Unit 5: Group Dynamics and Leadership

Understanding Groups and Teams: Types of Groups: Formal, Informal,

Work Teams - Group Formation and Development - Group Dynamics:
Cohesion, Norms, Roles - Leadership and Communication in Teams -
Leadership Styles and Theories – Leadership effectiveness and situational
factors - Effective Team Communication Strategies - Managing Conflict and
Promoting Collaboration in Teams.
 A group refers to two or more
Group
individuals who interact and are
interdependent, meaning that the
behavior or actions of one group
member influences the others.

Groups can form for a variety of

reasons

✔ Achieving a common goal

✔ Sharing resources

✔ Mutual interests
Types of Groups
Unique characteristics and serves different functions depending on its
purpose, structure, and the relationships

1. Formal Groups
Officially structured groups created by an organization or institution to fulfill
specific goals or tasks. Members are assigned roles and responsibilities.

Examples:

Work Teams: Teams assigned specific projects, tasks, or roles within an

organization (e.g., project management teams, marketing teams).

Committees: Groups of people selected for a specific purpose or task, like

a hiring committee or policy review committee.
2. Informal Groups:

Groups form naturally within the social environment of an organization or

community. They are not officially established but arise from interpersonal
relationships and common interests.

Examples:

Friendship Groups: People who interact because of shared interests or

social connections (e.g., coworkers who have lunch together).

Interest Groups: People with common hobbies or goals outside the formal
work structure (e.g., a group of employees who enjoy playing sports
together after work).
3. Primary Groups:

Small, close-knit, and emotionally bonded groups where members have

personal and lasting relationships.

These groups play a critical role in socialization and emotional support.

Examples:

Families: The most basic primary group.

Close Friend Groups: Tight-knit groups of friends who provide emotional

support and share close personal connections.
4. Secondary Groups:

larger and more impersonal groups. They tend to be task-oriented and less
focused on emotional connections.

The interaction is more formal, and relationships within these groups tend
to be temporary or goal-driven.

Examples:

Colleagues in a Business: People work together but may not have

personal relationships.

Classroom Groups: Students working together for a common academic

goal.
5. Task Groups:

Groups are formed to accomplish specific tasks. Once the task is completed,
the group may disband.

Examples:

Project Groups: Teams formed to complete a specific project.

Problem-solving Groups: Groups created to solve specific organizational

or operational issues.
6. Command Groups:

Groups that consist of a manager and the employees who directly report to
them.

These groups are defined by the organization's hierarchy and structure.

Examples:

Departmental Teams: A marketing team or IT team in an organization

led by a department head.
7. Interest Groups:

Groups formed by individuals who share a common interest or hobby.

These groups may form for recreational, social, or political purposes.

Examples:

Clubs or Associations: Book clubs, photography groups, or environmental

advocacy groups.
8. Virtual Groups:

Groups that interact through digital communication tools rather than

face-to-face. These groups are increasingly common due to the rise of
remote work and digital collaboration.

Examples:

Remote Teams: Employees working on the same project from different

geographic locations.

Online Communities: Groups formed around a specific topic or hobby,

such as forums or social media groups.
Group Formation and Development Stages
Group formation refers to the process by which individuals come together to
form a cohesive and functional unit, often referred to as a team or group.
This process is typically described using Bruce Tuckman's Five Stages of
Group Development, which outlines the stages that groups go through
from initial formation to the completion of tasks
1. Forming (Orientation Stage)

✔ This is the initial stage where group members come together for the first
time.

✔ During this stage individuals are polite and careful as they get to know
each other.

✔ Roles and expectations are unclear, and group members may feel
uncertain about how to interact with others or what is expected of them.
Key Characteristics:

✔ High dependence on the leader for guidance.

✔ Individuals seek to understand the group’s purpose, structure, and

leadership.

✔ Unclear roles and responsibilities.

✔ Group members may exhibit anxiety or excitement.

✔ Focus: Building relationships and setting the ground rules.

2. Storming (Conflict Stage)

✔ In this stage, conflicts and disagreements arise as group members begin

to express their opinions more freely.

✔ Power struggles and competition may emerge as individuals push against

the boundaries established in the forming stage.

