MANIBA BHULA NURSING COLLEGE

TOPIC: GROUP DYNAMICS AND ORGANIZATIONAL

BEHAVIOUR
SUBJECT: ADVANCED NURSING PRACTICE

SUBMITTED TO: MRS.L.CHANU MADAM

HOD CHILD HEALTH NURSNG

MBNC,BARDOLI

SUBMITTED ON:

SUBMITTED BY:

LINDA THONGBAM

1ST YR MSc.NURSING

MBNC, BARDOLI
 GROUP DYNAMICS

Introduction: The word dynamic means force. The term group dynamics
refers to the forces operating in groups.

It was founded by Kurt Lewin to study group decision,group productivity,

group interaction ,group cohesiveness and group communications. The
underlying assumption was that the laws of the group behaviour can be
established independently of the goals or specific activities of group
irrespective of the structure of the group.

Group dynamics contains two terms: group and dynamics, Group

basically a collectivity of two or more persons.

The group dynamics is concerned with the interactions of forces among

group members in a social situation.

DEFINITION:

A collection of two or more interacting individuals with a stable

pattern of relationship between them, who share common goals and perceive
themselves as being a group.

CLASSIFICATION OF GROUPS

Groups are classified as either primary or secondary, according to their

structure and type of interaction.

Primary groups is a small, intimate group in which he relationships among

members are personal spontaneous sentimental cooperative and inclusive.

For examples: family,friends, groups etc.

Characteristics of primary groups:

Primary groups communicate with each other largely is face to face

interactions and develop a strong sense of unity or oneness.

Primary groups not only set standards of behaviour for the members but also
support and sustain each member under stress he or she would otherwise not
be able to withstand.
The primary group help and support when they have health problems.

Secondary group: A secondary groups is generally larger, more impersonal and

less sentimental than a primary group. Eg: professional asssociations, political
parties, business groups.

Interactions do not necessarily occur in face to face contact and do not

require that the members know each other in any inclusive sense. Thus there is
little sentiment attached to such relationships. Once the goals of the group is
achieved or changed, the interaction is discontinued.

Groups may also be classified as formal, semiformal,or informal. The most

common example of the formal group is the work organization. People become
familiar with many different formal work groups during their lifetimes and
spend a major portion of their working hours in such groups.

Example of the semiformal groups are churches,lodges social club and

some labour unions.

Some of the informal groups are:

1. Friendship groups
2. Hobby groups
3. Convenience groups
4. Work groups
5. Self protective groups

Friendship groups: The first groups formed in life are friendship groups. They
are often formed on the basis of commo interests. Many arise out of
semiformal group interactions or are formed spontaneously from work
organizations.

Hobby groups: Hobby groups bring together a wide variety of people from all
walks in life. The differences in members personalities and backgrounds are
largely ignored in the interests of the hobby itself.

Convenience groups: These groups are found in and out of work settings. Two
examples are the car pool and the child care group organized by mothers.
Work groups: Informal work groups can make or break an organization.
Managers need to be sensitive to such groups and cultivate their cooperation
and good will. Friendships often arise out of such groups between a new
member and the first person who makes that member feel a welcome addition
to group.

Self protective groups: This can be found anywhere by are paricularly common
in work organizations. They arise spontaneously out of real or perceived
threat. Eg: a superior may oppose a worker strongly and find a group of
workers organized in united front against the threat. Such groups dissipate as
soon as the threat has subsided.

ELEMENTS OF GROUP BEHAVIOUR

1. ACITIVITY: When a person does something eg talk,runs, manipulates

machinery he is said to perform some activity.
2. INTERACTION: Every conversation is an interaction. By interaction we
mean a communicatio or contact between two or more persons so that
the activity of ones responds to the activity of the other.
3. BELIEFS: A belief of feeling which an employee must have in order to
perform the assigned task is called required sentiment. The belief of
feeling which an employee brings with him into a group because of his
life outside it and his personal background is known as given sentiments.
When given sentiments pertain to ideals and aspiration which are
desirable they are called values.
4. NORMS: Norms is a particular kind of emergent namely, an idea or belief
about what the activities,sentiments or interactions in a particular group
should be. Norms develop in any group with greater or less degree of
consensus and they serve to define hoe one should behave in selection
of outsiders,other members,the job and the emergent non work
activities.
5. SENTIMENTS: Sentiments can be define as ideas,belief,feeling about the
work and the others involved in it.

TYPES OF HEALTH CARE GROUPS

1. Teaching groups: The major purpose of teaching groups is to imprt
information to the participants. Eg of teaching groups include group
 continuing education and client health care groups. Numerous subjects
are often handled via the group teaching format. Child birth techniques,
birth control methods,effective parenting,nutrition,management of
chronic illness such as diabetes,exercis for the middle aged and older
adults,and instructions to the family members about follow up care for
discharged clients.
2. Self helps groups: A self help groups is a small, voluntary organization
composed of individuals who share similar health,social,or daily living
problem. These groups are based on the helper therapy principle:those
who helpe are helped most.
3. Self awareness or growth groups: The purpose of self awareness or
growth groups is to develop or use interpersonal strengths. The overall
aim is to improve the perception of members or to improve the
functioning of the group to which they return,whether job,family or
community.
4. Therapy groups: Therapy groups are clearly defined to do the walk of
therapy. Members works towrads self understanding, more satisfactory
ways of relating or handling stress and changing patterns of behaviour
towards health. The focus of groups is member centered. Depending on
the leaders orientation,past experiences may be just as relevant as
current concerns.

