Group Dynamics

Forming

• Members reduce uncertainty through polite interactions and start building cohesion. Roles and goals begin to emerge. Group dynamics are shaped by personalities, size, task structure, and relationships.

Storming

• Conflict arises as members assert roles and opinions. This stage is essential for growth, as well-managed conflict can improve decision-making and group outcomes.

Norming

• Group norms and expectations become established, creating stability and predictability. Roles solidify, leaders gain support, and group identity strengthens.

Performing

• The group works efficiently toward goals, with strong collaboration and synergy. Performance may dip if membership or norms change, possibly causing a return to earlier stages.

Adjourning

• The group ends, either due to goal completion, membership decline, or other reasons. Emotional responses vary. Reflection and celebration help members learn and transition positively.

Group Climate

• It’s the general mood or tone that everyone in the group tends to experience in a similar way.

Social Cohesion

• Attraction among group mates

Task Cohesion

• Groups that can solve problems

Symbolic convergence

• Sense of community in a group through non-task related communication

Group socialization

• the process of teaching and learning the norms, rules, and expectations associated with group interaction and group member behaviors.

Internal Pressures of Conformity

• Self regulation behaviours like guilt to make you conform

External Pressures of Conformity

•  other forces outside of individual group members also exert conformity pressure.

Procedural conflict

• Disagreements on “how” a group should do something

Substantive conflict

Differing values on the purpose of the group task

Interpersonal Conflict

• Conflict between group members.

Designated Leaders

Appointed leaders

Emergent Leaders

• Build reputation and trust and are viewed as a leader

Directive Leaders

• Give direction

Participative Leaders

• Include everyone in the group discussion

Supportive Leaders

• Meet emotional needs

Achievement Oriented Leaders

Set high expectations.

Legitimate Power

• officially recognized power, status, or title of a group member.

Expert Power

• knowledge, skill, or expertise that a group member possesses

Referent Power

• comes from the attractiveness, likeability, and charisma of the group member.

Info Power

person's ability to access information.

Reward Power

• Group member can give rewards

Coercive Power

• Group members can punish.

Group Task Roles (7)

A consistent set of expected behaviors taken on by specific group members

Consists of 7 roles

-Coordinator (manager of group)

-Information Provider (Researches and shares information and suggestions)

-Opinion Provider (Expresses opinions and interprets opinions of others)

-Questioner (Asks information and opinions)

-Clarifier (Explains, corrects, and summarizes information)

-Analyzer (Assess, evaluates, and suggests options for problems)

-Implementer (Creates action plans from ideas, helps others with tasks)

Group Maintenance Roles

Roles that once adopted, help group members get along with one another as they pursue a common goal

-Harmonizer (Reduces tensions, fosters cooperation)

-Motivator (Creates enthusiasm)

-Supporter (Offers encouragement and praises)

-Gatekeeper (Monitors flow of communication, quiet members speak, discourages domination of group)

-Team builder (promotes group identity, pride, and respect)

What are 6 disruptive behaviors to group productivity?

1. Dominator (prevents others from participating, asserts dominance, high control needs)

2. Obstructionist (makes negative statements with others)

3. Attacker (puts down others)

4. Egoist (seeks personal attention that disrupts others)

5. Support seeker (excessively seeks emotional support and sympathy)

6. Nonparticipant (never or rarely contributes to group work)