encourages any and all alternatives while
withholding any criticism of those alternatives..

 Nominal group technique a group decision-making

method in which individual members meet face to face
to pool their judgments in a systematic but independent
fashion.

 Electronic meeting a meeting in which members interact

on computers, allowing for anonymity of comments and
aggregation of votes. Contrast the strengths and
weaknesses of group decision making.

18
Group Decision Making

19
Implications For Managers

 Role perception

 Norms control behavior

 Status inequities

 The impact of size on a group’s performance

 Cohesiveness

 satisfaction–communication-Status

 The group size–satisfaction relationship

20
Chapter 11: Communication

Instructor: Mashhour Alamri. Ph.D.

 Learning Objectives

In this chapter, we’ll learn about:

 Describe the functions and process of communication.

 Contrast downward, upward, and lateral
communication through small group networks and the
grapevine.
 Contrast oral, written, and nonverbal communication.
 Describe how channel richness underlies the choice of
communication method.
 Differentiate between automatic and controlled
processing of persuasive messages.
 Identify common barriers to effective communication.
 Discuss how to overcome the potential problems of
cross-cultural communication.

22
 Functions of Communication
Communication The transference and the understanding of meaning.

Communication Functions
1. Manage member behavior.
2. Feedback.
3. emotional expression.
4. Persuasion.
5. information exchange.
The Communication Process

Communication Process
The steps between a source and a receiver that result
in the transfer and understanding of meaning.

Elements of the Communication Process

The sender, Encoding, The message, The channel,
Decoding The receiver, Noise, Feedback
24
 Direction of Communication

 Downward Communication

 Upward Communication

 Lateral Communication

 Formal Small-Group
Networks

 The Grapevine

25
 Modes Communication

 Oral Communication
 Written Communication
Meetings Letters
PowerPoint
Videoconferencing
E-Mail
Conference Calling Instant Messaging
Text Messaging
Telephone
Social Media Websites
Apps
 Nonverbal Communication Blogs
Body movement Others
Intonations
Facial expressions
Physical distance

26
 Choice of Communication Channel
Channel Richness
Channels differ in
their capacity to
convey information.
Some are rich in that
they can
(1) handle multiple
cues simultaneously,
(2) facilitate rapid
feedback,
(3) be very personal.
Others are lean in
that they score low
on these factors.
Choice of Communication Channel
Choosing Communication Methods
 The choice of channel depends on whether the message is
routine.
 Routine messages tend to be straightforward and have
minimal ambiguity; channels low in richness can carry them
efficiently.
 Nonroutine communications are likely to be complicated and
have the potential for misunderstanding. Managers can
communicate them effectively only by selecting rich channels.
 Whenever you need to gauge the receiver’s receptivity, oral
communication is usually the better choice.
 Also consider the receiver’s preferred mode of
communication; some individuals focus on content better in
written form and others prefer discussion.
Choice of Communication Channel

Choosing Communication Methods

 Consider your speaking skills when choosing your

communication method.
 Written communication is generally the most reliable
mode for complex and lengthy communications
 It can be the most efficient method for short messages.
 Choose written communication when you want the
information to be tangible, verifiable, and “on the record.”
 But be aware that, as with oral communication, your
delivery is just as important as the content.
 Letters are used in business primarily for networking
purposes and when signatures need to be authentic.
Choice of Communication Channel

Choosing Communication Methods

 In general, you should respond to instant messages

only when they are professional and initiate them only
when you know they will be welcome
 It’s important to be alert to nonverbal aspects of
communication and look for these cues as well as the
literal meaning of a sender’s words.
 Most companies actively monitor employee Internet use
and e-mail records, and some even use video
surveillance and record phone conversations
 Persuasive Communication

One of the functions of communication— persuasion

To understand the process of persuasion, it is useful to

consider two different ways we process information.

 Automatic processing a relatively superficial

consideration of evidence and information making
use of heuristics.

 Controlled processing a detailed consideration of

evidence and information relying on facts, figures,
and logic.

31
Persuasive Communication

What makes someone engage in either shallow or

deep processing? How we might determine what
types of processing an audience will use.

