Managers and leaders have to pay attention to the way they communicate information to a group. There is a natural tendency to communicate to others in the way an individual likes to communicate or the way that feels most comfortable. Managers and leaders will need a variety of communication skills and styles in order to reach people with different styles in a group. In groups, it is likely that there will be several communication styles present to manage. There will also be a requirement for mediating those styles in order to avoid conflict.
Researchers are interested in group dynamics because they can find out how people interact, what roles people select in groups and why they feel most comfortable in those roles. Members of groups may want to know how groups form and develop in order to improve the capabilities of the group and get results from working within the group.
Buijs studied how companies are creative and innovative and determined that the innovation process is impacted by four influences:. Similarly, balance is needed when trying to meet the needs of the group against other organizational and external needs. Involvement helps the group feel as if they are empowered to make decisions but if the needs of the leader conflict with allowing the group to make decisions, conflict between the group and the leader may occur. Groups are people who are together because they have something in common.
When groups of people are brought together to work as a team they experience several stages of development. The first stage is forming followed by storming, norming, performing and adjourning. Buijs noted that in addition to these stages of group development, team members will likely go through a "search for a shared understanding": A struggle with ambiguity and changes in the degree to which team members trust each other.
Without trust, a group will not function in a manner that is favorable to its purpose. Group dynamics are important because people interact with others on a regular basis. People are sometimes thrown together in groups and at other times there is deliberate care taken in how people are grouped together.
Law enforcement may care about groups because there is a difference between a group of people peacefully protesting and a mob. Law enforcement personnel must be trained to know the difference or innocent people may be harassed or warning signals of trouble could be overlooked. Company managers care about groups because groups influence how well and how much work gets done during the average work day.
If there is constant conflict among groups then productivity will suffer. If groups and subgroups form close alliances, they may not want to work with others outside their group which may impact management's ability to utilize all resources. The way groups think, communicate and handle change may also impact the success of new projects. Successful managers are adept at building groups into high performance teams and helping these teams develop strategies for solving problems and resolving conflict.
At times, groups are formed for convenience or out of necessity. Groups will only be successful if they see the mutual benefit they can provide each other. Instead, it means that the group processes used to achieve the win-win results are effective and can work over the long haul withstanding change and other factors. Working together in a mutual partnership requires that the members of the group possess basic skills which Argent refers to as:. Without these skills as a starting point, conflict may quickly develop and remain out of control.
While group facilitators and managers may need training and skills to be successful, members of a group may also benefit from team building skills so that each can be productive.
Group dynamics often concerns communication because communication is a central feature through which information is distributed, data is analyzed and decisions are made. Group communication can be delivered verbally and in writing and often through the facility of a meeting where information is shared and discussed. Groups can be effective if members are prepared for meetings. However, in some cases, old ground is repeatedly covered because of the lack of preparation.
Written reports can help group members realize their responsibilities and accountabilities to the team. Groups can benefit from sophisticated project management software applications which can keep a record of what is and should be happening at any point in time.
More recently, virtual meetings using web-based software and teleconferencing facilities have become the norm when groups are distributed across a wide geographic area. Argent lists four categories of activity that should take place after a group meeting to ensure that the activity of the meeting is not wasted and that tasks stay on track. Group Dynamics Overview Group dynamics considers how groups form and develop as well as how people act and react in groups.
Buijs studied how companies are creative and innovative and determined that the innovation process is impacted by four influences: But is the problem really of such a nature that it can be solved by removing the trouble-maker from the situation or by working on his individual motivations and emotional life? What leads does research give us? The evidence indicates, of course, that there are many causes of aggressiveness in people, but one aspect of the problem has become increasingly clear in recent years.
If we observe carefully the amount of aggressive behaviour and the number of trouble-makers to be found in a large collection of groups, we find that these characteristics can vary tremendously from group to group even when the different groups are composed essentially of the same kinds of people. In the now classic experiments of Lewin, Lippitt and White on the effects of different styles of leadership, it was found that the same group of children displayed markedly different levels of aggressive behaviour when under different styles of leadership.
Moreover, when individual children were transferred from one group to another, their levels of aggressiveness shifted to conform to the atmosphere of the new group. Recognition of this fact rephrases the problem of how to change such behaviour. It directs us to a study of the sources of the influence of the group on its members. Within very recent years some research data have been accumulating which may give us a clue to the solution of our problem.