✔ This stage is often challenging but necessary for the group to grow.
Key Characteristics:

✔ Disagreements over roles, goals, and approaches.

✔ Clashing personalities or differing opinions.

✔ Frustration or resistance as members attempt to establish their positions

within the group.

✔ Testing the leader's authority or other members’ capabilities.

✔ Focus: Resolving conflicts, clarifying roles, and negotiating power

structures.
3. Norming (Cooperation Stage)

As conflicts are resolved, the group begins to develop stronger cohesion.

Members start accepting their roles, and a sense of unity and cooperation
develops.

The group establishes norms and common expectations, and individuals feel
more comfortable working together.
Key Characteristics:

✔ Group cohesion and unity grow.

✔ Roles and responsibilities become clearer and more defined.

✔ Trust and collaboration increase.

✔ The group develops informal rules (norms) regarding behavior,

communication, and expectations.

✔ Focus: Strengthening relationships, establishing clear roles, and

developing effective communication.
4. Performing (Productivity Stage)

✔ At this stage, the group functions at a high level of efficiency and

effectiveness.

✔ The group has developed strong relationships and trust, and members
are focused on achieving the group's goals.

✔ They can work independently or collaboratively, and the group is

productive and self-sustaining.
Key Characteristics:

✔ High levels of trust, collaboration, and communication.

✔ Members are focused on problem-solving and achieving objectives.

✔ The group is able to manage conflicts constructively.

✔ Members can take initiative and contribute to decision-making.

✔ Focus: Achieving goals and maintaining group performance.

5. Adjourning (Dissolution Stage)

✔ This final stage occurs when the group has completed its tasks and is
ready to disband.

✔ Members may feel a sense of accomplishment or, in some cases, sadness

as the group dissolves.

✔ This stage is especially relevant for temporary teams or project groups.

Key Characteristics:

✔ The group reflects on achievements and experiences.

✔ Members may experience feelings of closure, separation, or loss.

✔ There may be a focus on acknowledging contributions and celebrating

successes.

✔ Some groups may transition to new tasks, while others will dissolve.

✔ Focus: Closure, recognition of group achievements, and transition.

Importance of Each Stage

Forming is crucial for establishing initial relationships and setting

expectations.

Storming allows for the airing of differences, which is important for

clarifying roles and overcoming potential obstacles.

Norming fosters cohesion, trust, and collaborative behavior, laying the

foundation for productive work.

Performing is the stage where the group is most effective, and real
progress can be made toward achieving goals.

Adjourning provides a sense of closure and allows for reflection on the

group's accomplishments and challenges.
Group dynamics
Group dynamics refers to the behaviors, attitudes, and processes that occur
within or between groups.
It is a key area in organizational behavior and social psychology, focusing on
how people in groups interact, make decisions, solve problems, and
influence one another.

"Coming together is a beginning. Keeping together is progress.

Working together is success."
Group cohesion Group cohesion, also known as
social cohesion or team cohesion,
is the level of connection between
members of a group and their goals

Group cohesion is the degree to which

members feel connected to one another
and the group as a whole. High
cohesion typically leads to better
cooperation, communication, and
satisfaction
Key Factors Contributing to Group Cohesion
1. Interpersonal Attraction

Group members are more likely to be cohesive if they like and respect each
other. Positive interpersonal relationships foster trust, cooperation, and a
shared sense of belonging.

2. Shared Goals and Objectives

When group members have clear, common goals, they are more likely to
work collaboratively. Alignment in objectives fosters a sense of purpose and
reinforces the desire to work together.
3. Group Size

Smaller groups tend to be more cohesive, as fewer members can engage in

more direct and frequent communication. Larger groups can struggle with
creating a unified sense of identity and purpose.

4. Group Norms and Roles

Establishing clear expectations and roles helps prevent conflicts and

misunderstandings. Group norms promote conformity and cooperation,
which are essential to maintaining cohesion.
5. Communication

Open and effective communication is a cornerstone of group cohesion. It

ensures that ideas, concerns, and goals are shared, and conflicts are
resolved, fostering mutual respect and understanding.

6. Leadership

Strong, supportive leadership is crucial for building cohesion. Leaders who

encourage participation, mediate conflicts, and set clear goals help create a
collaborative and positive group environment.
7. Group Identity and Pride

A sense of shared identity, often fostered through common experiences or

symbols, can strengthen cohesion. This creates a sense of belonging and
loyalty toward the group.