 Interest Level
 Prior Knowledge
 Personality
 Message Characteristics
 Choosing the Message

32
 Barriers to Effective Communication

Filtering
A sender’s manipulation of
information so that it will be seen
more favorably by the receiver.
Selective Perception
People selectively interpret what they
see on the basis of their interests,
background, experience, and attitudes.
Emotions
How a receiver feels at the time
a message is received will
influence how the message is
interpreted.
Language
Words have different
meanings to different people.

Information Overload Communication Apprehension

A condition in which information Undue tension and anxiety
inflow exceeds an individual’s about oral communication,
processing capacity. written communication, or
both.

10
© 2005 Prentice Hall Inc. All rights –
reserved. 33
 Cultural Factors

 Cross-cultural factors clearly create the potential for increased

communication problems.
 A gesture that is well understood and acceptable in one culture
can be meaningless or lewd in another.
 Cultural Barriers
1. Semantics: Words mean different things to different people,
particularly people from different national cultures
2. Word connotations: Words imply different things in different
languages.
3. Tone differences: In some cultures, the tone changes depending
on the context: People speak differently at home, in social
situations, and at work.
4. Differences in tolerance: People from individualist cultures tend to
be more comfortable with direct conflict and will make the source
of their disagreements overt.
 Cultural Factors

Cultural Context

 High-Context Cultures;
Cultures that rely
heavily on nonverbal
and subtle situational
cues to communication

 Low-Context Cultures;
Cultures that rely
heavily on words to
convey meaning in
communication.
 Cultural Factors

A Cultural Guide
 Know yourself.
 Foster a climate of mutual respect, fairness, and democracy.
 State facts, not your interpretation.
 Consider the other person’s viewpoint.
Chapter 12: Leadership

Instructor: Mashhour Alamri. Ph.D.

 Learning Objectives

In this chapter, students will learn about:

 Trait theories of leadership

 Key aspects of behavioral theories

 Contingencies theories of leadership

 Contemporary theories of leadership

 Roles of leaders in creating ethical organizations

 Building trust with others through leadership

 Challenges of understanding leadership

 Trait Theories

 Trait theories of leadership focus on personal qualities and

characteristics.
 Five traits have been reported to predict leadership traits:
 Extraversion
 Conscientiousness
 Agreeableness
 Emotional stability
 Openness to experience
 Most scholars consider extraversion to be the most predictive
trait of effective leaders.
 Trait theories help us predict leadership, but they don’t fully
explain leadership.
 Behavioral Theories

 Behavioral theories (BT) propose that specific behaviors

differentiate leaders from non-leaders.
 According to Ohio State Studies, two behavioral dimensions
accounted for most leadership behaviors:
 Initiating structure
 Consideration
 Initiating structure is the extent to which a leader defines and
structures his or her role and those of the subordinates to facilitate
goal attainment.
 Consideration is the extent to which a leader has job relationships
that are characterized by mutual trust, respect for employees’
ideas, and regard for their feelings.
 Results of behavioral theory tests may vary across cultures.
 The difficult of BT is knowing the combination of behaviors to make
a person an effective leader.
 Contingency Theories

 Contingency theories (CT) claim that there is no best/fixed style

to effective leadership.
 There are four main contingency theories:
1. Fiedler's Contingency Model
2. Situational Leadership Theory
3. Path-Goal Theory
4. Leader-Participation Model
 1. Fielder Contingency Model

 Fred Fiedler developed the first comprehensive contingency

model for leadership.
 The Fiedler Contingency Model proposes that group
performance depends on the proper match between the leader’s
style and the degree to which the situation gives the leader
control.
 Three steps are needed to apply the Fiedler Contingency Model:
 Identify the leadership style:
 Identify the situation favorableness
 Determine the best situation
 1. Contingency Theories (Cont.)

 Fiedler believed that leadership can be identified by using a

scale he developed called Least-Preferred Co-Worker (LPC)
Scale.
 The situation favorableness of a situation can be assessed using
three dimensions:
 Leader–member relations: It is the degree of confidence,
trust, and respect that members have in their leader.
 Task structure: It is the degree to which the job
assignments are regimented (that is, structured or
unstructured).
 Position power: It is the degree of influence a leader has
over power variables such as hiring, firing, discipline,
promotions, and salary increases.
 1. Contingency Theories (Cont.)

