Presented to- Presented By-

Prof. Mukesh Ranga Shruti Chaturvedi

Swati Gautam

Concept of group dynamics What is group??? Types of group why people join groups?? Group Structure Theory of group formation Stages of group formation Principles of group dynamics Features of group dynamics Conclusion

It was founded by Kurt Lewin to study group decision, group

productivity, group interaction, group cohesiveness and group

communication. The underlying assumption was that the laws of the

group behavior can be established independently of the goals or

specific activities of group irrespective of the structure of the group.

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 is concerned with the interactions of forces

among group members in a social situation.”

Two or more people

Shared goals

People see themselvesAs members

There is interactionAmong members

Group

Group

Formal Informal

Task

Command Interest

Friendship

The people often join groups since the groups give the members a stability and

enhances their achievement capacity. The main reasons to join a group are:

Have a sense of security

Have a status

Develop Self-esteem

Power

Goal achievement

Four different aspects of group structure are:

Norms

Roles

Status

Cohesiveness

Set of beleifs, feelings, and attitudes commonly shared by

group members. These are also referred to as rules or

standards of behaviour that apply to group members. Norms

serve three functions namely

Predictive- basis for understandingthe behaviour of others

Relational- some norms define relationships

Control- regulate thebehaviour of others

Represents characteristics of group

Basis for predicting and controlling behaviour of others

Related to behaviours considered important for their grp

They are applied to all memebrs.

-various parts played by group members.

There are two elements that define this role identity-

Role Perception-An individual is expected to behave

according to his own perception in the group.

Role Expectation-It is defined as how others believe one

should behave in a given situation.

Status is “ a socially defined position or rank given to groups or group

members by others.” Group members get high status or low status in the

Group based on their authority and performance.

High status members of the group have more freedom to deviate

from the norms. This facility enables them to have the discriminatory

powers in decision making. Low status members of the group should not

have freedom to deviate from the norms as it leads to status inequality.

COHESION

SOCIAL TASK

the bonds of interpersonal

attraction that link

group members

the way in which skills and

abilities of the group

members mesh to allow

optimal performance

Who won, and why?

Did your group act like this… … Or like this?

Groups with High Cohesiveness Get Better Results!

Low Cohesiveness- Negative Feelings- More Problems- Less Productive

High Cohesiveness - Unity- Interactive- Positive Feelings- Ability to Cope with Problems- More Productive

Balance Theory:

Propounded by “ Theodore New-Comb” which states that- “

Persons are attracted with one another on the basis of similar

attitudes towards commonly relevant objectives and goals.”

Propounded by “ Thaibaunt and Kelly”. This theory is based on reward-cost outcomes of interaction between employees.

The intraction between people is reward.

Members get to know each other &

set groundrules

Members come to

ResistControl by

group Leaders &

Show

hostility

MembersWork

Togetherdeveloping

CloseRelationships& feelings of

Cohesiveness

Group members

worktowards Getting

their jobs done

Group may

disband eitherafter

meeting their goals or because members

Leave

Stage IForming

Stage IIStorming

Stage IIINorming

Stage IVPerforming

Stage VAdjourning

1 . The members of the group must have a strong sense of

belonging to the group .The barrier between the leaders and to

be led must be broken down.

2. The more attraction a group is to its members, the greater

influence it would exercise on its members.

3. The grater the prestige of the group member in the eyes of

the member in the eyes of the members , the grater influence

he would exercise on the theme.

4.The successful efforts to change individuals sub parts of the

group would result in making them confirm to the norms of

the group.

5. The pressures for change when strong can be established in

the group by creating a shared perception by the members for

the need for the change.

Concerned with group

Changes

Rigidity or flexibility

Continuous process

The groups operate on a common task and common attitudes. The

group dynamics is concerned with the interaction between the group

members in a social situation. This is concerned with the gaining in the

knowledge of the group, how they develop and their effect on the

individual members and the organization in which they function.

The group dynamics is essential to study since it helps to find

how the relationships are made within a group and how the forces act

within the group members in a social setting. This helps to recognize the

formation of group and how a group should be organized, lead and

promoted.

In 1980 , Richard semler joined SEMCO , founded by his father 27 years

earlier, having 100 employees and manufacturing hydraulic pumps for

ships, producing about $4million in revenue and tottered on the edge of

bankruptcy.

For the next 2 years, top managers constantly sought bank loans and

fought off rumors that the company was about to sink.

They also travelled 4 continents that enabled the company to reduce its

cyclical marine business to 60% of total sales.

Today SEMCO has many factories producing range of products like

marine pumps, digital scanners, commercial dishwashers, truck filters and

mixing equipment for substances ranging from bubble gum to rocket fuel.

Customers include Alcoa,saab,general motors and SEMCO is regarded as

one of the best company in Brazil to work for by press.

The company’s survival and ultimate success is due largely to a major change in its management approach.

SEMCO emphasized on 3 fundamental values- democracy , information , profit sharing. These values helped in gaining confidence on work groups as a primary mechanism for managing the company.

After some experimentations SEMCO found that they need 150 employees per factory and all are divided into 10 member group given a major responsibilities for outcomes associated with their areas.

Costs rose up because of duplication of effort and lost economies of scale. within a year sales got doubled ,inventory dropped from126 to 46 days,8 new products appeared that had been tied up in R&D for 2 years and the product rejection rate at inspection dropped from 33 to 1% and increased productivity enabled the company to reduce the workforce by 32& through attrition and early retirement.

At SEMCO once the members of a group agree on a monthly production schedule, they meet it . At end of the month every body has done their work allotted except for motors that had not yet arrived, despite repeated phone calls to the supplier.

finally 2 employees went to the supplier’s plant and got delivery on the last day of the month and every one sat for the whole night till mng 4.45 and completed the assignment ( meat slicers)

work groups have access to important information like Balance Sheet,P&L

analysis, cash flow statements for his or her division every month.

All workers voluntarily attend monthly classes so that they can learn to read and

understand the numbers.

Another factor is that although top level managers are strict about meeting the financial

targets, workers have wide latitude in determining the necessary actions and carrying

them out.

Profit sharing plan, twice a year employees receive about 25% of the after tax profits

for their division.

Employees vote on how to disburse the funds, which are visually distributed equally.

A survey was conducted by college graduates by Brazilian magazine found that 25% of

men and 13% of women cited SEMCO as the company they most wanted to work for.