8. Task Interdependence

When group members rely on each other to complete tasks, it fosters

cooperation and collaboration. Task interdependence highlights the
importance of each member’s contribution to the group’s success.
Team Norms
Team norms are the shared expectations, rules, and behaviors that guide
how members of a team interact and perform their tasks.

Norms help create a sense of order and predictability, ensuring that

members know how to behave in various situations and reducing ambiguity
in team interactions.
Development of Team Norms
1. Initial Group Meetings

In the early stages of team formation, team members begin observing and
interacting with each other. Early interactions set the stage for the
development of behavioral patterns that can become team norms.

2. Shared Experiences

As the team works together on tasks, members start recognizing what

behaviors lead to success or failure. Through these shared experiences,
norms emerge, either formally (through discussions) or informally (through
repeated behaviors). For example, punctuality in meetings might become a
norm if being late leads to project delays.
3. Leadership Influence

Leaders play a significant role in shaping team norms by setting

expectations, modeling appropriate behaviors, and reinforcing desired
actions. Their attitudes towards communication, problem-solving, and
performance tend to influence how other team members behave.

4. Cultural and Organizational Context

Team norms are influenced by the wider organizational culture. Teams

operating within companies with strong cultures of innovation, for example,
are likely to adopt norms that encourage creativity and risk-taking
5. Feedback and Reinforcement

Norms are solidified through feedback mechanisms. When behaviors align

with the established norms, positive reinforcement (like praise or
recognition) strengthens those behaviors. Similarly, deviations from the
norms might result in corrective feedback or even sanctions, encouraging
conformity.

6. Conflict Resolution

How teams handle conflicts also shapes norms. Teams that resolve conflicts
constructively tend to develop norms around open communication and
respect, whereas unresolved tensions can lead to norms of avoidance or
passive-aggressive behavior.
Influence of Team Norms on Team Dynamics and Performance
Outcomes
✔ Impact on Team Cohesion

✔ Communication Patterns

✔ Role Clarity and Conflict Reduction

✔ Performance and Efficiency

✔ Team Morale and Motivation

✔ Innovation and Risk-Taking

Conflict management – Strategies in work place setup
Conflict Management
Conflict management refers to the process of identifying and handling
conflicts in a productive way, minimizing negative outcomes, and promoting
positive results for the team or organization.

In a workplace setup, conflicts can arise from differences in personalities,

work styles, competing interests, or misunderstandings.

An effective leader uses various strategies to manage these conflicts and

ensure a harmonious work environment.
Conflict management – Strategies in work place setup
1. Collaborating (Win-Win Approach)

The collaborating strategy involves working together with all parties to find a solution that
satisfies everyone. This is often considered the most effective strategy because it
encourages open communication, idea sharing, and finding mutually beneficial outcomes.

Key Steps:

✔ Identify the root cause of the conflict.

✔ Bring all parties together for an open discussion.

✔ Encourage active listening and sharing of perspectives.

✔ Work toward a solution that addresses the concerns of all parties involved.

✔ Focus on shared goals rather than individual positions.

Advantages:

✔ Builds long-term relationships and trust.

✔ Encourages creative problem-solving.

✔ Leads to lasting, mutually satisfactory solutions.

Disadvantages:

✔ Can be time-consuming, especially when parties have deeply rooted

differences.

✔ Requires strong communication and negotiation skills.

2. Compromising (Give and Take Approach)

The compromising strategy involves both parties giving up something to

reach a solution that partially satisfies everyone. This approach seeks to
find a middle ground quickly and efficiently.

Key Steps:

✔ Facilitate a discussion where each party presents their concerns.

✔ Identify the core issues and areas of flexibility.

✔ Help each side make concessions to reach a fair solution.

✔ Ensure that both parties feel they’ve gained something from the
compromise.
Advantages:

✔ Quick resolution that satisfies both parties to a degree.

✔ Prevents escalation of conflicts.

✔ Reduces tension and allows work to continue with minimal disruption.

Disadvantages:

✔ The solution may not fully satisfy either party.

