Chapter 7: Group Structure

Question 1

6 characteristics of group structure

Answer 1

1. Size
2. Member diversity
3. Norms (behavioral expectations)
4. Roles (who does what)
5. Status (rewards and prestige)
6. Cohesiveness (group attractiveness to members)

Question 2

Group Size

Answer 2

2 – 400 people, 3-20 is the most common size

Question 3

Members of larger groups report lower satisfaction due to:

Answer 3

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

Question 4

3 types of tasks

Answer 4

1. Additive Tasks
2. Disjunctive Tasks
3. Conjunctive Tasks

Question 5

Additive Tasks

Answer 5

Larger groups perform better up to a point, but individual efficiency decreases (building a house)

Performance depends on the sum of individual contributions.

Question 6

Disjunctive Tasks

Answer 6

Larger groups perform better due to the likelihood of including top performers ((e.g., error detection in coding)

Performance depends on the best member.

Question 7

Conjunctive Tasks

Answer 7

performance decreases as group size increases because of weak links (assembly-line operations)

Question 8

Actual Performance =

Answer 8

Potential Performance – Process Losses

Question 9

Advantages of Diversity

Answer 9

• multiple perspectives
• greater openness to new ideas
• multiple interpretations
• increased creativity
• increased flexibility
• increased problem-solving skills

Question 10

Disadvantages of Diversity

Answer 10

• ambiguity
• complexity
• confusion
• miscommunication in early stages
• difficulty in reaching a single agreement

Question 11

Deep diversity

Answer 11

differences in attitudes toward work/goals, harm cohesiveness

Question 12

Surface diversity

Answer 12

age, gender, race, minimal negative impact or diminishes over time

Question 13

Group Norms

Answer 13

collective expectations about acceptable behaviors within a group

Question 14

Why Norms Develop

Answer 14

Provide regularity and predictability, ensuring psychological security and minimal disruption

Question 15

What Norms Regulate

Answer 15

Important behaviors such as performance and attendance are more strictly regulated than trivial matters like office decoration.

Question 16

How Norms Develop

Answer 16

Shared beliefs and values form shared attitudes, which in turn create norms, group consensus

Question 17

Compliance with Norms happens when

Answer 17

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.

Question 18

Typical Organizational Norms

Answer 18

1. Dress Norms
2. Reward Allocation Norms
3. Performance Norms

Question 19

Performance Norms

Answer 19

o Social expectations often dictate performance levels more than ability or motivation.
o Informal group norms may limit productivity (e.g., restricting output in piece-rate systems).
o Groups with specific, challenging goals typically perform at higher levels.

Question 20

Reward Allocation Norms

Answer 20

Equity: Based on effort, performance, or seniority.
Equality: Everyone receives equal rewards.
Reciprocity: Rewards based on mutual exchanges.
Social Responsibility: Rewards those in need.

Question 21

Roles (definition and 2 types)

Answer 21

positions in a group with a set of expected behaviors attached to them

1. Assigned Roles:
   o Formally prescribed by the organization to divide labor and responsibility (cashier)
2. Emergent Roles:
   o Develop naturally to meet social-emotional needs or assist in tasks (class clown)

Question 22

Causes of Role Ambiguity

Answer 22

1. Organizational Factors (positions that lack clarity in scope)
2. Role Sender (inconsistent expectations provided by the sender)
3. Focal Person (The individual in the role doesn’t understand expectations)

Question 23

Consequences of Role Ambiguity

Answer 23

Increased job stress, dissatisfaction, reduced commitment, lowered performance, and higher turnover intentions.

Question 24

4 Types of Role Conflict

Answer 24

Intrasender Role Conflict
Intersender Role Conflict
Interrole Conflict
Person–Role Conflict

Question 25

Intrasender Role Conflict

Answer 25

A single sender provides contradictory expectations (e.g., a manager says “relax” but gives urgent work)

Question 26

Intersender Role Conflict

Answer 26

Multiple senders provide incompatible expectations (e.g., conflicting demands from a boss and team).

Question 27

Interrole Conflict:

Answer 27

Conflicts between multiple roles held by one individual (e.g., marketing expert, group leader, and family member).

Question 28

Person–Role Conflict

Answer 28

Role demands conflict with the individual’s personality or skills (e.g., whistleblowing due to ethical conflicts).

Question 29

Status

Answer 29

the rank or social position accorded to group members based on prominence, prestige, and respect

Question 30

Formal Status Systems

Answer 30

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.

Question 31

Criteria for Formal Status:

Answer 31

• Seniority: Longer tenure can result in benefits like better schedules or office space.
• Assigned Role: Job roles (e.g., manager, executive) are tied to differing levels of status
• Organizational Benefits:
  o Motivate employees to strive for higher positions.
  o Reinforce authority hierarchy.

Question 32

Informal Status Systems

Answer 32

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.

Question 33

Consequences of Status Differences

Answer 33

Communication Patterns:
o People prefer to communicate with others of equal or higher status.
o Large Status Gaps: Can inhibit upward communication.
o Higher-status members speak more and hold greater influence in decision-making.

Question 34

Strategies for Reducing Status Barriers

Answer 34

o Eliminate status symbols (e.g., reserved parking, executive offices).
o Foster egalitarian cultures (e.g., Silicon Valley practices).
o Implement inclusive programs (e.g., joint orientation for all employees at Vancity).

Question 35

Group Cohesiveness

Answer 35

the degree to which a group is attractive to its members, leading them to stay in the group and describe it favorably.

Question 36

Factors Influencing Group Cohesiveness

Answer 36

o External threats (e.g., financial challenges) increase cohesiveness as groups improve communication and coordination.
o Successful groups become more attractive to members, reinforcing cohesiveness.
o Diverse groups face challenges in developing cohesiveness initially.
o Larger groups struggle with cohesiveness due to difficulty in setting goals, communication challenges, and the tendency to form subgroups.
o Groups with rigorous admission criteria are often more attractive to members (e.g., elite military units or exclusive clubs).
o Challenging initiation fosters a sense of achievement and belonging.

Question 37

Consequences of Cohesiveness

Answer 37

1. More Participation in Group Activities
2. More Conformity
3. More Success

Question 38

More Participation in Group Activities

Answer 38

o Cohesive groups exhibit lower turnover, reduced absenteeism, and high levels of communication and cooperation.
o Communication is often friendly and supportive.

Question 39

More Conformity

Answer 39

o Cohesive groups effectively enforce norms through rewards, punishments, and communication with deviants.
o Deviants are pressured to conform; persistent non-conformity can lead to isolation.

Question 40

Cohesiveness contributes to goal achievement through

Answer 40

 High participation.
 Effective communication.
Commitment to group norms