Like it or Not we Are in This Together

Group vs. Team

A group is any set of people who interact regularly and share a connection, whereas a team is a specific type of group characterized by high interdependence where members must rely on each other to succeed.

Social Exchange Theory

This theory posits that groups endure when members feel their investments of time and effort are reciprocated, either by specific individuals or the group as a whole.

Self-Categorization Theory

The psychological process where individuals adopt a group’s identity as part of their own self-concept, leading them to act in ways that reflect group norms and goals.

Roles

Patterns of behavior expected of individuals in specific positions; they can be formally assigned or emerge informally to help maintain social order.

Norms

Informal rules developed through repeated interaction that guide behavior by defining what is acceptable or out of bounds within the group.

Status Hierarchies

Organizing principles based on perceived expertise or social skill that help structure interactions and determine whose input carries more weight.

Forming

The initial stage of exploration and uncertainty where members navigate social dynamics and try to understand expectations.

Storming

A stage of conflict and competition as individuals assert themselves, test boundaries, and negotiate power.

Norming

The stage where patterns and trust stabilize, shared expectations are established, and the group becomes a coherent unit.

Performing

A mature stage where energy is directed toward fluid task execution and coordination is focused on contribution over status.

Adjourning

The final phase for temporary groups involving reflection and closure as the shared social structure dissolves.

Social Loafing

The tendency for individuals to reduce effort in group settings because their individual contributions are less visible.

Conformity

Pressure to comply with group behavioral expectations, often occurring because individuals seek the safety of belonging.

Groupthink

A dysfunctional pattern where the desire for harmony overrides the motivation to critically evaluate alternative ideas or options.

Groupshift

The tendency for groups to make decisions that are more extreme (either riskier or more cautious) than the initial inclinations of individual members.

Pooled Interdependence

A type of task interdependence where members work independently and combine their outputs at the end.

Sequential Interdependence

A workflow where output depends on upstream contributions, similar to an assembly line.

Reciprocal Interdependence

A high level of coordination where members must exchange work back and forth, adjusting to one another's progress.

Comprehensive Interdependence

The most complex form of interdependence where all members’ work is deeply intertwined and requires constant, real-time adaptation.

Outcome Interdependence

How rewards are structured; rewards based on team performance foster greater mutual support and collective identity than individual rewards.

Surface-level vs. Deep-level Diversity

Surface-level involves immediately visible traits (age, race), while deep-level involves values and personality traits that become more influential over time.

Faultlines

Hypothetical dividing lines that split a team into homogeneous subgroups based on aligned differences, which can reduce overall team trust.

Team Mental Models

Shared cognitive frameworks that help members understand goals, roles, and processes, allowing for intuitive coordination.

Transactive Memory Systems

A group’s shared awareness of "who knows what," which reduces redundancy and speeds up collective problem-solving.

Team Efficacy vs. Team Potency

Efficacy is the belief the team can succeed at a specific task, while potency is a generalized belief in the team’s effectiveness across many situations.

Team Viability

An output measure of whether a team can continue working together in the future based on intact relationships and member commitment.