Nature of groups

1. Nature of groups By, Roshni Mathew MACFAST,Tiruvalla Kerala

2. Definition of groups Two or more individuals interacting with each other in order to accomplish a common goal.

3. types of groups Formal Groups: A group that managers establish to achieve organization goals. Eg : Product development team, college faculty, finance dept. of a company Informal Group : A group that managers or non managerial employees form to help achieve their own goals or to meet their own needs . Bring together people to meet there social needs. This group forms naturally. Eg : Orkut . Facebook .

4. Group development stages

5. forming Teams are generally new teams that are learning how to work together. Members tend to be tentative and polite and to have little conflict Need to identify their purpose , develop group norms, identify group processes, define roles, build relationships and trust Usually need a strong leader who can help the team go through its forming activities

6. Storming Teams have moved past the early forming stages and are now encountering some disagreements and/or conflict. This is natural, but teams need to find effective ways to handle conflict before they can move on to stage 3. Tend to exhibit increased conflict, less conformity and “jockeying” for power. Need to learn how to resolve conflict; clarify their roles, power, and structure; and build consensus through re-visiting purpose. Need leaders and other team members who are willing to identify issues and resolve conflict

7. Norming Teams have successfully moved out of the storming stage and are ready to move to a higher level of communication and problem-solving. Members demonstrate an improved ability to complete tasks, solve problems, resolve conflict. Need to learn to engage in more sophisticated problem-solving and decision-making, continue the use of effective strategies for conflict resolution and take greater levels of responsibility for their roles. Leaders become less directive, team members feel empowered, and multiple leaders emerge

8. Performing Teams are at the highest level of performance and can process their strengths and weaknesses while accomplishing their goals. Team takes a flexible approach to roles and structures depending on the task at hand. The team is able to evaluate its effectiveness and views conflict is viewed as an opportunity. Stage 4 teams tend to be energetic, creative, and fun! Need to hold high expectations for their performance. They often use sub-groups as well as the large group for decision-making and task completion. Teams also recognize the need to ensure that all members are in agreement with the role and purpose of sub-groups. Often difficult to identify the leader, because everyone is sharing in leadership

9. Adjourning T eams are at not at their highest level of performance as teams may disband or group members may leave. The team may disband on achieving their goals or because the group members leave. Instead of high task performance the priority of the group is to conclude its activities. The most effective interventions in this stage are those that facilitate task termination and the disengagement process. It involves the termination of task behaviors and disengagement from relationships. Develop a closure activity to help members determine what they have learned/how they have benefited, ensure that a plan of recognition is in place; coordinate awards, statements or expressions, or gifts, of appreciation

10. THANK YOU