H. 6 Structure Flashcards
Prescriptive norm
wherein positively punished behavior is identified (preferred)
Proscriptive norm
wherein, prohibited, negative behavior is described
Descriptive norm
describes how people behave, feel, and think usually in a certain situation
Consensual norm
accepted by many group members
Internalized norm
personally accepted by every group member
Injunctive norm
defines what behavior is bad and what is good or acceptable
Informal norm
unwritten rules for behavior of a group
Implicit norm
self-explanatory rules, that are followed automatically.
Self-generating norm
happens when members reach agreement by mutual influences
Stable norm
when norms are developed, they resist chance and are passed on by current members to new members
Folkways
the present and self-explanatory norms in a culture or society.
Moral
more strict standards of the good ways in which action should be conducted in a culture or society.
pluralistic ignorance
Individuals do not agree, but assume that they are the only ones who think like that, which withholds them from expressing it in the group and act along with this negative norm.
Also happens with eating disorders or overweight (this is more present in some groups, like in sport teams).
3 role theories
- Functional
- Interactional
- Dynamic
- Functional: emphasis on the usability and the utility of a role to reach goals and to strengthen the relations in the group. The most competent employee will have a flexible role.
- Interactional: emphasis on the productive process of actions that are role-oriented, where everyone works on his own roles and obligations while interacting with each other’s.
- Dynamic: in which someone has multiple roles (primary, like being a father or mother, or secondary, like being a follower of something).
Self-presentation (impression management)
influences the perception of others, by passing selectively personal information through to them (conscious and unconsciously to leave a good impression with others).
5 ways a role can lead to stress
- Role ambiguity: unclear expectancies of the behavior in certain positions.
- Role conflict: stress and insecurity that are caused by inconsistent expectancies of someone’s role in the group.
- Interrole conflict: When people have multiple roles in a group and the two kinds of behavior of the roles are in conflict with each other.
- Intrarole conflict: opposite expectancies within a role.
- Role fit: the agreement between the obligations that belong to a role, and the values, skills and other characteristics that belong to the individual that takes the role (ability to be yourself).
Status differentiation vs Sociometric differentiation
Status differentiation: when group members get more authority and thus others less.
Sociometric differentiation: development of stronger and more positive and personal ties between members of a group, which results in a decreased quality of other relations in the group.
Balance theory (Heider)
an analysis of social relations that assumes that relations are either balanced or unbalanced, which leads to stress. → they can again become more balanced when there are changes in the psychological state of the members or through personal changes in the group (there is always a motivation to try to reach a balance state).
Bales’: Systematic Multiple Level Observation of Groups (SYMLOG)
> + 3 dimensions
structural analysis of groups, where in the underlying structure is described, explained and controlled.
Group activities can be divided into three dimensions:
1. dominance vs. submissiveness (extravert – up, or introvert – down);
2. friendliness (up) vs. unfriendliness (down);
3. acceptance (up) vs. nonacceptance (down) of authority.
The group is most effective when these three aspects of a group are in line.
→ Can be used to make a graph based on those dimensions, to see what the organization of a group is (underlying structures).
