The Formation of Groups Flashcards
Features for a group to be successful (4)
- Interaction between members
- Some positive feelings towards each other
- A collective identity
- A sense of shared purpose
Group Formation - All stages
Factors that need to be considered when putting a team together (4)
Forming Stage
Members of the group share an affinity with each other based on their desire to share a common goal
Storming Stage
Differences of opinion and conflicts within the group may begin to surface
Norming Stage
The group or team members begin to resolve their differences and settle down into a team with a long-term potential
Performing Stage
Teams begin to fulfil their potential and concentrate on achieving their goals
Factors:
- The abilities of the players
- Motivation
- Personality
- Attitude
Cohesion (definition)
Task Cohesion (definition)
Social Cohesion (definition)
Cohesion
The extent to which a group works together to achieve a common goal
Task Cohesion
The interaction of group members and their effectiveness in working together to achieved a common goal
Social Cohesion
The interaction of individuals and how well they relate to each other
Why do you think task cohesion is vital for success in any game? (3 points)
- Players need to be able to interact effectively with good communication.
- It is important that each member of the team understand their own roles as well as the role of others.
- If a team is not cohesive then it could be classed as a faulty process.
Group Cohesion – Carron’s model
Factors Contributing to cohesiveness
Situational Factors:
These are factors binding a team together.
For example:
- the size of the group,
- training facilities,
- contracts etc.
- The larger the size of the group, the more coordination problems there may be
Member Characteristics
These are factors relating to the group and include:
- motivation,
- ability,
- team identity
- satisfaction of the members
Leadership factors
The behaviour of the leaders/coaches will influence the cohesiveness of the team.
- E.g. how much involvement the team is allowed to have within the decision making process.
Team factors
The desire of the whole team for success.
- The more success the team group experiences, the higher the cohesiveness
The two types of cohesion it leads to:
- Task Cohesion
- Social Cohesion
The two types of outcomes the cohesion leads to:
Group outcomes
- Team stability
- Performance effectiveness
Individual outcomes
- Behavioural consequences
- Performance effectiveness
- Satisfaction
Strategies for a cohesive team (9 ways)
- Creating a group identity e.g. team kit
- Creating an environment for discussion
- Avoid social cliques
- Improve fitness levels
- Minimise the difference in status between players
- Explain specific roles within the team
- Give individuals specific responsibility
- Practice to ensure all understand the tactics
- Give feedback on performance for reinforcement
Steiner’s Model (Formula and what it means)
Actual Productivity = potential productivity – losses due to faulty processes
Team success = potential for success – effect of co-ordination and motivation problems
Actual Productivity:
This is the performance of the group at a given moment in time.
Potential Productivity:
Quality and quantity of the groups resources relevant to the task
Dependent upon:
- the skill level
- the ability of the opponents
- task difficulty
- the expected outcome
Faulty Processes:
These are factors that interfere with the group reaching its full potential
Coordination problems:
- the inability to execute the tactics
- unable to communicate effectively with team mates
- unaware of expected position
- inadequate leadership
Motivational losses:
- productivity affected by social loafing
- failure attributed to lack of confidence
- lack of identifiable roles for team members
- injury
- anxiety of team/individual
- effect of audience
Ringlemann effect (4)
- This theory suggests that the larger the group the less the collective group effort will be.
- As the group size increases the individual contribution decreases
- This reduction in effort suggests that there might be problems with the teams’ motivation, whereby certain individuals feel that they can have others do their share of the work, and hide within the team.
- Came up with the conclusion following a tug of war experiment. He demonstrated that a team of 8 did not pull 8 times more than a single person.
Social loafing (definition)
This is where there is a reduction in motivation and individual effort, and the individual appears to hide within the group. In other words they appear to ‘coast’
Social loafing – reasons why? (5 reasons)
- Individual feels that their effort is not being recognised.
- There is no reward on offer – praise encouragement etc. Extrinsic motivational factors.
- Think that others in the group are not putting in the effort so why should they.
- Leader/coach is poor
- Perceived lack of ability by the performer, may demonstrate avoidance behaviours – will let others do the work
Strategies to minimise social loafing (8 ways)
- Use video analysis
- Identify individual contributions and not outcomes
- Give specific responsibility to individual players
- Regular feedback
- Motivate the performer – vary practice
- Challenging but realistic targets
- Ensure fitness levels are high
- Make situations difficult for loafing
