Group Dynamics: Cohesion, Development, and Structure

Flashcards covering key vocabulary and concepts related to group cohesion, development, and structure.

Haesus

Latin word meaning 'to cling to', basis for words such as adhesive, inherit, and cohesive.

Group Cohesion

The integrity, solidarity, and unity of a group.

Cohesiveness

• is an indication of the health of the group and is related to a variety of other group processes.

Social Cohesion

The attraction of members to one another and to the group as a whole.

Task Cohesion

A shared commitment among members to achieve a goal.

Collective Cohesion

Unity based on shared identity and belonging.

Emotional Cohesion

Group-based emotions, including pride and esprit de corps.

Structural Cohesion

The group's structural integrity, including roles and relationships.

Equifinality

Final states or objectives may be reached in different ways and from disparate starting points.

Multicomponent Assumption

embraces the definitional diversity by suggesting that many different factors contribute to the unity of a group.

Multilevel Assumption

Cohesion is a multilevel process, considering both interpersonal and group dynamics.

Social cohesion

• includes both liking for specific members but alsoliking for the group itself.

Task cohesion

• commitment to one’s personal goals, but also the goals that the group is pursuing.

Vertical Bonding

Cohesion influenced by the strength of relations between members and their leaders.

Organizational Bonding

The relationship between the group and the organization it's embedded in.

Multimethod Assumption

A variety of methods must be used to measure cohesion.

Social Network Methods

Indexing the unity of a group by considering relations amongst members.

Observational Strategies

Monitoring interpersonal relations and interactions within the group.

Successive stage models

• groups move through a series of separable stages as they develop

cyclical models

• groups repeatedly cycle through periods or phases during their lifetimes, rather than just moving through each stage once

FIVE STAGE MODEL

• a theoretical analysis of the regularities groups exhibit as they change over time

Forming

Orientation stage; members are tentative and uncertain about their roles.

Self disclosure

• gradual and tactical, communication of personal information; serves the important function of helping members get to know one another.

Storming

Conflict stage; includes personal and procedural conflicts within the group.

Norming

Structure stage; stability and organization emerge in the group.

Performing

Work stage; groups focus on achieving goals rather than socializing.

Adjourning

Dissolution stage; group disbanding can be planned or unplanned.

Planned dissolution

• takes place

  when the group accomplishes its

  goals or exhausts its time and

  resources.

Spontaneous dissolution

• occurs

  ●

  when the group’s end is not

  scheduled.

Equilibrium model

• assumes the focus of a group shifts back and forth between the group’s tasks and the interpersonal relationships among group members

Punctuated equilibrium models

• assumes groups change gradually over time but that the periods of slow growth are punctuated by brief periods of relatively rapid change

Member satisfaction

• How happy and

  content members feel being in the group.

Adjustment

• How well individuals adapt

  to and fit into the group.

Old Sergeant Syndrome

Emotional distress experienced by long-standing members when a group disbands.

Group Dynamics

How individuals interact and behave within a group.

Influence

• The pressure or impact group

  members have on each other’s behavior

Group productivity

• how effectively a group achieves its goals or completes tasks

Initiation

• entry process that may require effort or sacrifice to increase commitment

Cognitive Dissonance

Mental discomfort from holding two opposing beliefs.

Hazing

Initiation that subjects new members to discomfort or humiliation.

Group structure

• is the arrangement and

  organization of a group’s members, interrelations,

  and interactions.

Norms

Implicit, stable standards for group behavior.

Prescriptive Norm

Socially appropriate responses in a situation.

Prospective Norm

Actions that should be avoided in a situation.

Descriptive Norm

A standard that describes typical behavior in a situation.

Injunctive Norm

An evaluative standard describing how people should act in a situation.

Social Tuning

The tendency for individuals' actions to become similar to those around them.

Pluralistic Ignorance

Members act similarly publicly but vary privately in their outlook.

Roles

Expected behaviors associated with positions in a group.

Role Differentiation

Increase in the number of defined roles within a group.

Task Role

Role focusing on accomplishing group tasks and goals.

Relationship Role

Role focusing on interpersonal relations among members.

Functional Role Theories

Roles fulfill personal and interpersonal group needs.

Interactionist Theories

Emphasize the dynamics of interactions in defining roles.

Dynamic Role Theories

Actions in groups are informed by unconscious processes.

SYMLOG Model

Robert Bales's model explaining group interaction dimensions.

Group Socialization Theory

Explains how individuals negotiate their role assignments in groups.

Newcomer Role

New members often lack basic information about their group roles.

Role Transitions

Adjustments individuals must make as group dynamics change.

Resocialization

Phase where former full members take on marginal roles.

Convergence

Resolution of differences between the group and the individual.

Exit

A final role transition where an individual leaves the group.

Role Ambiguity

Unclear expectations about behaviors in a group role.

Role Conflict

Tension caused by inconsistent role expectations.

Interrole Conflict

Tension from occupying multiple roles with conflicting expectations.

Intrarole Conflict

Tension from conflicting expectations within a single role.

Person-Role Conflict

Mismatch between role expectations and personal values or needs.

Role Fit

Degree of congruence between role demands and individual characteristics.

Roles and Well-Being

Uncertainty in roles leads to stress affecting individuals and groups.