✔ Can lead to superficial agreements that don’t address deeper issues.

✔ Overuse can lead to team members feeling they are constantly

sacrificing.
3. Accommodating (Yielding Approach)

The accommodating strategy involves one party yielding to the other’s

demands or perspective. This approach focuses on maintaining harmony
and avoiding conflict, often at the expense of the accommodating party's
needs or desires.

Key Steps:

✔ Assess whether the issue is critical enough to fight for or if it’s better to
concede.

✔ One party willingly gives up their position to satisfy the other.

✔ Ensure that the decision to accommodate is voluntary and not due to

coercion.
Advantages:

✔ Preserves relationships and avoids immediate conflict.

✔ Quick resolution, especially for minor or less critical issues.

✔ Demonstrates goodwill and a focus on teamwork.

Disadvantages:

✔ The accommodating party may feel resentment over time if their needs
are consistently ignored.

✔ Can lead to unbalanced power dynamics.

✔ The underlying issue may remain unresolved.

4. Avoiding (Withdrawal Approach)

The avoiding strategy involves ignoring or sidestepping the conflict.

The leader or parties involved may choose not to address the conflict,
hoping it will resolve itself or become irrelevant over time.

Key Steps:

✔ Recognize when a conflict is minor or not worth addressing.

✔ Choose to temporarily or permanently avoid the conflict.

✔ Reassess the situation periodically to determine if action is needed later.

Advantages:

✔ Useful for minor conflicts that don’t require immediate attention.

✔ Reduces unnecessary confrontation and allows time for tempers to cool.

✔ Can be used as a short-term solution until a better time to address the

conflict.

Disadvantages:

✔ Can lead to unresolved issues and long-term resentment.

✔ Avoiding serious conflicts can create a toxic work environment.

✔ Problems can escalate if left unchecked.

5. Competing (Win-Lose Approach)

The competing strategy involves one party asserting their viewpoint or

needs over others, with little consideration for the other side’s perspective.
It is a more aggressive approach where the focus is on winning the conflict,
often at the expense of the other party.

Key Steps:

✔ Assess whether the issue is critical enough to prioritize over the

relationship.

✔ Firmly state and assert your position.

✔ Seek a quick resolution in favor of one party.

Advantages:

✔ Useful in emergencies or when quick, decisive action is needed.

✔ Ensures that important issues are resolved in favor of the most critical
outcome.

✔ Demonstrates strong leadership and decisiveness in certain situations.

Disadvantages:

✔ Can lead to resentment or damaged relationships.

✔ Can discourage teamwork and collaboration.

✔ May lead to a hostile work environment if overused.

6. Mediation and Third-Party Intervention

Sometimes conflicts cannot be resolved internally, and a neutral third party

may be required to mediate the situation. The mediator helps facilitate a
discussion between the conflicting parties and guides them toward a
resolution.

Key Steps:

✔ Bring in a neutral third party, such as HR personnel or an external

mediator.

✔ Allow the mediator to facilitate open communication between the parties.

✔ Work toward a fair and balanced resolution.

Advantages:

✔ Neutral parties can provide unbiased perspectives and solutions.

✔ Useful for deep-rooted or highly emotional conflicts.

✔ Can restore relationships and trust when internal resolution fails.

Disadvantages:

✔ Involves additional time and resources.

✔ Not always necessary for minor conflicts.

✔ Mediation may not be accepted by all parties.

7. Creating a Positive Workplace Culture to Prevent Conflicts

Creating a workplace culture where open communication, respect, and

collaboration are valued.

Leaders can establish policies, set clear expectations, and encourage regular
feedback to reduce the likelihood of conflicts.

Key Steps:

✔ Encourage transparency and open communication channels.

✔ Promote respect and diversity within the team.

✔ Establish clear roles, responsibilities, and expectations.

✔ Regularly check in with employees to address any concerns before they escalate.

✔ Train employees in conflict resolution techniques and emotional intelligence.

Advantages:

✔ Reduces the likelihood of conflicts arising.

✔ Promotes a healthy, supportive work environment.

✔ Enhances team cohesion and collaboration.

Disadvantages:

✔ Requires consistent effort and leadership.

✔ Cannot eliminate all conflicts, but can minimize their frequency and
intensity.