GROUP AND INDIVIDUAL :

THE COSEQUENCES OF BELONGING

GROUPS :
A collection of persons who are perceived to be bonded together in a
coherent unit to some degree.

Perceived ENTATIVITY : The extent to which a group is being

perceived as being coherent entity (Campbell, 1958).
Is important because it determined What Makes a group is (really) a
Group.
Exp: People line at a bank (score entativity = 2.40)
People who live in the same neighborhood (4.78)
Sport Team (8,27)
This rating is influenced by: to the degree to which group members
interacted with one another
 Type groups usually identified
by their members

• Intimacy group (family, relatives)

• Task oriented group (committee, work
group)
• Weak social relationship or Associations
(RT/RW, Kelompok mancing, dsb).
 How Groups Function: Roles,
Status, Norms, Cohesiveness
• How precisely do groups affect their members ?
 through mechanism of : Group Roles, Status,
Norms & Cohesiveness.
• ROLES: Sets of behaviors that individuals
occupying specific positions within a group are
expected to perform.
• STATUS : Position or rank within a group.
• NORMS : Rules within a group indicating how its
members should or should not behaves.
• COHESIVENESS: All forces (factors) that cause
groups members to remain in that groups.
HOW GROUPS AFFECT INDIVIDUAL PERFORMANCE:
From SOCIAL FACILITATION to SOCIAL LOAFING

• Social facilitation: Effects upon

performance resulting from the presence
of others.
• Drive theory of social facilitation:
A Theory suggesting that the mere
presence of others is arousing and
increases the tendency to perform
dominant responses.
 If dominant respon-
Performance is
ses are correct in
enhanced
The present situation

Presence of others
(either as an audi Heightened Enhanced tendency to
ence or as co Arousal perform dominant
actors responses

If dominant respon-
ses are incorrect in Performance is
The present situation enhanced
 From Drive to Attentional focus: How does
the presence of others influence task
performance ?
• Evaluation Apprehension: Concern over being
evaluated by others. Such concern can increase
arousal and so contribute to social facilitation
• Distraction-conflict theory: A theory
suggesting that social facilitation stems from the
conflict produced when individuals attempt,
simultaneously, to pay attention to other persons
and to the task being performed.
 Social Loafing: Letting Others Do
the Work When Part of a Group
• Additive Task: Task for which the group product is the
sum or combination of the efforts of individual members.

• Social Loafing: Reduction in motivation and effort when

individuals work collectively in a group compared to
when the work individually or as independent coactors

• Collective effort Model: An explanation of social loafing

suggesting that perceived links between individuals effort
and their outcomes are weaker when they work together
with others in a group. This, in turn, produces tendencies
toward social loafing.
 Cooperation & Competition
(Conflict)

• Cooperation: Behavior in which groups

work together to attain shared goals

• Conflict : A process in which individuals

or groups perceive that others have taken
or will soon take actions incompatible with
their own interest
• Social Dilemmas:
Situation on which each person can
increase his or her individuals gains by
acting in one way, but if all (or most)
persons do the same thing, the outcomes
experienced by all are reduced
 Factors influencing cooperations;
Reciprocity, Personal Orientations &
Communication
• Reciprocity :
A basic rule of social life suggesting that individuals tend
to treat others as these persons have treated them. 
reciprocal altruism.
• Personal orientation : orientation of person toward
situation: cooperative, individualistic or competitive
orientation ?
• Communication; Individuals can use communication to
discuss the situation, try to seek best alternative solution
through communication.
 The Discontinuity Effect : Why Groups
are more competitive than Individuals

• There is a tendecy that gorup are

competitive than individuals, because:
1) People tend to distrust other groups more
than other persons. 2) Easy to convince
people that it is appropriate if a groups
was selfish than individuals 3) in
Individuals setting the are easily
identifiable, than if they are in group
(anonimity)
Conflict: Its Nature, Causes and
Effects
Opposing interest
Between the
two sides

Belief by each side that other

will or has already taken
Actions contrary to their
interest
Conflict
Recogniton of these
opposing interest

Actions that interfere

With others side’s
interest
 Major Causes of Conflict:
• Faulty attribution : errors consering the
causes behind other’s behavior
• Faulty communication  with anger
• Bias of Ideology:
our won gorup are right the other are
wrong.
• Personality traits or characteristic: Type
A : very competitive
• Bargaining (negotiation):

A process in which opposing side

exchange offers, counteroffers, and
concession, either directly or through
representative
Superordinate Goals: Create common
goals, Goals that are both sides to a
conflict seek and that tie teir interset
together rather than drive them apart.
 Culture & Conflict :
• Focus on relation or Outcomes ?:

Research finding indicate that indivioduals tend

to focus more on relational factors in conflicts
within their own cultural or ethnic group, but
more on outcomes in conflict that occurs accros
cultural or ethnic boundaries. These finding have
important implication for efforts to resolve social
conflicts.
 Perceived Fairness in Groups
• Distributive justice (equity):
refers to individuals judgement about wether they are receiving a
fair share of available reawards– a share proportionate to their
contributions to the groups ( or to any social relationship)

• Procedural Justice :
The fairness of the procedures used to distribute available reawards
among group members.

• Interactional (interpersonal) justice:

The extent to which persons who distribute reawards explain or
justify their decisions and show considerateness and courtesy to
those who receive the rawards.
 Couples focus little attention
Conflict is Low
On perceived unfairness

Couples focus more attention

Conflict is High On perceived unfairness

Conflict is
Intensified
 Decission Making in Group
• Decission making:
Processes involved in combing and integrating
available information in order to choose one of
several possible courses of action,
• Social Decision Schemes:
Rules relating the initial distribution of member’s
views to final group decisions.
• Group Polarization:
The tendency of agroup members, as a results
of group discussion, to shift toward more
extreme positions than those they initially held
• Groupthink:
The tendency of the members of highly cohesive
groups to assume that their decisions can’t be
wrong, that all members must support the
group’s decision strongly, and that information
contrary to it should be ignored.
• Devil’s advocate technique:
A technique for improving the quality of group
decision in which one group member is assigned
the task of disagreeing with and criticizing
whatever plan or decision is under consideration
• Authentic dissent:
A technique for improving the quality of
group decisions in which one or more
group members actively disgree with the
group’s initial preference without being
assigned this role.