In one series of experiments directed by Lewin, it was found that a method of group decision, in which the group as a whole made a decision to have its members change their behaviour, was from two to ten times more effective in producing actual change as was a lecture presenting exhortation to change Lewin, We have yet to learn precisely what produces these differences of effectiveness, but it is clear that by introducing group forces into the situation a whole new level of influence has been achieved.
The experience has been essentially the same when people have attempted to increase the productivity of individuals in work settings. Traditional conceptions of how to increase the output of workers have stressed the individual: But even when all of these conditions are fully met we find that productivity is far below full potential. There is even good reason to conclude that this individualistic conception of the determinants of productivity actually fosters negative consequences.
The individual, now isolated and subjected to the demands of the organization through the commands of his boss, finds that he must create with his fellow employees informal groups, not shown on any table of organization, in order to protect himself from arbitrary control of his life, from the boredom produced by the endless repetition of mechanically sanitary and routine operations, and from the impoverishment of his emotional and social life brought about by the frustration of his basic needs for social interaction, participation, and acceptance in a stable group.
It is points out future research will also demonstrate that people working under such conditions become more mature and creative individuals in their homes, in community life, and as citizens.
A few years ago the Research Center for Group Dynamics undertook to shed light on this problem by investigating the operation of a workshop for training leaders in intercultural relations Lippitt, In a project, directed by Lippitt, they set out to compare systemically the different effects of the workshop upon trainees who came as isolated individuals in contrast to those who came as teams. Six months after the workshop, however, those who had been trained as isolates were only slightly more active than before the workshop whereas those who had been members of strong training teams were now much more active.
They do not have clear evidence on the point, but they are quite certain that the maintenance of heightened activity over a long period of time would also be much better for members of teams. What conclusions may we draw from these examples? What principles of achieving change in people can we see emerging? To begin with the most general position, we may state that the behaviour, attitudes, beliefs, and values of the individual are all firmly grounded in the groups to which he belongs.
In a real sense, they are properties of groups and of the relationships between people. Whether they change or resist change will, therefore, be greatly influenced by the nature of these groups.
Attempts to change them must be concerned with the dynamics of groups. In examining more specifically how groups enter into the process of change, we find it useful to view groups in at least three different ways.
In the first view, the group is seen as a source of influence over its members. Efforts to change behaviour can be supported or blocked by pressures on members stemming from the group. To make constructive use of these pressures the group must be used as a medium of change.
In the second view, the group itself becomes the target of change. To change the behaviour of individuals it may be necessary to change the standards of the group, its style of leadership, its emotional atmosphere, or its stratification into cliques and hierarchies.
Even though the goal may be to change the behaviour of individuals, the target of change becomes the group. In the third view, it is recognized that many changes of behaviour can be brought about only by the organization efforts of groups as agents of change.
A committee to combat intolerance, a labour union, and employers association, a citizens group to increase the pay of teachers—any action group will be more or less effective depending upon the way it is organized, the satisfactions it provides to its members, the degree to which its goals are clear, and a host of other properties of the group. Accessed September 15, We will write a custom essay sample on Group Dynamics specifically for you.
Leave your email and we will send you an example after 24 hours If you contact us after hours, we'll get back to you in 24 hours or less. How to cite this page Choose cite format: Applications to Individual, Group, and Organizational Interventions Group Working Skills How do individual differences and perceptions affect team dynamics?
Art Psychotherapy: Group Dynamics - One of the many significant concepts of group dynamics that I found to be the most interesting is the idea of how any and all aspects of the group process has the natural ability to bring up all the past relatable experiences of each individual group member.
According to Merriam-Webster's Dictionary online, "Group dynamics is the interacting forces within a small human group." (canlimacizlemek.tk, ) It .
Group Dynamics Essay Examples. 7 total results. Some of the Disastrous Decisions in Characterization of Group Dynamics. 1, words. An Analysis of the Group Dynamics in 12 Angry Men, a Film Classic of 1, words. 3 pages. An Analysis of Group Dynamics in a Class Group . Essay on Group Dynamics Words | 5 Pages. Group therapy is an important aspect in the treatment process for many psychological disorders. Group therapy consists of two or more people engaged in a therapeutic session at the same time.
Group Dynamics. Introduction Group Dynamics The study of group dynamics is strongly influenced by the field of social psychology. Social psychologists try to understand human behavior in its broader social context, in contrast to most subfields of psychology which focus on the individual. Introduction Group Dynamics The study of group dynamics is strongly influenced by the field of social psychology. Social psychologists try to understand human behavior in its broader social context, in contrast to most subfields of psychology which focus on the individual.4/4(1).