 The figure and table below indicate the spectrum of effective

leadership styles
 2. Situational Leadership Theory

 Situational leadership theory (SLT) focuses on the followers

 This theory says that successful leadership depends on
selecting the right leadership style contingent on the followers’
readiness, the extent to which followers are willing and able to
accomplish a specific task.
 SLT recommends four behaviors for leaders depending on
follower’s readiness.
 Supporting
 Coaching
 Delegating
 Directing
 3. Path-Goal Theory

 Developed by Robert House, path-goal theory is based on the

assumption that it’s the leader’s job to provide followers with
information, support, or other resources necessary to achieve
goals.
 The theory predicts the following:
 Directive leadership yields greater employee satisfaction
when tasks are ambiguous or stressful than when they are
highly structured and well laid out.
 Supportive leadership results in high employee performance
and satisfaction when employees are performing structured
tasks.
 Directive leadership is likely to be perceived as redundant
among employees with high ability or considerable
experience.
 4. Leader Participation Model

 Developed by Victor Vroom and Phillip Yetton, the leader–

participation model relates leadership behavior to subordinate
participation in decision making.
 However, this theory does not cover all leadership behaviors
 It is limited to recommending what types of decisions might be
best made with subordinate participation.
 Contemporary Leadership Theories

 Contemporary theories of leadership are group of leadership

theories developed in modern times.
 They include the following:
1. Leader–Member Exchange (LMX) Theory
2. Charismatic Leadership
3. Transactional Leadership
4. Transformational Leadership
 1. LMX Theory

 Leader–member exchange (LMX) theory argues that because of

time pressures, leaders establish a special relationship with a
small group of their followers.
 Leaders induce LMX by rewarding employees with whom they
want a closer linkage and punishing those with whom they do
not.
 2. Charismatic Leadership

 Developed by German sociologist Max Web, charismatic

leadership is a type of leadership in which leaders use their
communication skills, persuasiveness, and charm to influence
others. .
 Are charismatic leaders born with their qualities? Or can people
learn to be charismatic leaders? Yes, and yes.
 However, some charismatic leaders are larger than life and they
don’t act in the best interest of their organization
 3. Transactional Leadership

 In transactional leadership, leaders guide their followers toward

established goals by using rewards and punishments.
 The following are characteristics of transactional leaders:
 Contingent Reward: Contracts exchange of rewards for
effort, promises rewards for good performance, recognizes
accomplishments.
 Management by Exception (active): Watches and searches
for deviations from rules and standards, takes corrective
action.
 Management by Exception (passive): Intervenes only if
standards are not met.
 Laissez-Faire: Abdicates responsibilities, avoids making
decisions.
 4. Transformational Leadership

 In transactional leadership, leaders inspire followers to rise

above their self-interest for the progress of the organization.
 Transformational leaders focus on “transforming” others to
support each other and the organization as a whole.
 There are four elements of transformational leadership
 Idealized Influence: Provides vision and sense of mission,
instills pride, gains respect and trust.
 Inspirational Motivation: Communicates high expectations,
uses symbols to focus efforts, expresses important
purposes in simple ways.
 Intellectual Stimulation: Promotes intelligence, rationality,
and careful problem solving.
 Individualized Consideration: Gives personal attention,
treats each employee individually, coaches, advises.
 Roles of Leaders in Creating Ethical Organization

 Roles of leaders in creating ethical organization include:

 Authentic leadership: focuses on the moral aspects of being a
leader.
 Ethical leadership: focuses on the means that a leader uses to
achieve goals as well as the content of those goals.
 Servant leadership: focuses on helping followers to grow and
develop.
 Positive Leadership: Building Trust

 Trust is a psychological state that exists when you agree to

make yourself vulnerable to another person because you have
positive expectations about how things are going to turn out.
 Trust is a primary attribute associated with leadership.
 Trust comes with many advantages:
 Trust encourages risk taking among workers
 Trust facilitates information sharing
 Trust boosts workers’ productivity
 Trusting groups are more effective
 A leader can develop trust by having three characteristics
 Integrity: being honest and truthful
 Benevolence: being caring and nice to workers
 Ability: having technical and interpersonal knowledge
 and skills.
 Challenges of Understanding Leadership

