GROUP 1
FUNDAMENTALS OF
GROUP
BEHAVIOR
GROUP 1 ORGANIZATIONAL BEHAVIOR
OUR TEAM
01 NAURAH RAHMA ZAHIDAH
(104012340131)
02 GHIFARI HAIKAL AFIFI
(104012340101)
03 MUHAMMAD ALANNA AZKA
(104012340278)
04 AHMAD ROZANI IRFAN
(104012340249)
CONTENT
01 OUR TEAM
02 THE DIFFRENCE BETWEEN FORMAL
AND INFORMAL GROP
03 KEY FACTORS IN GROUP BEHAVIOR
04 SOCIAL LOAFING
05 IN GROUP COHESIVENESS
THE DIFFRENCE BETWEEN
FORMAL AND INFORMAL
GROUP
Formal First we have the formal group, a formal group is defined as
people who are in the same enviroment and have its own
oraganization structure with designated work assignments
establishing tasks, for example a team who is working on a
project where there is a team manager, analysis, designer
and etc
While in contrast with the formal group, informal group is Informal
known as people who are in a working enviroment but
they are not structurly organized, these type of groups
forms or happens when they are needed to do social
contact. For example three workers who are form
diferrent companies meet at a restaurant to have lunch
together
KEY FACTORS
IN GROUP
BEHAVIOR
ROLE
Role in organizational behavior is a set of behavior patterns expected of a person in a certain position in a group
or organization. Each group member has an explicit or implicit expected role. In carrying out this role, individuals
are influenced by norms, values, organizational culture, and expectations from other members.
ROLE ROLE ROLE
PERCEPTION EXPECTATION CONFLICT
how a person understands expectations placed by others a situation that occurs
or perceives the tasks they on how one should act in one's when individuals are faced
are required to perform. position. These expectations with role expectations
This perception can be can come from superiors, co- that are conflicting or
shaped by various factors, workers, or surrounding incompatible with their
such as past experiences, groups and often play a role in personal values. Role
training, and interactions shaping an individual's conflict can arise when
with others. behavior. there are differences in
expectations from various
parties relevant to the
role.
NORMS STATUS
Norms are rules of conduct agreed Status is the position or rank given to an
upon by group members to create individual or group by others in an
order in the organization. Norms organization or social group, which
serve to maintain group continuity, determines the level of respect and
set performance standards, reduce influence one has. Status is influenced by
uncertainty, and control member three main factors: power or influence,
behavior. By providing clear ability to contribute, and personal
guidelines for behavior and characteristics such as age and
maintaining group cohesion, norms experience. Status plays an important
help increase productivity and role in group dynamics, where high-status
harmony, but they can be a individuals tend to be more influential
hindrance if they are too rigid or and respected, while low-status
do not keep up with changes in the individuals may feel marginalized. Status
organization. imbalances can lead to conflict, hinder
communication and affect job
satisfaction within the group.
SIZE COHESIVENESS DIVERSITY
Group size can affect Cohesion is the level of Diversity refers to individual
group effectiveness and bonding and commitment differences in race, gender,
behavior. Small groups between group members. age, and cultural
tend to be more cohesive, Cohesive groups tend to be background. Diversity can
while large groups have a more effective because enhance creativity and
greater diversity of members support each understanding of customers,
perspectives, but can other and have common but it can also lead to
reduce the active goals. conflict. Therefore, effective
participation of individual diversity management,
members. including inclusion policies
and cultural awareness
training, is essential to
creating a work environment
that values differences.
SOCIAL LOAFING
is the tendency or habit of individuals to exert less effort when working
in a group than when working alone. This phenomenon occurs because
individuals may feel that their contribution is not very important or
visible in a group environment, so they reduce their effort. Alternatively,
individuals may feel that they are too stupid to carry out the tasks they
have been given.
Real-life example of social loafing
Group projects in class :
In a group project, some students may not contribute as much
as others, relying on the efforts of their peers to complete the
assignment. This can happen because they believe their
individual contribution will not significantly impact the final
outcome or because they feel their work will not be recognized.
To address social loafing
Robbins and Judge suggest several strategies:
Clearly communicate
Encourage active
Ensure that each the group goals and the
participation and
individual's contribution expected contribution
involvement from all
is identifiable and from each member. This
group members. This can
evaluated. This can be helps to create a sense
be done through
done through individual of shared responsibility
discussions, debates, and
assignments within and purpose.
brainstorming sessions.
group projects
INCREASE CLEAR GOALS
INDIVIDUAL AND
MEMBER
ACCOUNTABILITY
ENGAGEMENT EXPECTATIONS
By implementing these strategies, organizations and teams can mitigate
the negative effects of social loafing and improve overall performance.
IN-GROUP COHESIVENESS
Cohesion is the extent to which members of a group
support and validate one another at work. In other
words, a cohesive group is one that sticks together.
When employees trust one another, seek common
goals, and work together to
IN-GROUP COHESIVENESS
CHARACTERISTICS
1. Trust and Security Among Members
2. High Loyalty and Commitment
3. Shared Goals and Values
4. Open and Effective Communication
5. Clear Structure and Roles
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