Behaviour of Individual in a Group Essay

Introduction

“ The line of survey and apprehension of single and group behavior, and forms of construction in order to assist better organizational public presentation and effectivity. ” ( Robbins, 2007 ). Administration is one of the most of import parts and serves of import demands of the society. So the determinations and actions of direction in administrations have an increasing impact on persons, other administrations and the community ( Mullins, 2008 ). Hence it is of import, to understand how organisation maps. For that we need to larn the behavior of people, how do they act and execute as members of a group and as persons.

This study is discoursing the public presentation and behavior of an person while working in a group. The study emphasise on three interconnected parts which are concerned with: depicting the formation of the group, differences between group and squad, how single perform in a group and their public presentation as an person, and eventually some decisions on importance of the behavior and public presentation of an person in a group.

Groups

Groups are any figure of people who interact with one another ; are psychologically cognizant of one another ; and perceive themselves to be a group ( Schein, 1988 ). A group is two or more persons interacting with each other to carry through a common end ( Ivancevich, Konopaske, & A ; Matteson, 2008 ). Any ways groups are non same as that of squads. Teams are mature groups which are motivated and they are mutualist on each other for a common end. Team can be of fixed size but groups can postpone on intent of the work. All squads can be a group but all groups ca n’t be a squad.

Advantages and disadvantages of a group

Advantages

• Learn to listen others point of position of other member in a group and take their considerations.
• Learn a batch from persons personalities.
• Learn group co-ordination and Mutual apprehension.
• Learn to split work and finish the work faster.
• Learn to interact with different sort of people.

Disadvantages

• If there are many people in a group so there may be group struggle.
• There may be different sentiments on making same thing so sometimes it takes clip to get down the work.
• Every member of a group should cognize its function and should work consequently.
• Self regard of a individual can be bosom while his sentiment is non taken or non implemented.

Why do people fall in groups?

Worlds are societal animate being, they ca n’t remain entirely. They want person to interact with each other. Peoples join nines, different groups and societies merely for interacting with each other. This is human psychological science that they ca n’t halt pass oning with each other. Working in a group is an first-class manner of constructing the effectual interpersonal relationship that administration demands ( Heller, 1997 ). There are some of other grounds why people like to be in a group and they are: Security, Task accomplishment, Social needs and Power ( Ellis & A ; Penny, 2000 ).

Peoples feel safety while they are in a group for an illustration working in an administration some determination has to be taken people feel safe to take determination in a group instead than taking separately. Task accomplishment is besides a chief ground why people join groups there are many undertaking which can non be done entirely. Some people join groups for societal demands say by organizing a group they are organizing some particular relationship. Power is the chief ground people form a group for an case if many people are making a peculiar talk it can be done easy but that ‘s non true for persons.

Reasons for formation of a group in an administration

Peoples join groups because groups are able to carry through things that persons can non carry through working entirely and working in group fulfils the societal demands of people. The functional theory of the formation posits that groups are the lone manner to last the demands of the environment ( Stewart, Manz, & A ; Sims, 1999 ).

• Environmental factors

As occupations become more complex due to engineering or other factors, groups become a good manner to manage the complexness ( Levi, 2001 ). Furthermore, joint direction has a strong ability to pull capital beyond the laminitiss or proprietor ‘s resources from private and venture capital angels ( Timmons, 1999 ). I feel some work in an organisation ca n’t be done by single it requires a group of people for better apprehension of a complex state of affairs.

• Poor public presentation, crisis and endurance

The impulse to seek something new and to alter the class of action additions when the public presentation is low ( Boone, C ; new wave Olffen, W ; vanWitteloostuijn, A ; De Brebander, B, 2004 )

Hence there is a fright of failure when a person is working entirely but that ‘s non ever true when groups are working. Peoples know their ain duties while working in a group and they try to carry through each and every thing.

• Growth

A little concern proprietor may non hold the sufficient cognition and accomplishments to guarantee important organisational growing ( Weinzimmer, 1997 ). When the house sizeincreases, more people are needed for effectual direction ( Weltman, 2001 ). Groups are responsible for the development of an administration. Hence group should ever believe about the growing of the administration.

• Profitableness and better house public presentation

The benefits of teamwork in direction relate to both work and steadfast public presentation ( e.g. ( Hunsaker, 2001 ; Eisenstat & A ; Cohen, 1990 ) No homo is perfect, but groups can be. Human has some or other countries where they can non work. But while working in a group homo can conceal their failings.

• Social issues

Company can assist in job resolution and to decrease demanding working conditions as support arises among the squad members ( Hunsaker, 2001 ). One of the most compelling grounds why people join groups is because they believe rank in a peculiar group will assist them to fulfill one or more of import demands.