 Attribution bias: We tend, rightly or wrongly, to see leaders as

responsible for both extremely negative and extremely positive
performance.
 Stereotypes: We also make demographic assumptions about
leaders.
 One theory of leadership suggests that, in many situations,
leaders’ actions are irrelevant.
 Experience and training are among the substitutes that can
replace the need for a leader’s support or ability to create
structure
 Neutralizers make it impossible for leader behavior to make any
difference to follower outcomes.
 Conclusion

 Leadership plays a central part in understanding group behavior

 The Big Five personality framework shows strong and consistent
relationships between personality and leadership.
 Contemporary theories have made major contributions to our
understanding of leadership effectiveness
 Food for thought: which type of leader do you want to be and
why?
Chapter 13: Power and Politics

Instructor: Mashhour Alamri. Ph.D.

 Learning Objectives

In this chapter, students will learn about:

 Leadership and power

 Bases of formal power and personal power

 Role of dependence in power relationship

 Power or influence tactics and their contingencies

 Cause and consequences of abuse of power

 How politics work in organizations

 Causes and consequences of political behavior

 Leadership and Power

 Power refers to the

capacity of someone
to exert his or her will
over others.
 Power is a function of
dependence.
 Leaders use power as
a means of attaining
group goals.
 Bases of Power

 Bases of power focus on where the power

of a leader comes.
 There are two types of power: Formal
power and personal power
 Formal power is based on an individual’s
position in an organization.
 Personal power is based on an individual’s
person characteristics.
 There are three bases of formal power:
Coercive, reward and legitimate power
 There are two bases of personal power:
Expert and referent power.
 Research suggests the personal sources of
power are the most effective.
 Role of Dependence in Power Relationship

 Power is a function of dependence.

 Litmus test to know who has more power between A and B is
the General Dependence Postulate
 The general postulate states that the greater B’s dependence on
A, the more power A has over B.
 What creates dependence? Dependence increases when the
resource you control is important, scarce, and nonsubstitutable.
 Power or Influence Tactics

 Research has identified nine distinct influence tactics:

1. Legitimacy. Relying on your authority position or saying that a
request is in accordance with organizational policies or rules.
2. Rational persuasion. Presenting logical arguments and factual
evidence to demonstrate that a request is reasonable.
3. Inspirational appeals. Developing emotional commitment by
appealing to a target’s values, needs, hopes, and aspirations.
4. Consultation. Increasing support by involving the target in deciding
how to accomplish your plan.
5. Exchange. Rewarding the target with benefits or favors in exchange
for acceding to a request.
6. Personal appeals. Asking for compliance based on friendship or
loyalty.
7. Ingratiation. Using flattery, praise, or friendly behavior prior to
making a request.
8. Pressure. Using warnings, repeated demands, and threats.
9. Coalitions. Enlisting the aid or support of others to persuade the
target to agree.
 Power or Influence Tactics (Cont)

 Persuasion is the only tactic effective across organizational levels

 Inspirational appeals work best as a downward-influencing tactic with
subordinates.
 Cause and Consequences of Abuse of Power

 Does power corrupt?

 Leaders abuse power, for instance, through sexual harassment
 Sexual harassment is defined as any unwanted activity of a
sexual nature that affects an individual’s employment or creates
a hostile work environment.
 Sexual harassment is more prevalent in male-dominated
societies.
 Sexual harassment is more likely to occur when there are large
power differentials
 Sexual harassment can be avoid by:
 Informing employees they can be fired for inappropriate behavior and
establishing procedures for making complaints
 Reassuring employees that they will not encounter retaliation if they file
a complaint.
 Ensuring offenders are disciplined or terminated.
 How Politics Work in Organizations

 Political behaviors refer to activities aimed at improving

someone's status or increasing power within an organization.
 Many experienced managers believe that political behavior is a
major part of organizational life.
The Causes and Consequences
of Political Behavior
 The Causes and Consequences
of Political Behavior (Cont.)

 How do people respond to organization politics?

The Causes and Consequences
of Political Behavior (Cont.)
 The Causes and Consequences
of Political Behavior (Cont.)

