group

Examples of group in the following topics:

• Advantages and Disadvantages of Group Decision Making

  • Group decision making can lead to improved outcomes, but only if a variety of conditions pertaining to group chemistry are satisfied.
  • Group decisions are subject to factors such as social influence, including peer pressure, and group dynamics.
  • The sharing of information among group members is another advantage of the group decision-making process.
  • Group decisions take into account a broader scope of information since each group member may contribute unique information and expertise.
  • Group decisions can take additional time because there is the requirement of participation, discussion, and coordination among group members.

• Group Conflict as a Barrier to Decision Making

  • Group dynamics, which involves the influence of social behavior, is the primary determining factor in the success of group outcomes.
  • Along with these advantages, however, interpersonal and group dynamics presents dilemmas that can make it more difficult for groups to make effective choices.
  • Group cohesion, or positive feelings between individuals and productive working relationships, contributes to effective group decision making.
  • Each member should discuss the group's ideas with trusted people outside of the group.
  • The group should invite outside experts into meetings.

• Differences Between Groups and Teams

  • All teams are groups of individuals, but not all groups are teams.
  • While all teams are groups of individuals, not all groups are teams.
  • Groups can range greatly in size and scope.
  • Groups do not need to focus on specific outcomes or a common purpose.
  • Groups can exist as a matter of fact; for example, a group can be comprised of people of the same race or ethnic background.

• The Manager's Role in Group Decisions

  • The manager's role in group decision making is to create a supportive context for the group.
  • Decisions are often delegated to groups when members have the experience and information needed to arrive at the appropriate choice.
  • Managers and leaders can take actions that support group decision making and lead to good decision outcomes.
  • In order to maximize the potential of a group decision process, managers should take the following important steps:
  • Provide resources: Managers must be mindful that the group has adequate resources to evaluate alternatives and make its decision.

• Team Cohesiveness

  • A group is in a state of cohesion when its members possess bonds linking them to one another and to the group as a whole.
  • Members of cohesive teams have emotional and social bonds that link them to one another and to the group as a whole.
  • Social scientists have explained the phenomenon of group cohesiveness in different ways.
  • Members of more cohesive groups tend to communicate with one another in a more positive fashion than those of less cohesive groups.
  • Cohesion can also make adaptation more difficult by making group processes inflexible or resistant to change.

• Techniques for Reaching a Group Consensus

  • Reaching consensus typically requires identifying and addressing the underlying concerns of group members.
  • Group decisions made by consensus seek resolutions that are satisfactory to all group members and meet all of their concerns.
  • Group members treat each other equally and solicit the input of all participants.
  • In order to arrive at a group consensus, majority opinion holders must overcome any unwillingness of group members to accept a given choice.
  • Define consensus and the varying ways in which it can be achieved in a group dynamic

• Shared Leadership

  • Team members as a group must be disposed to accept and rely on the feedback of each other.
  • Three aspects of how a group interacts can facilitate shared leadership: shared purpose, social support, and voice.
  • Taken together, these group dynamics can foster a sense of trust and willingness to collaborate in support of team leadership.
  • Shared leadership also benefits from coaching from a respected person outside of the group.
  • Team members consult each other in a group that employs shared leadership.

• Leadership and Followers: Hersey and Blanchard

  • Group maturity describes how confident group members are in the group's ability to complete its tasks.
  • M4: The group is willing and able to work on the job.
  • Because maturity level varies based on the group and the task (for example, professional football players are an M4 group on the football field, but an M1 group if asked to play baseball), the leadership style must adapt based on the situation.
  • The most successful leaders are those who adapt their leadership style to the maturity of the group they are attempting to lead or influence and to that group's purpose.
  • In Hersey and Blanchard's model, group maturity is divided into four distinct categories based on how able and willing the group is to complete the job.

• Leadership Model: The Ohio State University

  • In 1945, a group of researchers at Ohio State University sought to identify the observable behaviors of leaders instead of focusing of their individual traits.
  • The surveys were then given to members of a group, who were asked to respond to a series of statements about the leader of their group.
  • The Ohio State researchers defined consideration as the extent to which a leader exhibits concern for the welfare of the members of the group.
  • The Ohio researchers defined initiating structure as the extent to which a leader specifies group member roles, initiates actions, organizes group activities, and defines how tasks are to be accomplished by the group.

• Barriers to Organizational Diversity

  • Companies seeking a diverse workforce face issues of assimilation into the majority group and wage equality for minorities.
  • The challenges of assimilating a large workforce can be summarized as difficulties in communication and resistance to change from dominant groups.
  • These differences can lead to less effective teams and reduced synergy in work groups.
  • Put simply, individuals need the presence of mind to think carefully about both themselves and their audience when working in groups.
  • Resistance to change is a slightly different barrier to assimilating more diversity in work groups, as it pertains more to the momentum of company culture.