GROUP DYNAMICS AND TEAM BUILDING

Coming together is a beginning.

Keeping together is progress.
Working together is success.
- Henry Ford
 Team
A team is small number of people with
complementary skills who are committed to a
common purpose, set of performance goals and
approaches which they hold themselves mutually
accountable
 Group
A group is a number of peoples, usually reporting
to a common superiors and have some face-to-face
interaction, who have some degree of
interdependency in carrying out task for the
purpose of achieving org goals
 Difference between team and group
Team Group
Members recognize Members think they
Understanding
their independence are grouped together
and understand both for administrative
personal and team purposes only.
goals are best
accomplished with
mutual support.
Ownership Members feel a sense Members tend to focus
of ownership for their on themselves.
jobs and unit.

Members work in a Members distrust the

Trust climate of trust and are motives of colleges
encouraged to openly because they do not
express ideas, opinions understand the role of
and thoughts. other members.
Creativity Members contribute to Members are told what
and
contribution
the organization's to do rather than being
success. asked what the best
approach would be.

Members are so
Members practice open cautious about what
Common
and honest they say, that real
understanding
communication. They understanding is not
make an effort to possible.
understand each others'
point of view.
Personal Members are Members receive good
Development
encouraged training but are limited
continually to develop in applying it to the job.
skills and apply what
they learn on the job.
Members find
Members realize themselves in conflict
conflict is a normal situations they do not
Conflict aspect of human know how to resolve.
Resolution interaction. They Their supervisor may
work to resolve intervene until serious
conflict quickly and damage is done, i.e. a
constructively. crisis situation
Clear Members work in a Members tend to work
Leadership structured environment, in an unstructured
they know what environment with
boundaries exist and undetermined
who has final authority. standards of
performance.
Team member may
share a common Group members may
commitment to share a common goals,
Commitment
purpose. though member too
share a common
interest.
 Members participate in Members may or may
Participat not participate in
decisions affecting the
ive- team but understand decisions affecting the
Decision their leader must make team.
Making a final ruling whenever
the team cannot decide,
or an emergency exists.
Positive win/win
results are the goal at
all times. Win/lose situations are
Decisions on a team common.
are typically made by
consensus. Decisions in a group
are made by voting or
implied agreement
Ease of To achieve a real team is Groups are far easier to
forming difficult and time- create than teams.
consuming. It takes time
to develop the skills to
work well together and
understand how to solve
problems and make
decisions effectively.

Multiple, diverse view

points are represented. A dominant view points
are represented.
View points
Work Performance of the  Work group
Performance
team depends on both performance typically
individual depends on the work
contributions and of individual
collective efforts. members.
Members hold
Accountability  The superiors hold
for job themselves
accountable. individual members
accountable for their
work.
Teams are autonomous
 Groups are required
Nature with and self managing.
resp of to be responsive to
management demands regularly
placed on them by the
management.
 Comparing Work Groups and Work Teams
Work Groups Work Teams

Share information Goal Collective performance

Neutral (may be negative) Synergy Positive

Individual Accountability Individual and mutual

Random and varied Skills Complementary

13 Chapter 9 ©Prentice Hall, 2001

 Defining and Classifying Groups
Group(s)
Two or more individuals interacting and
interdependent, who have come together
to achieve particular objectives.

Formal Group Informal Group

A designated work A group that is neither
group defined by the formally structured now
organization’s structure. organizationally determined;
appears in response to the
need for social contact.
8–14 © 2005 Prentice Hall Inc. All rights reserved.
 Defining and Classifying Groups (cont’d)
Command Group Task Group
A group composed of Those working together
the individuals who to complete a job or task.
report directly to a
given manager.

Interest Group Friendship Group

Those working together Those brought together
to attain a specific because they share one
objective with which or more common
each is concerned. characteristics.
8–15 © 2005 Prentice Hall Inc. All rights reserved.
Reasons for joining groups
1. security: group reduces insecurity and standing alone syndrome.
2. Status : recognition and status same as that
of group

3. Self-Esteem: Self importance
4.Affiliation: Fulfills need of affection
5. Power: There is power in number
6. Goal achievement: pool of talent, skills
and knowledege
THE FIVE-STAGE MODEL OF GROUP DEVELOPMENT

STAGE -I
FORMING: CONFUSION- not certain about
purpose, task and leadership.
STAGE II
STORMING:
conflict and confrontation(disagreements).
 STAGE III
NORMING: settling down, coop, collaboration
 STAGE IV
PERFORMING: group fully functional, devoted to task at
hand.
STAGE V
ADJOURNING: end of group/ new modified group

happy
sad

depressed
 Stages of Group Development

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 An Alternative Model: Temporary Groups with
Deadlines

Punctuated-Equilibrium
Model
Temporary groups go
through transitions Sequence
Sequenceof
ofactions:
actions:
between inertia and 1.1. Setting
Settinggroup
groupdirection
direction
activity. 2.2. First
Firstphase
phaseofofinertia
inertia
3.3. Half-way
Half-waypoint
pointtransition
transition
4.4. Major
Majorchanges
changes
5.5. Second
Secondphase
phaseofofinertia
inertia
6.6. Accelerated
Acceleratedactivity
activity

8–28 © 2005 Prentice Hall Inc. All rights reserved.

The Punctuated-Equilibrium Model
 Phase 1
The first meeting sets the group’s direction.
The first phase of group activity is one of inertia.
 Transition
A transition takes place at the end of the first phase, which
occurs exactly when the group has used up half its allotted
time.
The transition initiates major changes.
 Phase 2
A second phase of inertia follows the transition.
 Last meeting is characterized by markedly accelerated activity.
The Punctuated-Equilibrium Model

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