Group norms

Harmonizing to Sherif ( 1936 ), norms are the “ imposts, traditions, regulations, values, manners, and any other standards of behavior which are standardised as a effect of contact with persons ”. Later, ( Steers, 1981 ) called norms a shared group criterion which regulates member behavior. Norms besides have been identified as the informal regulations that groups adopt to modulate and regulate members ‘ behavior ( Feldman, 1984 ).

Although norms by and large exist in the formal context of group operation, seldom appear in written signifier, and are rarely discussed, they still have a really powerful and consistent influence on group behavior ( Hackman, 1976 ). After analyzing all this definitions I feel norms are regulations which are made by persons which work in a group for its smooth working.

Norms are made by a group, so there can be different norms for different types of a group. For illustration, there are groups of people who are in a university every group will hold its ain norms. Second, there are assorted grades of credence by a group member. That means some norms are followed by every group member and other norms are restricted to some people merely. Some of the norms are besides applied all group members and some norms are applied for few people in a group. For an case, a group is working in an administration, some norms are followed by all group members and some norms are merely for the place holders, say directors in a group ( Ivancevich, Konopaske, & A ; Matteson, 2008 ).

Different types of group

Administration has two different types of groups they are formal groups and informal groups. The major difference between both this types of groups is that there is friendly relationship between the members of the group. In informal group the full member knows each other so they know what strength and weaknesses each person has harmonizing to that everyone can work out cognizing each other. And formal groups are made by the administrations they do n’t cognize each other they are formed for a specific end. “ A planned system of concerted attempt in which each participant has a recognized function to play and responsibilities or undertakings to execute ” ( Katz, 1965 ). These types of groups are made merely for smooth operation of an administration. Peoples do n’t cognize each other so there are less opportunity of acquiring friendly environment, and acquiring better consequences. Harmonizing to Palazzolo ( 1981 ), “ a aggregation of single whose common work experience consequence in the development of a system of interpersonal dealingss beyond those expected of them by values of their employment ”. In this type of group people know each other and they are friends with common ends so they can organize with each other without any job. There is no communicating spread between the people, so work can be done in better manner. The lone job with this type of group is that it has friendly environment so many times it does non work for a administration. But informal groups are better than formal groups.

Groupthink

“ A manner of believing that people engage in when they are profoundly involved in a cohesive in-group, when the member ‘s nisuss for unanimity override their motive to realistically

Appraise alternate classs of action ” ( Janis, 1972 ). With the thought of Groupthink group behavior and public presentation can be increased. Groupthink can do any sort of determinations in an organisation. As we have notice person does non take any determinations, all the determinations are been taken by the administration are discussed before implementing it. This is because all person has different manner of thought in an administration so everyone should cognize what is traveling on and can acquire thoughts from everyone. By making this the opportunities of implementing a hazard gets lessening and on one in an administration can repent the fact after implementing the new undertaking.

Numbers of specific symptoms on groupthink are as follows.

• There is an semblance of impregnability with inordinate optimism and risk-taking.
• The discounting or discrediting of negative feedback which contradicts group consensus consequences in rationalization in order to explicate away any disagreeable information.
• An undisputed belief in the built-in morality of the group which leads members to be convinced of the logical rightness of what it is making and to disregard ethical or moral effects of determinations.
• The group ‘s desire to keep consensus can take to negative stereotyping of oppositions or people outside the group, or to the credence of alteration.
• There is force per unit area on single members to conform and make consensus so that minority or unpopular thoughts may be suppressed.
• Each member of the group may enforce self-censorship in order to stamp down their ain aims, or personal uncertainties or dissensions.
• As a consequence of self-censorship, there is an semblance of unanimity with a deficiency of uttered dissent and a false sense of integrity.
• In the improbable event of dissent or contrary information, this will give rise to the outgrowth of ‘mind guards ‘ who act as filters, guarding group leaders, debaring resistance and applying force per unit area on perverts. ( Mullins, 2008 )

Individual behavior as a group member

Psychological research on creativeness has tended to concentrate on persons and intra-individual factors ( e.g., motive ; Amabile, 1982 ). Ford ‘s ( 1996 ) Theory of Creative Individual Action besides links the work environment with intra-individual factors to explicate single creativeness. Ford ‘s theory describes three person features which overlap conceptually with the constituents of Amabile ‘s ( 1988, 1997 ) theoretical account, via: sense devising, motive, and cognition and ability. Individual personality makes a large impact on his psychological behavior in an administration. Besides all the employees has to be motivated by some or the other ways. There may be some of the differences while working in a group but person has to disregard them. All the group members are at that place for a common intent so everyone should cognize their function and consequently they have to execute while they are in a group.

