Groups

The words 'group' and 'team' are, for the most part, interchangeable - at least most
people use them that way. But there are distinct differences between groups and teams.
For example, we have a football team, not a football group - or we have a special
interest group, not a special interest team. While the differences are subtle, they are
indeed different, and we need to understand what those differences are.
The main difference is that a team's strength or focus depends on the commonality of
their purpose and how the individuals are connected to one another. On the other hand,
a group can come from having a large number of people or a cohesive willingness to
carry out a focused action - political reform, for example.
While these differences might be subtle, we have to understand that a group is a
number of individuals forming a unit for a reason or cause, and a team is a collection
of accomplished people coming together for a common goal that needs completion. The
subtleness of these differences are more pronounced when we take these words a step
further and look at a work group and work team.

Group is two or more individuals, interacting and interdependent,

who have come together to achieve particular objectives.
Group dynamics refers
characteristics of a group

to

the

attitudinal

and

behavioral

Group refers to any number of people who share goals, often

communicate with one another over a period of time , and are
few enough so that each individual may communicate with all the
others , person to person

Factors responsible for formation of groups

1. Security
2. Empowerment through sharing resources
3. Becoming a leader
4. Synergy
5. Goal attainment
6. Status
7. Affiliation needs
8. Self esteem

Why Do People Form Groups?

Social identity theory
In-group favourism
People develop a lot of identities through the course of their
lives. You might define yourself in terms of the organization
you work for, the city you live in, your profession, your
religious background, your ethnicity, or your gender

Social identities help us understand who we

are and where we fit in with other people, but
they can have a negative side as well

Formal Group:
When two or more individuals join together as a group due to the
job structure and job relationship in an organization such group is
called formal group.
Eg: group of Production managers, group of marketing managers
Informal Group:
When two or more individuals join together as a group in order to
satisfy their social needs but not due to the official job structure
and organizational is called informal group. Informal groups are
formed out of common intersts, aptitudes, values, openions, ideas,
characterstics

COMMAND GROUPS.
Command groups are specified by the organizational chart and often consist of a
supervisor and the subordinates that report to that supervisor. An example of a
command group is an academic department chairman and the faculty members in that
department.
TASK GROUPS.
Task groups consist of people who work together to achieve a common task. Members
are brought together to accomplish a narrow range of goals within a specified time
period. Task groups are also commonly referred to as task forces. The organization
appoints members and assigns the goals and tasks to be accomplished. Examples of
assigned tasks are the development of a new product, the improvement of a production
process, or the proposal of a motivational contest. Other common task groups are ad
hoc committees, project groups, and standing committees. Ad hoc committees are
temporary groups created to resolve a specific complaint or develop a process. Project
groups are similar to ad hoc committees and normally disband after the group
completes the assigned task. Standing committees are more permanent than ad hoc
committees and project groups. They maintain longer life spans by rotating members
into the group.
FUNCTIONAL GROUPS.
A functional group is created by the organization to accomplish specific goals within an
unspecified time frame. Functional groups remain in existence after achievement of
current goals and objectives. Examples of functional groups would be a marketing

INTEREST GROUPS.
Interest groups usually continue over time and may last longer than general
informal groups. Members of interest groups may not be part of the same
organizational department but they are bound together by some other common
interest. The goals and objectives of group interests are specific to each group and
may not be related to organizational goals and objectives.
Eg: students who come together to form a study group for a specific class,
employees who join together to get their vacations altered, seek improved working
conditions
FRIENDSHIP GROUPS.
Friendship groups are formed by members who enjoy similar social activities,
political beliefs, religious values, or other common bonds. People with one or more
common characteristics form friend ship groups. Members enjoy each other's
company and often meet after work to participate in these activities.
For example, a group of employees who form a friendship group may have an
exercise group, a softball team, or a potluck lunch once a month, group based on
religious binding,

