Development and Socialization
Stages of group
1. Orientation: Forming
Getting acquainted
polite conversation
members share ideas, values cautiously
Establish a base to work from later
members want to be liked by others
anticipating others actions
Some stereotyping/categorizing others
Fears and hidden agendas kept inside
Cliques begin forming for later strength
Strong need for group approval
Participation active but uneven
Conflict usually absent
Intrinsic Guidelines to relate from;
keep ideas
simple
say
acceptable things
avoid
controversy
avoid
serious topics
if sharing
feelings keep to a minimum
Avoid
disclosure
Storming: The conflict stage
Conflict
Misinterprets; false conflicts
Contingent conflicts
More issues brought out
Escalation of conflict and disruption
Group is vulnerable
Primary and secondary tension
Arousal states
Norming: The cohesion stage
Unity, camaraderie
Stabilization
Unity
Satisfaction
Decreased anxiety
Increased pressure to conform
greater participation of members
Performing; The Task-Performance Phase
Time spent on problem increases
Time on Task vs Tasks
Cohesion stable or increases
Synergy
Goals clear
Conflict is recognized and resolved
Use resources
Group Socialization:
Adjourning: the Dissolution Phase
Planned
dissolution takes place when the group
accomplishes its goals
Spontaneous dissolution, results when unanticipated
problems arise. The rewards and costs
are brought in to play
Can be stressful,
increased conflict may result
With over 100 stage models of group development Tuckman's model accepted but cannot be
applied without qualification to all groups
his successive stage theory; is
not always the case some groups avoid
particular stages, other move through the stages in an unique order.
Many theorists also prefer Cyclical model Others tend to prefer Bale's ideal of the
equilibrium That groups strive to
maintain a balance between accomplishing
the task and enhancing the quality of relationships. Bales's argues that mature groups tend to
shift back and forth between what Tuckman calls the norming and performing
stages.
GROUP SOCIALIZATION
This refers to the relationship to the group and to other
members is defined and redefined.
Richard Moreland and John Levine formulated three
dynamics related to Socialization; Reciprocal processes: evaluation,
commitment, and role transition
Social exchange theory of the rewards and costs being
evaluated and taken into account.
Moreland found that students who belonged to groups in HS
where more apt to work harder and finding
groups in College.
Commitment the enduring adherence to the group and the
group to the individual. What
alternates does the person have to the group and group toward the
individual. the investment is inversely
proportional the investment or energy put toward the group. The more investment the more commitment
Festingers cognitive dissonance theory. how members will rationalize to make sense
out of membership. Refer to the Mills
experiment of initiations to group membership where members would have a high,
moderate and non thing to do to get
into group and them were presented with a boring and banal group
recording. Discuss groups the class
have been involved in that different types of initiations and there fore the
investment being high.
The third socialization process is roles transition, or
changes in the behaviors of the individual in group. Note the changes need to be okay with both the individual and the
group.
Non members, Quasi-members and full members. the idea of influence of the individual on
the group and the group on the individual....
Just as group development generally is orderly or goes
through stages so does socialization;
investigation, socialization, maintenance, resocialization, and remembrance.
Investigation:
investigation, reconnaissance & recruitment
Socialization:
initiation, assimilation and accommodation [adaption]
Maintenance:
role negotiation;
Resocialization:
changes after role changes and either convergence occurs and is okay with the
member/group or divergence which the change is not okay and an exiting occurs.
Remembrance:
reminiscence and tradition[s] 'In the
last group we did this.....
Organizational development
The management at the Harwood Manufacturing Corp had
problems with employee discord each time they modified production etc. this resulted in high turn over and decreased productivity. Two group dynamicists, Lester Coch and John
French were called in and they approached this problem from a developmental
point. They set up 3 training programs [groups]
1. no participation they were not involved in the planning
but were given an explanation for the innovations
2. participation-through-representation; they attended
group meetings where the need for change was discussed openly and informal
decision[s] were reached. They chose a
sub group "special" operators
3. Total participation followed much the same procedures
as group two but did not have the "special" group. all were involved.
Productivity went
up for groups 2-3 and as
expected group 1 continued to have problems and turn over continued.
A number of large businesses us consults and
Organizational development to aid in their productivity.
3 basic methods
of OD are
1. survey feedback
2.Process consultation
3. Team building
Survey feedback developed in the 50's by the survey
research center of the Instituted for Social Research at the University of
Michigan; Consultants gather
information through observation,
interviews and surveys and then synthesized it into a form the gives an overall
picture of the "organization"
then make recommendations on what and how to change.
The next method; Process Consultation which is advocated
by Edger Schein . Consultants begin by
observing the work unit[s] and taking notes of patterns of communication
Cohesion and Development Power Point