norms

Examples of norms in the following topics:

• The Role of Social Norms in Teams

  • Social norms are sets of shared beliefs about how people should behave.
  • Once formed, norms are not easily changed.
  • Teams can create norms through discussions among team members.
  • Norms are different from rules.
  • In contrast, norms are sets of expectations, not edicts.

• Culture and Ethics

  • Culture reflects the moral values and ethical norms governing how people should behave and interact with others.
  • Cultural norms are the shared, sanctioned, and integrated systems of beliefs and practices that are passed down through generations and characterize a cultural group.
  • Norms cultivate reliable guidelines for daily living and contribute to the health and well-being of a culture.
  • These normative beliefs, together with related cultural values and rituals, impose a sense of order and control on aspects of life that might otherwise appear chaotic or unpredictable.
  • Since interpretations of what is moral are influenced by cultural norms, the possibility exists that what is ethical to one group will not be considered so by someone living in a different culture.

• Stages of Team Development

  • The Forming–Storming–Norming–Performing model of group development was first proposed by Bruce Tuckman in 1965.
  • Bruce Tuckman identified four distinct phases of team development: forming, storming, norming, and performing.
  • Norms become a way of simplifying choices and facilitating collaboration, since members have shared expectations about how work will get done.
  • Once norms are established and the team is functioning as a unit, it enters the performing stage.
  • All teams go through a life-cycle of stages, identified by Bruce Tuckman as: forming, storming, norming, and performing.

• The Manager's Role in Ethical Conduct

  • Employees can more easily make ethical decisions that promote a company's values when their personal values match the company's norms.
  • Personal values in this way exist in relation to cultural values, either in agreement with or divergent from prevailing norms.
  • Because of their authority structures, social norms, and cultures, organizations can have a powerful influence on their employees.
  • Employers do their best to hire individuals who match match well with the organization's norms and values.

• The Importance of Sensitivity and Etiquette in Business Communication

  • Following the norms and practices of etiquette is an important factor in effective business communication.
  • These norms are typically unwritten rules learned through socialization and experience, although some organizations have explicit written rules of conduct that speak to matters of etiquette.
  • Practicing etiquette demonstrates respect, and effective communication requires that message are sent and received in ways that are consistent with the norms of etiquette.
  • The ability to use proper etiquette is an important quality of professionalism; it is therefore vital for employees to learn the norms and practices of etiquette in the organizations and cultures in which they work.

• Key Behaviors of Transactional Leaders

  • Transactional leaders focus on performance, promote success with rewards and punishments, and maintain compliance with organizational norms.
  • The rules for a sports team allow for little flexibility, and adherence to organizational norms is key; even so, effective coaches can motivate their team members to play and win, even at risk to themselves.

• Setting Transparency Norms

  • Because transparency is the perceived quality of intentionally shared information, an organization's communication practices and norms play an important role in shaping the visibility of its actions.
  • Norms and policies about disclosure focus on criteria such as relevance and appropriateness to determine who should have access to what information.

• Constructive Team Conflict

  • It can also draw attention to norms that have developed without the explicit agreement of team members and create the opportunity to endorse or discard them.
  • One helpful norm is to focus on the task-related element of a conflict rather than criticizing the traits of particular individuals.

• Implement the Course

  • A few of these pressures include coercive pressures and normative pressures.
  • Normative pressures arise from broad social values, and they concern what people think they should do.
  • Both coercive and normative pressures will likely be felt by the decision maker during the implementation of the decision, especially if the decision is an unpopular one.

• Cultural Intelligence

  • The components of cultural intelligence, from a general perspective, can be described in terms of linguistics, culture (religion, holidays, social norms, etc.), and geography (or ethnicity).
  • Hofstede's theory of cultural dimensions is particularly interesting, as it allows for a direct quantification of specific cultural values in order to measure and benchmark cultural norms in a relative and meaningful way.
  • Understanding linguistics, cultural norms, and varying values will allow for higher localization and efficiency within global businesses.