No person should back-off at last motion while working in a group. By making this he can develop psychologically every bit good as potentially. He can acquire different thoughts from all other group members. He wo n’t be restricted to a bound, and besides can work better as a group member. This is because we know no person is perfect and group can be, this says group members can conceal failings of a single. But for executing better in a group person should be motivated all the clip. Maslow ‘s theory of motive gives an thought how single can be motivated.

Motivation

Motivation is the factor that every group leader should give to their group member. Motivation is better explained by Maslow ‘s theory.

Maslow ‘s theory

Abraham Maslow attempted to explicate a needs-based model of human motive and based upon his clinical experiences with humans.From Maslow ‘s theory of motive, modern leaders and executive directors find means ofemployee motivationfor the intents of employee and work force direction. Harmonizing to this theory worlds are motivated by unsated demands and certain lower demands. All persons should carry through physiological demands foremost. If these demands are non satisfied so there are opportunities for an person to go forth the administration, as he is de-motivated from the administration. After finishing these needs other higher degree demands should be completed like he should be safe from other things which are in and out of the administration. And the hierarchy goes on till Self-Actualization. Hence Abraham Maslow ‘s theoretical account indicates that basic, low-level demands such as physiological demands and safety must be satisfied before higher-level demands such as self-fulfilment are pursued. ( Anonymus, Abraham Maslow Biography, 2005 )

Peer Pressure

Peer pressureis a alteration inattitudes, values, orbehaviourin individual toconformto groupnorms ( Anonymus, 2010 ). This individual can non be the member of the group. Peer force per unit area can be because of alteration in anything in the administration. This can be a environment alteration or alteration in demand. And because of this force per unit area group member leaves the group and may fall in other group which he do n’t wish to be a member of that group, and therefore they behave adversely refering that group ‘s behavior. Peer force per unit area can do people to make things they would non usually do, e.g. get down imbibing, may take least involvement in the administration, etc.

Group Conflict

Group struggle can happen when there is difference in sentiments within the group member. Conflict in a group can happen because of following grounds age, race, gender, instruction, functional background, and term of office. And because of this some clip we feel to remain off from a group. This type of struggle can be seen in formal group. But that ‘s non a instance of informal group all the group member knows each other so they are understanding and many a times informal group may be of same age group and same sort of instruction so due to this ground the rate of struggle reduces or many times conflict does non take topographic point. There is besides struggle in the informal groups but this type of struggle does non last for more than a twenty-four hours.

Experience

This I can state with my ain experience, I have been a member of a informal group while I was in my college, I was a member of cultural commission of the college from five old ages. Till completed my graduation. We used to organize the college festival called Utkarsh, I ever took portion in event handling material. And for last twosome of old ages I was elected as a co-ordinator of Roars, with is IT and comp-science festival under Utkarsh. There were about 15-20 peoples group who used to be a member if Roars and Utkarsh, so while organizing a festival there are ever conflict between a group members that which event will take topographic point and where will it be held in the college, this is because there are about 4000 people turning up for the event hence every one privation to maintain more event and all the event at one topographic point hence there are struggle between group members. But one time everything is solved there are no personal declinations in any one ‘s head. This is a large advantage of been a member of a informal group.

In informal group besides there should be a individual who manages the group. In my instance I been a co-ordinator had to look after the group. I had to look after personal jobs with some other group members some other jobs group member has while organizing the festival. In intra group struggle I had to pull off to work out the job. This I was making on the Maslow ‘s theory. If they need any necessary things for the event I typed to carry through that by demanding it from the college governments. The governments should give them some safety steps by inquiring professors to take the talks which they have missed and do n’t tag them as absent while they are working for the college festival every bit good as supplying them with equal criterions so that everyone gets a opportunity to give their ain sentiment. To supply them a ego regard so that they can besides be confident while working for a college festival.

Decision

Work done by single ever talk clip so work done by a group. Everything depends on the single personality and his psychological and possible behavior. Say now there is a word written “ impossible ” one person may read it as “ impossible ” and other may read it as “ one m possible ”. Hence it depends on how the single think. But working in a group ever helps for single to development himself. He gets to cognize how other persons in a group think and what is the attack of other people on a peculiar work. There is ever conflict in a group persons should take these in a positive manner as the group struggle is because of the improvement of the work which group is making. The struggle in a group can be minimised if the group is an informal group. This is because all the group member knows each other and they are about of same age so at that place believing are besides about same. There should be a leader in a group to command the group. Group leader should ever actuate people so that people can work in better manner. Finally, I think group is ever a better option to work instead than working as an person.