 The process by which individuals attempt to control the

impressions that others form of them is called impression
management (IM).
The Causes and Consequences
of Political Behavior (Cont.)
 The Causes and Consequences
of Political Behavior (Cont.)

 Questions to ask to to differentiate ethical from unethical

politicking:
 What is the utility of engaging in politicking?
 Will the utility of engaging in the political behavior balance
out harm (or potential harm) to others?
 Does the political activity conform to standards of equity
and justice?
 Conclusion

 People respond differently to the various power bases.

 Expert and referent power are derived from an individual’s
personal qualities.
 In contrast, coercion, reward, and legitimate power are
essentially organizationally granted.
 An effective manager accepts the political nature of
organizations
 Those who are good at playing politics can be expected to get
higher performance evaluations and hence larger salary
increases and more promotions than the politically naïve or
inept.
Chapter 14: Conflict and Negotiation

Instructor: Mashhour Alamri. Ph.D.

 Learning Objectives

In this chapter, students will learn about:

 Three types of conflict and three loci of conflict

 The conflict process

 Distributive and integrative bargaining

 Five steps of the negotiation process

 How individual differences influence negotiations

 Roles and functions of third-party negotiations

 Introduction to Conflict

 Conflict is a process that begins when one party perceives that

another party has affected or is about to negatively affect
something the first party cares about.
 Contemporary perspectives differentiate types of conflict based
on their effects.
 Functional conflict supports the goals of the group, improves its
performance and is thus a constructive form of conflict.
 Destructive or dysfunctional conflict hinders group
performance.
 A highly personal struggle for control in a team that distracts
from the task at hand is dysfunctional.
 Types of Conflict

 One means of understanding

conflict is to identify the type
of disagreement or what the
conflict is about
 There are three types of
conflict:
 Task conflict: relates to the
content and goals of the work.
 Relationship conflict: focuses
on interpersonal relationships.
 Process conflict is about how
the work gets done
 Loci of Conflict

 There are three loci of conflict:

 Dyadic conflict is conflict between two people.
 Intragroup conflict occurs within a group or
team.
 Intergroup conflict is conflict between groups or
teams
 Conflict Process

 The conflict process has five stages:

 Stage 1: potential opposition or incompatibility
 Stage 2: cognition and personalization
 Stage 3: intentions
 Stage 4: behavior
 Stage 5: outcomes
Conflict Process (Cont.)
Conflict Process (Cont.)
 Negotiation

 Negotiation is a process that occurs when two or more parties

decide how to allocate scarce resources.
 There are two general approaches to negotiation:
 Distributive bargaining: Negotiation that seeks to divide
up a fixed amount of resources; a win–lose situation
 Integrative bargaining: Negotiation that seeks one or
more settlements that can create a win–win solution.
Distributive Bargaining
 Integrative Bargaining

 In contrast to distributive bargaining, integrative bargaining assumes

that one or more of the possible settlements can create a win–win
solution.
 In terms of intraorganizational behavior, integrative bargaining is
preferable to distributive bargaining because the former builds long-
term relationships.
Negotiation Process

 There are five steps in

the negotiation process
 BATNA is the best
alternative to a
negotiated agreement;
the least a party in a
negotiation should
accept.
 Your BATNA
determines the lowest
value acceptable to you
for a negotiated
agreement.
 Individual Differences in Negotiation

 Personality traits affect negotiation outcomes.

 Moods and emotions affect negotiation outcomes.
 Culture and values affect negotiation outcomes.
 Gender affect negotiation outcomes.
 Negotiation in Social Context

 Reputation affects negotiation outcomes.

 Level of relationships affect negotiation outcomes.
 Third party negotiators affect negotiation outcomes
 There are three basic third-party roles: mediator, arbitrator, and
conciliator.
 A mediator: is a neutral third party who facilitates a
negotiated solution by using reasoning and persuasion,
suggesting alternatives, and the like.
 An arbitrator: is a third party with the authority to dictate an
agreement
 A conciliator: is a trusted third party who provides an
informal communication link between the negotiator and the
opponent
 Conclusion

 Conflict can be either constructive or destructive to the

functioning of a group or unit.
 Levels of conflict can be either too high or too low to be
constructive.
 Either extreme hinders performance.