10 Chapter 9: Teams and Groups
Chapter 9 Learning Objectives
By the end of this chapter, you should be able to:
- Define groups and teams.
- Identify the phases of Tuckman’s group lifecycle.
- Classify types of group members and group member roles.
- Reflect on your group experiences.
- Understand the stages of organizational socialization.
- Identify organizational socialization activities.
- Practice group problem-solving steps.
Beginning of class pre-write or pre-discussion questions
9.1 What is a group, and how do you know when you are a member?
9.2 Think of a group you are or have been a part of; what would you tell a newcomer about what it means to be a part of that group? How can you identify if someone is a member of a group?
9.3 Think of a group you are a part of—in what stage of the group life cycle is this group? What member roles do you usually take on in groups?
9.4 Think of an upcoming group decision you will have to make, or one made in the past. How could the group problem-solving model help, or how could it have helped in that group decision?
9.1 What is a Group?
What is a Group?
- Definition of groups: A group is a collection of individuals who interact, share common goals, and perceive themselves as a unit.
- Importance of groups in human interaction: Groups are essential for social, emotional, and professional development. They provide a sense of belonging, support, and identity.
- Workplace groups and their significance: Workplace groups are vital for organizational success. They enhance collaboration, problem-solving, and innovation.
Group Dynamics
- Group norms and expectations: Groups develop shared rules of behavior and expectations that members are expected to follow.
- Group roles and responsibilities: Members often take on specific roles within groups, such as leader, follower, expert, or socializer.
- Group communication patterns: Groups develop unique communication styles and patterns, including the use of jargon, symbols, and rituals.
- Group conflict and resolution: Conflict is a natural part of group dynamics. Effective groups develop strategies for resolving conflict constructively.
Workplace Groups
- Types of workplace groups: Common types of workplace groups include teams, committees, departments, and project groups.
- Group formation and development: Groups go through stages of formation, storming, norming, and performing.
- Group goals and objectives: Workplace groups are typically formed to achieve specific goals, such as improving efficiency, increasing productivity, or developing new products.
- Group leadership and management: Effective group leadership is essential for achieving group goals. Leaders play a crucial role in providing direction, motivation, and support.
Effective Group Communication
- Active listening: Active listening involves paying full attention to the speaker, understanding their message, and providing feedback.
- Clear and concise communication: Effective communication requires clear and concise language that is tailored to the audience.
- Feedback and evaluation: Regular feedback and evaluation help groups to improve their performance and address any issues.
- Conflict resolution strategies: Strategies for resolving conflict include negotiation, mediation, and arbitration.
Challenges and Opportunities
- Groupthink and decision-making biases: Groupthink can lead to poor decision-making. It is important to encourage diverse perspectives and avoid groupthink.
- Virtual teams and remote work: The rise of virtual teams and remote work presents new challenges and opportunities for group communication.
- Diversity and inclusion in groups: Diverse groups can bring a variety of perspectives and experiences to problem-solving. It is important to create inclusive environments that value diversity.
- Ethical considerations in group communication: Ethical considerations in group communication include honesty, respect, and fairness.
9.2 Socialization
Stages of Organizational Socialization
- Anticipatory Stage:
- Learning about the value of types of work.
- Learning about an organization
- Preparing for interviews
- Definition of Realistic Job Preview (RJP): An RJP provides prospective employees with a balanced view of the job and organization.
- Importance of RJPs: RJPs can reduce turnover, hiring costs, and training costs by attracting only those candidates who are a good fit for the organization.
- Encounter Stage: Initial introduction to the organization, often characterized by “reality shock.”
- Sensemaking and Social Learning: Newcomers try to understand the organization’s culture and expectations through observation and interaction with others.
- Metamorphosis Stage: Transition to becoming an active and established member of the organization.
- Role-taking: The leader assesses the newcomer’s skills and abilities.
- Role-making: The member negotiates with the leader to define their role.
- Role routinization: The role becomes well-understood and routine.
- Exit Stage: Disengagement from the organization, either voluntarily or involuntarily.
- Signs of impending exit: Reduced interaction, differentiation from the organization, knowledge transfer.
- Costs of turnover: High direct and indirect costs to the organization.