REFERENCE GROUPS.
A reference group is a type of group that people use to evaluate themselves.
According to Cherrington, the main purposes of reference groups are social
validation and social comparison. Social validation allows individuals to justify their
attitudes and values while social comparison helps individuals evaluate their own
actions by comparing themselves to others. Reference groups have a strong influence
on members' behavior. By comparing themselves with other members, individuals
are able to assess whether their behavior is acceptable and whether their attitudes
and values are right or wrong. Reference groups are different from the previously
discussed groups because they may not actually meet or form voluntarily. For
example, the reference group for a new employee of an organization may be a group
of employees that work in a different department or even a different organization.
Family, friends, and religious affiliations are strong reference groups for most
individuals.
These are the groups to which the individual aspires to belong to
Eg: Gymkhana Club, The Rotary Club, Some groups of elite sections

Membership groups

These are the groups to which the individual is actually belong to

Primary groups
If the individuals with a feeling of comradeship, loyalty and a
collective sense of values form into a group
All primary groups are small groups but all small groups are not
primary groups

Coalitions:

Individuals from different groups form into adhoc group in order to

achieve a specific task or goal. Such groups are called as coalitions
The individuals have dual membership ie one in the original group
and another in the coalition. The coalition gets dissolved after the
goal for which it is formed

Forming. This stage is usually characterized by some confusion and

uncertainty. The major goals of the group have not been
established. The nature of the task or leadership of the group has
not been determined (Luthans, 2005). Thus, forming is an orientation
period when members get to know one another and share expectations
about the group. Members learn the purpose of the group as well as the
rules to be followed. The forming stage should not be rushed because
trust and openness must be developed. These feelings strengthen in
later stages of development. Individuals are often confused during this
stage because roles are not clear and there may not be a strong leader.
Storming. In this stage, the group is likely to see the highest level of
disagreement and conflict. Members often challenge group goals
and struggle for power. Individuals often vie for the leadership
position during this stage of development. This can be a positive
experience for all groups if members can achieve cohesiveness through
resolution. Members often voice concern and criticism in this
phase. If members are not able to resolve the conflict, then the group
will often disband or continue in existence but will remain ineffective
and never advance to the other stages.

Norming. This stage is characterized by the recognition of individual

differences and shared expectations. Hopefully, at this stage the
group members will begin to develop a feeling of group cohesion and
identity. Cooperative effort should begin to yield results.
Responsibilities are divided among members and the group decides
how it will evaluate progress
Performing. Performing, occurs when the group has matured and
attains a feeling of cohesiveness. During this stage of
development, individuals accept one another and conflict is
resolved through group discussion. Members of the group make
decisions through a rational process that is focused on relevant
goals rather than emotional issues.
Adjourning. Not all groups experience this stage of development
because it is characterized by the disbandment of the group. Some
groups are relatively permanent (Luthans, 2005). Reasons that groups
disband vary, with common reasons being the accomplishment of the
task or individuals deciding to go their own ways. Members of the
group often experience feelings of closure and sadness as they
prepare to leave.

Groups
Members work independently

Teams

Members work interdependently and work

towards both personal and team goals
Members are not involved in the planning of
Members feel a sense of ownership towards
their group's objectives (no buy-in, inward focus) their role because they committed
themselves to goals they helped create.
Members are given their tasks
Members collaborate together and use their
talent and experience to achieve goals
Members are very cautious about what they say Open communication. Diverse perspectives
and are afraid to ask questions. They may not
are welcome.
fully understand what is taking place in their
group.
Members may have a lot to contribute but may
Members are encouraged to offer their skills
not contribute ideas due to lack of personal
and knowledge, and in turn each member will
reward or negative relationship with other
contribute to team success. Individual
members.
success ensured by team success.
Members are bothered by differing opinions or
Members see conflict as a part of creative
disagreements because they consider it a
problem solving. Everybody wants to resolve
threat. No process for conflict resolution.
problems constructively.