Emergent (develop gradually during the course of interaction among members), consensual (accepted and shared rules of action) standards that regulate group members behaviors

Prescriptive norms define the socially appropriate way to respond in a social situation

Proscriptive norms prohibitions; define the types of actions that should be avoided if at all possible

Descriptive norms describe what most people usually do, feel, or think in a particular situation (dont comply = viewed as unusual)

Injunctive norms more evaluative; describe the behaviors that people ought to perform (violate norms = evaluated negatively)

Groups sometimes discuss and formally adopt norms as their groups rules, but more frequently norms are implicit standards

rather than explicit ones (because members gradually align their behaviors until they match certain standards)

Sherifs experimental creation of group norms.

Behaviors that people generally perform as group members

Provide the basis for expectations concerning the behavior of people in various positions in the group

Process that brings about the emergence of roles

An increase in the number of roles in a group, accompanied by the gradual decrease in the scope of these roles as each one becomes more narrowly defined and specialized

Leader, doctor and cleaner +

Inventor, explorer +

Complainer, pessimist, optimist and encourager.

No. of Roles

Scope of Roles

Groups have a tendency to develop both task roles and relationship roles:

Task Role any position in a group occupied by a member who performs behaviors that promote completion of tasks and activities, such as initiating structure, providing task-related feedback, and setting goals

Relationship Role any position in a group occupied by a member who performs behaviors that improve the nature and quality of interpersonal relations among members, such as showing concern for the feelings of others, reducing conflict, and enhancing feelings if satisfaction and trust in the group

For a group to survive, it must meet two basic demands (Kenneth Benne and Paul Sheats study at the National Training Laboratories):

The group must accomplish its task, and

The relationship among members must be maintained.

Task

Initiator/contributor

Information seeker

Opinion seeker

Information giver

Opinion giver

Elaborator

Coordinator

Orienter

Evaluator/critic

Energizer

Prcoedural technician

Recorder

Relationship

Encourager

Harmonizer

Compromiser

Gatekeeper/expediter

Standard setter

Group observer/ commentator

Follower

Individual

Aggressor

Blocker

Dominator

Evader/self-confessor

Help seeker

Recognition seeker

Playboy/girl

Special-interest pleader

For Bales (from the Interaction Process Analysis/IPA):

Individuals rarely perform both task and relationship behaviors; most people gravitate toward either a task role or a relationship role (idea person, best-liked person)

Task roles elicit more questions, displays of tension, antagonism, and disagreement

Relationship roles received more demonstrations of solidarity, tension reduction, and solutions to problems

division of task and relationship roles is more likely when group is experiencing conflict about its goals (Burke, 1976)

A pattern of change in the relationship between an individual and a group that begins when an individual first considers joining the group and ends when he or she leaves it.

Types of

Roles

Stages and

Processes

Transition

Points

Moreland and

Levines (1982) Theory of Group

Socialization

Role Ambiguity unclear expectations about the behaviors to be performed by an individual occupying a particular position within the group, caused by a lack of clarity in the role itself, a lack of consensus within the group regarding the behaviors associated with the role, or the individual role takers uncertainty with regard to the type of behaviors expected by others

Role conflict a state of tension, distress, or uncertainty caused by inconsistent or discordant expectations associated with ones role in the group; also arises when role takers and role senders have different expectations

Interrole conflict a form of role conflict that occurs when individuals occupy multiple roles within a group and the expectations and behaviors associated with one of their roles are not consistent with the expectations and behaviors associated with another of their roles

Intrarole conflict a form of role conflict that occurs when the behaviors that make up a single role are incongruous, often resulting from inconsistent expectations on the part of the person who occupies the role and the members of the group

Person-Role Conflict behaviors associated with a particular role are incongruent with the basic values, attitudes, personality, needs, or preferences of the person who must enact the role

Role fit the degree of congruence between the demands of a specific role and the attitudes, values, skills, and other characteristics of the individual who occupies the role

Role conflict is most strongly associated with decreased job satisfaction and increased tensions, and linked to

organizational commitment and propensity to quit.

How to handle ROLE STRESS? Make role

requirements explicit

Design workplace accordingly (potentially incompatible roles are performed in different locations at different times)

Primary source of these notes came from:

Forsyth, D. R. (2010). Group Dynamics (5th ed.). Belmont,

CA: Wadsworth, Cengage Learning.