Mentions

• Amabile, T. M. ( 1988 ). A theoretical account of organisational invention. In B. M. Staw, & A ; L. L. Cummings ( Eds. ), Research in organisational behaviour. Greenwich, CT: Jai Press.
• Amabile, T. M. ( 1997 ). Motivating creativeness in organisations. California Management Review, 40 ( 1 ), 22-26.
• Amabile, T. M. ( 1982 ). Social psychological science of creativeness: a consensual appraisal technique. Journal of Personality and Social Psyhology, 43, 997 – 1013.
• Anonymus. ( 2005 ). Abraham Maslow Biography. Retrieved March 21, 2010, from Abraham Maslow: hypertext transfer protocol: //www.abraham-maslow.com/m_motivation/Hierarchy_of_Needs.asp
• Anonymus. ( 2010, march 22 ). Peer force per unit area. Retrieved March 23, 2010, from wikipedia: hypertext transfer protocol: //en.wikipedia.org/wiki/Peer_pressure
• Boone, C ; new wave Olffen, W ; vanWitteloostuijn, A ; De Brebander, B. ( 2004 ). The generation of top direction squad diverseness: selective turnover among top direction squad in Dutch newspaper publication, 1979-1994. Academy of Management Journal, 47 ( 5 ), 633-656.
• Eisenstat, R., & A ; Cohen, S. ( 1990 ). ”Top direction groups ”, in Hackman, J.R. ( Ed. ), Groups that Work ( and Those That Do n’t ) : Creating Conditionss for Effective Teamwork. San Francisco, CA: Jossey-Bass Publications.
• Ellis, S., & A ; Penny, D. ( 2000 ). Introduction to Organizational Behaviour. London: McGraw-Hill Publishing Company.
• Feldman, D. C. ( 1984 ). The Development and Enforcement of Group Norms. Academy of Management Review, 9, 47-53.
• Ford, C. M. ( 1996 ). A theory of single originative action in multiple societal spheres. Academy of Management Review, 21 ( 4 ), 1112 – 1142.
• Hackman, J. R. ( 1976 ). “ Group Influences on Persons ”, in Dunnette, M.D. ( Ed. ), Handbook of Industrial and Organizational Psychology. Chicago: Rand McNally.
• Heller, R. ( 1997 ). In Search Of European Success. London: Harper Collins concern.
• Hunsaker, P. L. ( 2001 ). Training in Management Skills. Englewood Cliffs, NJ: Prentice-Hall.
• Ivancevich, J. M., Konopaske, R., & A ; Matteson, M. T. ( 2008 ). Organizational Behavior and Management. New York: McGraw-Hill Irwin.
• Janis, I. L. ( 1972 ). Victims of Groupthink: A Psychological Study of Foreign-policy Decisions and Fiascoes. Boston MA: Houghton Mifflin.
• Katz, F. E. ( 1965 ). “ Explaining Informal Work Groups in Complex Organizations: The Case of Autonomy in Structure ” ( Vol. 10 ). Spring: Administrative Science Quarterly.
• Levi, D. ( 2001 ). Group Dynamics for Teams. Thousand Oaks, CA: Sage Pubilcations.
• Mullins, L. J. ( 2008 ). Necessities of Organisational Behaviour. London: Prentice Hall.
• Palazzolo, C. S. ( 1982 ). Small Groups. New York: Nostrand Company.
• Robbins, S. P., & A ; Judge, T. A. ( 2007 ). Organizational Behavior, Twefth edition. Financial Times Prentice Hall.
• Schein, E. H. ( 1988 ). E. H. Organizational Psychology, Third edition. Prentice Hall.
• Sherif, M. ( 1936 ). The Psychology of Social Norms. New York: Harper & A ; Brothers.
• Tips, R. M. ( 1981 ). Introduction to Organisational Behavior. Santa Monic, CA: Goodyear.
• Stewart, A., Manz, C. C., & A ; Sims, H. P. ( 1999 ). Team Work and Group Dynamics. New York: John Wiley & A ; Sons Inc.
• Timmons, J. A. ( 1999 ). New Venture Creation: Enterpreneurship for twenty-first Century. Boston, MA: McGraw-Hill.
• Weinzimmer, L. G. ( 1997 ). Top direction squad correlatives of organisational growing in a little concern context: a comparative survey. Journal of Small Business, 35 ( 3 ), 1 – 9.
• Weltman, B. ( 2001 ). J.K. Lassr ‘s Finance and Tax for Your Family Business. New York, NY. : Wiley & A ; Sons.