Organizational Behaviour - What is Group Behavior ?



Organizational Behaviour

 Group Behaviour :

           Human beings tend to be part of different groups of society by nature. These groups can be grouped according to culture, attitudes and behaviors, ethnicity, gender orientation, political party preferences or even football teams. Apart from being part of the different groups we have created, we try to adapt to the norms of the groups. We begin to feel, think and act in the same way as the groups we are part of. This allows us to further adopt the group we are a member of. As with anything, this grouping and social identity has some positive and negative aspects. While the polarization of society, prejudices and separation between groups are negative, it can be considered positive in some cases to help us increase our self-esteem.

        While the groups that people are in are called “in-group”, the groups they are not included in are called “out-group”. Therefore, these terms constitute the perception of "them" and "us" between people and groups and cause the social classification process to begin. The main hypothesis of Social Identity Theory; It creates a situation in which people in a particular group look for negative formations, behaviors and attitudes in different groups to increase their own values, self-esteem or self-image. According to this hypothesis, this situation occurs in human psychology; social classification is based on 3 psychological processes: social identification and social comparison.
       Social classification is when we categorize people in a way that we understand and define. For example, Black, Asian, Teacher, Mom etc.

Similarity :

     Suggests that, not surprisingly, people who have the same values or characteristics as other members of their organization have higher levels of group identification
Distinctiveness :


      Suggests that people are more likely to notice identities that show how they are different from other groups. Respondents in one study identified more strongly with those in their work group with whom they shared uncommon or rare demographic characteristics.

Status and norms : 


         Most people associate status with the prestige of a person's lifestyle, education or profession. According to sociologists, Status defines the position where a person is located in a particular environment. We all occupy several statuses and play the roles that may be associated with them. A Role is a set of norms, values, behaviors and personality traits linked to a status. A person can occupy student, employee and club president status and play one or more roles with each

Deviant workplace behavior :

          İş ve işyeri kavramlarının çok çeşitlendiği günümüzde, örgüt kültürü ve örgüt normları anlayışı giderek önem kazanmaktadır. Endüstriyel ve teknolojik gelişmelere bağlı olarak yeni yeni meslek kavramları ortaya çıkmakta ve çalışma hayatımıza yeni kurallar ve normlar getirmektedir. Genel olarak iş hayatını, belli bir disiplin ve yaşam tarzı olarak düşünürsek, işyerini sadece işin üretildiği alan olarak yorumlamamız biraz eksik kalabilir. Günümüz koşullarında sosyal hayatın gerekliliği olan meslek edinme, geçmişte olduğu gibi sadece iş üretip ücret almak anlayışından çıkmıştır. Bütün bu gerekçelerle birlikte, her işyerinin kabul görmüş belli örgüt normları oluşturması gerekliliği ortaya çıkmıştır.


Encourage group cohesiveness by:
  • Establish a mission. The most important factor to determine before selecting members is your team's mission. ...

  • Look for diversity. The most successful teams require diversity. ...
  • Practice teamwork. ...
  • Utilize individual strengths. ...
  • Communicate effectively. ...
  • Give feedback. ...
  • Ask for feedback. ...
  • Celebrate success.

Are group decisions better than those made by individuals alone? 

       Groups also make the task more enjoyable for members in question. Finally, when the decision is made by a group rather than a single individual, implementation of the decision will be easier because group members will be invested in the decision.

Brainstorming : 

           Traditional group problem solving can often be weakened by useless group behavior. While it is important to start with a structured, analytical process when solving problems, this can lead to a group developing limited and non-creative ideas.

Groupthink :

          It is the loss of various ideas and harmony due to the reservations that may occur in a group of people who are discussing group thinking and to obtain a dysfunctional result. Group members try to minimize the debate, hesitate to criticize alternative ideas, suppress their ideas or try to walk towards a common mind by isolating themselves. Group thinking is a little bit about pressure within the group, it hinders individual thinking and creativity. It is unhealthy, reduces efficiency, reduces wealth of ideas, reduces creativity, should be avoided. Group thinking is more common in groups with similar people or when a strong and charismatic leader leads the group.

The nominal group technique : 

         Nominal group technique; is one of the problem solving techniques. The solution of the problem is obtained based on human views and judgment. It is a subjective approach, a qualitative method. It is one of the subjective methods used in making estimates of demands in production planning. It is called nominal group technique by ordering importance in order of importance by providing equal participation in many opinions produced in brainstorming or in another way. In this technique, the interaction rate among the group members is quite low. It is a method of thinking and consensus development used for a group to reach consensus quickly. The thought generation phase takes place in the form of silent brainstorming.

Here are the steps in the nominal group technique. 

        It is called the “Nominal Group Technique” to rank the number of opinions produced by brainstorming or any other way in order of importance by providing equal participation. It is a payroll-based problem solving technique used to provide consensus among team members. It is usually used after brainstorming, and individuals in the group score points in the given number range. For this reason, it is aimed to reach more objective information in problem solving by coming to the fore with the highest rated ideas. This technique is a relatively more valid method for teams that do not have much communication.
  • Nominal group technique groups add more unique ideas.
  • A more balanced participation among group members ensures success.
  • It gives more satisfied results in problem solving with the quality of idea and group efficiency.
Implications for Managers

             Many companies know the benefits of using a variety of workforce and therefore focus their efforts on hiring the best, most diverse employees available. Although the variety of workplaces offers many advantages to companies, it also brings difficulties to managers. As corporate diversity grows within a company, managers should devote most of their attention to solving diversity challenges and creating a harmonious work environment. Leaders and managers ultimately determine whether diversity in the workplace is successful by creating effective policies, creating the vision of the organization, and educating employees on the importance of diversity.

            An important factor in a company that is experiencing diversity growth is the development and implementation of diversity policies. The development of diversity policies helps managers understand discrimination and the consequences of participating in discriminatory practices. The development and implementation of diversity policies also helps companies gain competitive advantage over competitors who cannot use the same initiative. A successful organization holds its leaders and managers responsible for unifying its policies and harmonizing employees with the company's mission and vision on diversity.

            Successful organizations understand that diversity of workplaces is not only the responsibility of the human resources department. Senior executives and leaders should report the importance of diversity at all levels within the organization. The leaders of an organization can choose to convey their commitment to the diversity of workplaces using a variety of strategies. Managers can choose to create a department that focuses exclusively on the company's diversity efforts, or choose to publish diversity-oriented statements to lower-level staff and the community. Two strategies illustrate an organization's commitment to workplace diversity.

         Finally, when forming employee groups, use larger groups for fact-finding activities and smaller groups for action-taking tasks. When creating larger groups, you should also provide measures of individual performance. To increase employee satisfaction, work on making certain your employees perceive their job roles the same way you perceive their roles.

Referenses :
https://www.citeman.com/13059-implication-for-management.html
https://www.simplypsychology.org/social-roles.html
https://smallbusiness.chron.com/common-kinds-workplace-deviance-10178.html
https://lib.dr.iastate.edu/cgi/viewcontent.cgi?article=1005&context=engl_reports (Mark V. Redmond)
https://www.simplypsychology.org/social-identity-theory.html
https://psychology.wikia.org/wiki/Role_perception
https://www.verywellmind.com/the-asch-conformity-experiments-2794996 (Solomon Asch)
https://www.cag.edu.tr/tr/akademik-kadro/16/dosyalar  Doç. Dr. Murat KOÇ

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