Chapter 7: Group Structure Flashcards
Group Size
2 – 400 people, 3-20 is the most common size
Members of larger groups report lower satisfaction due to:
o Limited time and energy for developing friendships.
o Higher potential for conflict due to differing viewpoints.
o Reduced verbal participation opportunities.
o Difficulty identifying with group accomplishments.
o Social inhibition increases as group size increases
o Individual contributions harder to recognize in larger group
3 types of tasks
- Additive Tasks
- Disjunctive Tasks
- Conjunctive Tasks
Additive Tasks
Larger groups perform better up to a point, but individual efficiency decreases (building a house)
Performance depends on the sum of individual contributions.
Disjunctive Tasks
Larger groups perform better due to the likelihood of including top performers ((e.g., error detection in coding)
Performance depends on the best member.
Conjunctive Tasks
performance decreases as group size increases because of weak links (assembly-line operations)
Advantages of Diversity
- multiple perspectives
- greater openness to new ideas
- multiple interpretations
- increased creativity
- increased flexibility
- increased problem-solving skills
Disadvantages of Diversity
- ambiguity
- complexity
- confusion
- miscommunication in early stages
- difficulty in reaching a single agreement
Deep diversity
differences in attitudes toward work/goals, harm cohesiveness
Surface diversity
age, gender, race, minimal negative impact or diminishes over time
Group Norms
collective expectations about acceptable behaviors within a group
What Norms Regulate
Important behaviors such as performance and attendance are more strictly regulated than trivial matters like office decoration.
How Norms Develop
Shared beliefs and values form shared attitudes, which in turn create norms, group consensus
Compliance with Norms happens when
o Norms align with privately held attitudes.
o They save time and prevent confusion (e.g., handshake etiquette).
o Group rewards and punishments enforce conformity even against personal beliefs.
Typical Organizational Norms
- Dress Norms
- Reward Allocation Norms
- Performance Norms
Roles (definition and 2 types)
positions in a group with a set of expected behaviors attached to them
- Assigned Roles:
o Formally prescribed by the organization to divide labor and responsibility (cashier) - Emergent Roles:
o Develop naturally to meet social-emotional needs or assist in tasks (class clown)
Causes of Role Ambiguity
- Organizational Factors (positions that lack clarity in scope)
- Role Sender (inconsistent expectations provided by the sender)
- Focal Person (The individual in the role doesn’t understand expectations)
Consequences of Role Ambiguity
Increased job stress, dissatisfaction, reduced commitment, lowered performance, and higher turnover intentions.
4 Types of Role Conflict
Intrasender Role Conflict
Intersender Role Conflict
Interrole Conflict
Person–Role Conflict
Intrasender Role Conflict
A single sender provides contradictory expectations (e.g., a manager says “relax” but gives urgent work)
Intersender Role Conflict
Multiple senders provide incompatible expectations (e.g., conflicting demands from a boss and team).
Interrole Conflict:
Conflicts between multiple roles held by one individual (e.g., marketing expert, group leader, and family member).
Person–Role Conflict
Role demands conflict with the individual’s personality or skills (e.g., whistleblowing due to ethical conflicts).
Status
the rank or social position accorded to group members based on prominence, prestige, and respect
Formal Status Systems
o Identify individuals with higher status publicly.
o Use status symbols as tangible indicators of rank.
o Titles, work relationships, pay packages, work schedules, and office locations.
Criteria for Formal Status:
- Seniority
- Assigned Role
- Organizational Benefits
Informal Status Systems
o Job performance: Recognized high performers gain informal prestige.
o Social factors: Status might also derive from gender, race, or other personal characteristics.
Example: A man taking a day off for family care may be praised, whereas a woman may face questions about commitment.
Group Cohesiveness
the degree to which a group is attractive to its members, leading them to stay in the group and describe it favorably.
Factors Influencing Group Cohesiveness
o External threats
o Success
o Diverse groups face challenges
o Larger groups struggle
o Groups with rigorous admission criteria are more attractive
o Challenging initiation fosters a sense of achievement and belonging
Consequences of Cohesiveness
- More Participation in Group Activities
- More Conformity
- More Success