- Socialization strategies during exit: Efforts to retain the employee or diagnose the reasons for leaving.
Activity
- Have students think about the organizational socialization process and identify one or more formative moments in which they learned about how to be a professional or insider in a particular organization.
- What norms, values, beliefs, traditions, and/or ways of behaving would they share with a new member to help make the person feel more a part of the organization?
9.3 Group Lifecycles and Member Roles
Group Lifecycle Patterns
- Groups are dynamic systems that grow, change, and eventually come apart.
- Socialization involves how group members interact and form relationships.
- Groups experience similar stages as individuals: they are born, grow, overcome challenges, and eventually die.
- Groups go through several stages: forming, storming, norming, performing, and adjourning.
Tuckman’s Linear Model of Group Development
- Forming: Members come together, learn about each other, and determine the purpose of the group.
- Storming: Members engage in more direct communication and get to know each other. Conflicts may arise during this stage.
- Norming: Members establish rules for how they communicate and work. Status, rank, and roles in the group are established.
- Performing: Members fulfill their purpose and reach their goal.
- Adjourning: Members leave the group.
Lifecycle of Member Roles
- Potential Member: Curious and interested in the group.
- New Member: Joined the group but still an outsider and unknown.
- Full Member: Knows the “rules” and is looked to for leadership.
- Divergent Member: Focuses on differences and may become marginalized.
- Marginal Member: No longer fully involved in the group.
- Ex-Member: No longer considered a member.
Positive Roles
- Initiator-Coordinator: Suggests new ideas.
- Elaborator: Builds on ideas and provides examples.
- Coordinator: Brings ideas together.
- Evaluator-Critic: Evaluates ideas and provides constructive criticism.
- Recorder: Records ideas, examples, suggestions, and critiques.
Negative Roles
- Dominator: Dominates discussion and doesn’t allow others to participate.
- Recognition Seeker: Seeks attention by relating discussion to their accomplishments.
- Special-Interest Pleader: Relates discussion to their own interests.
- Blocker: Constantly blocks attempts at consensus.
- Joker or Clown: Seeks attention through humor and distracts the group.
Activity
- Have students think of a group of which they are a member and identify some roles played by group members, including themselves.
- Have them consider if their roles, and those of others, changed over time. Were some roles more positive than others? Have them discuss their answers with their classmates.
9.4 Group Problem-Solving
Problem-Solving in Groups
- Groups are often formed to solve problems.
- Problem-solving is a collaborative process where different perspectives contribute to finding solutions.
- John Dewey’s reflective thinking sequence is a seven-step process for effective problem-solving.
The Problem-Solving Process
- Define the problem: Clearly identify the problem and its scope.
- Analyze the problem: Gather information and learn more about the problem.
- Establish criteria: Determine the criteria for a successful solution. You use criteria to evaluate a possible solution. The best solutions satisfy your identified criteria.
- Consider possible solutions: Brainstorm and generate potential solutions.
- Decide on a solution: Evaluate options and choose the best solution.
- Implement the solution: Put the chosen solution into action.
- Follow up on the solution: Monitor the results and make adjustments if necessary.
Activity
Have students think of a decision they will be making sometime in the near future and apply the cost-benefit analysis framework to their decision. Do they find this method helpful? Have them discuss results with classmates.
9.5 Teamwork
Teamwork
- Teams are groups dedicated to production or problem-solving.
- Effective teamwork requires collaboration, communication, and commitment from all members.
- Teams can achieve higher levels of performance than individuals due to combined talents and perspectives.
- Challenges in teamwork include competing assignments, groupthink, and personality conflicts.
- Groupthink: the tendency to accept the group’s ideas and actions in spite of individual concerns
- Building a successful team involves:
- Selecting members wisely
- Selecting a responsible leader
- Promoting cooperation
- Clarifying goals
- Eliciting commitment
- Clarifying responsibilities
- Instilling prompt action
- Applying technology
- Ensuring technological compatibility
- Providing prompt feedback
Group Dynamics
- Group dynamics influence team members’ feelings of belonging and involvement.
- Strong team identity requires time and commitment.
- Effective teams balance motivation and encouragement with control and influence.
- Business communicators should select team members based on skills and communication styles.
