Question

1.Describe the 5 stages of group development.

2.Describe the 3 views of conflict.

3.Why does high group cohesiveness and low commitment to organizational goals result in a decrease in group productivity?

Answer 1

1. Five stage of group development are :

(1) forming stage : the first stage of group development is forming. In this stage you meet with all other people. Everyone are polite and some of them are excited as well to start something new. During the stage you may discuss :

Member skill background and interest

Project goal

Time line

Ground rules

Individual roles

At this stage the group start becoming familiar to each other, as the roles and responsibilities are begin to form. But in this stage grouo focuses on relation so you won't be very productive yet

(2)storming stage : in this stage, when you come to know about someone flaw and their best point that means you are in storming stage. In this personality may clashes. Member might disagree to each others view on how to complete the task If you are a leader, remember member disagree is normal.

Some team skip over the storming stage or try to avoid conflict at whatever vost. Avoidance usually make the problem grow until it blows up. So, recognise conflict and resolve them early on.

(3) Norming stage : in this stage, people start appreciate other members. Groups start to settle into a grove. In this stage you might teach them about their personal life as well but you must admire his knowledge.

Storming sometimes overlaps with norming. As new task arises, grouo may still experience a few conflict. If you are already dealt with disagreement befire, it will probably be easier to address this time.

(4) performing stage : this is the stage where you have some confidence knowledge, motivation, confidence and familiar enough to all group members. This will increase the final goal

(5) adjoining stage : once a project ends, the team disband. This phrase is something know as mouring because members have grown close and feel a loss that are experience over.

2. Three view of conflicts are :

(1) traditional view of organisational conflict: according to this view, any conflict in an organisation is outright bad, negative and harmful. It sees the conflict as dysfunction and destructive. It suggests conflict must be avoided by identifying the malfunctioning callus.it identifies poor communication disagreement, lack of openness and trust upon individuals. It is a early approach of conflicts. The traditional view of conflict fell out of favour for a long time as scholar and academic come to realise that in some circumstances a conflict was inescapable

(2) human relation view of organisational conflict :in tjis period, the fields of management and organisational behavior wew expanding. It present a significantly different perspective on this topic.

It primary teaches us to accept conflict, it identify conflict as an important aspect of any organisation. Instead, it says that an organisational conflict may be benificial for the individuals, group and the organisation in general.

Here, the conflict was seen in a positive light as it was suggested that conflict may lead to an improvement in a group’s performance.

(3) interactionist view of organisational conflict : it suggests that an ongoing, minimum level of conflict is actually necessary and beneficial for a group. Without this conflict the organisation is likely to become static, inflexible non responsible and in adaptable. the major contribution of the interactionist view is encouraging group leaders to sustain an ongoing minimum level of conflict enough to keep the group viable, self-critical and inspired.

3.high group cohesiveness and low commitment to organisation goal result in decrease in group productivity because True group cohesiveness and closeness experienced by members of the group had an important positive impact on performance result. Some of them are,

Higher Influence

Higher Participation

Higher Communication

Higher Productivity

Higher Conformity

Higher Success

Higher Personal Satisfaction