G ROUP F ORMATION AND D EVELOPMENT
10.4 G ROUP F ORMATION AND D EVELOPMENT
The most basic theory explaining affiliation is ‘propinquity’. This interesting word means simply that person affiliated with one another because of geographical proximity. For example, the theory would predict those workers who work nearer in workplace are more likely to form group then the other workers. Or workers who work in the same area of the plant/office close to one another would more probably form into groups than would those who are not physically located together.
Homan’s interaction theory is a more comprehensive theory of group formation. The theory is based on activities, interactions and sentiments. They are directly related to one another. The more activity person shares,
Group Dynamics
the more numerous will their interaction and the stronger will be their sentiments. This theory had a great deal to the understanding of group formation and process. The major element is 'interaction'. Individual in a group interact with one another not just in a physical propinquity sense, but also to achieve many group goals, such as cooperation and problem solving.
Balance theory of group formation states that persons are attracted to one another on the basis of similar attitudes toward commodity, relevant object and goals. Individual X will interact and form a group with individual Y because of common attitude and values (Z), both propinquity and interaction plays a role in balance theory.
Exhibit 1: Balance Theory
Exchange theory is based upon reward and cost outcomes of interaction. These two are common outcomes for making an interaction with other or simply helpful in affiliation or group formation. Rewards from interaction gratify needs, while costs incur anxiety, fatigue, frustration etc.
Four Stage Model of Group Development
Hare has given four stages for group development. These are:
1. Latent—This stage stands for latent pattern, maintenance and tension reduction. It is marked by the group's natural need to reach agreement as to its purposes, work methods and expectation and participation obligation. This agreement reduces the tension surroundings the group's direction, priorities and maintenance in the problem solving process.
2. Adaptation—At this stage, the group generate critical information necessary to solve the problem at hand. It lays out fact and identifies the necessary skills and resources required for solution and also participants identify and essential role that are key to the problem solving efforts.
3. Integration—It requires flexibility, reassessment and innovation on the part of their members and leaders. Find out the alternatives which are necessary to move the group in the final stage.
4. Goal Attainment—This is the last stage, in which the solution has been finally found out.
Industrial Psychology Phase in Group Development
Bruce Tuckman (1965) proposed the four-stage model called Tuckman's Stages for a group. Tuckman's model states that the ideal group decision- making process should occur in four stages:
Stage I: Forming It is the first stage in group development process. Uncertainty about the
group's purpose, structure and leadership are the main characteristics of this stage. Members are pretending to get on or get along with others. This stage is complete when members have begun to think of themselves as a part of a group.
Stage II: Storming Intra group conflicts are the essential part of this stage. Members accept the existence of the group, but there is resistance to the constraints that
the group imposes on individuality. There is also conflict over who will control the group. When this stage is complete, there will be a relatively clear hierarchy of leadership within the group.
Stage III: Norming At this stage close relationship, cohesiveness, and trust developed among
the group members. This stage is complete when the group structure solidifies and the group has assimilated a common set of expectations of what defines correct member behaviour.
Stage IV: Performing The group structure at this stage is fully functional and accepted to all members of the group. Group energy has moved from getting to know
and understands each other to performing the task. Tuckman added a 5th stage 10 years later: Stage V: Adjourning Actually the group development process is completed on performing stage,
when the particular groups are stat doing performing than automatically their development process completed. This stage is for temporary groups, having characterized by concern with wrapping up activities rather than task performance.