CHARACTERISTICS OF GROUPS
1. Accomplish its goal
2. Maintain its cohesion
3. Develop and modify its stucture to improve its effectiveness

Assessing Group Dynamics :

Every groups has its own unique dynamics and constantly changing patterns of
forces,just as each individual has unique forces from whithin that shape the
persons character.

There are various factors:

a) Commitment: The members of the effective groups have a commitment

of the goals and output of the group. Because group demands time and
 attention,members must relinquish some autonomy and self interest.
Conflicts do arises in between the groups however many members who
are committed to the group feel close to each other and willingly
sacrifice their own interest for the group.
Leadership styles: Some questions are carried out in order to determine
group members,
Who starts the meetingor the work?
Who contribute additional information to help the group carry
out its own function?
Who represent the group with other group?
Who keep the discussion relevant?

C) Decision making methods: Five methods of decision making have been

identified.

1. Individuals or authority rule decisions - The designated leader of the group

makes the decision and group members are expected to abide by it. Authority
rule decisions may be made without discussion or consultation with the group
or may be made after discussing the issue and eliciting the group ideas and
views.

2. Minority decisions This method of discussion is advantageous when the

whole group is unable to meet together because of time pressure. It is useful
for routine decisions. Its limitation are similar to those of decision made by
authority rule. Often executive committees of large groups exercise minority
control in decision making.

3. Majority decisions This method is commonly used in large groups when

complete member commitment is unnecessary. It is an effective method to
close a discussion on issues that are not highly important for the group and
when sufficient time is lacking for a decision by consensus.

4. Consensus decision This type of decision making takes a great deal of time
and energy and therefore is not effective when time pressure are great or
when an emergency is in progress.
5. Unanimous decisions This method is commonly used for issues that are
highly important to the group an drequire complete member commitment.
Unanimous decisions are not practical for simple routine matters or
controversial issues,however making sound decisions is essential to effective
group functioning.

d) Group task roles: The degree of input by members into goal setting,decision
making , problem solving and grooup evaluation is due in part of the group
structure and leadership style,but members have responsibilities for group
behaviour and participation . effective member task roles include the
following:

Initiator or contributor
Information giver
Information receiver
Opinion giver
Opinion receiver
Summarizer
Energizer
Elaboratoe or evaluator
Gate keeper
Linker
Diagnoser
Active listener
Clarifier
Tension reliever
Recorder
Dominator
Blocker
Playboy
Aggressor
Monopolizer

e) Interaction patterns : The interaction pattern indicates who speaks to whom

and who initiates the remarks. Ideally the interaction patterns of a small group
would indicate verbal interaction from a members of the group to all members
of the groups.
f) Cohesiveness: Cohesive groups possess a certain group spirit sense of being
we and a common purpose. Groups lacking in cohesiveness are unstable and
prone to disintegration . membership atttitudes and behaviours are group
properties that characterize high cohesion groups.

g) Power: It can be viewed as a vital,positive force that moves peoples towards

the attainment of individual or group goals. It is impossible to interact with
others without influencing and being influenced by them. The unequal
distribution of power within a group can adversely affect the task and
maintenance functions of the groups. Dissatisfaction with in the group
decreases its attractiveness and reduces its cohesion.

CONCLUSION:
 ORGANIZATIONAL BEHAVIOUR

INTRODUCTION

Organizational behavior researchers study the behavior of individuals primarily

in their organizational roles. One of the main goals of organizational behavior
is "to revitalize organizational theory and develop a better conceptualization of
organizational life".

DEFINITION: It is the study of the way people interact within groups. Normally this
study is applied in an attempt to create more efficient business organizations. The
central idea of the study of organizational behavior is that a scientific approach can
be applied to the management of workers.

OB can be divided into three levels. The study of:

1. individuals in organizations (micro-level),

2. work groups (meso-level),
3. how organizations behave (macro-level).

ELEMENTS OF ORGANIZATIONAL BEHAVIOR. The organization's base rests on

management's philosophy, values, vision and goals. This in turn drives the
organizational culture which is composed of the formal organization, informal
organization and the social environment .

MODELS OF ORGANIZATIONAL BEHAVIOUR

Models are frameworks or possible explanations why do people behave

as they do at work. There are so many models as many are
organizations. Varying results across the organizations are substantially
caused by differences in the models of organizational behaviour. All the
models of organizational behaviour are broadly classified into four types:
autocratic, custodial, supportive and collegial.
Social systems, culture and individualization:

A social system is a complex set of human relationships interacting in many

ways. Within an organization, the social system includes all the people in it and
their relationships to each other and to the outside world. The behaviour of
one member can have an impact, either directly or indirectly,on the behaviour
of others.

Cultures is the conventional behaviour of a society that encompasses

beliefs,customs,knowledge, and practices. It influences human behaviour,
even though it seldom enters into their conscious thought. People depend on
culture as it gives them stability,security,understanding,and the ability to
respond to a given situation. This is why people fear for change. Organizations
need people to challenge,position,and experiment while still maintaining the
culture that binds them into a social system.

ORGANIZATION DEVELOPMENT

Organization development iis the systematic appliction of behavioural science

knowledge at various levels, such as group,inter group,organization etc, to
bring about planned change.
It is a field of research, theory, and practice dedicated to expanding the
knowledge and It effectiveness of people to accomplish more successful
organizational change and performance.
Characteristics of OD:

The salient characteristics of OD implied in its definitions are gleaned as

follows:

First, OD is a systematic approach to the planned change. It is structured style

of diagnosing organisational problems and opportunities and then applying
expertise to them.

Second, OD is grounded in solid research and theory. It involves the application

of our knowledge of behavioural science to the challenge that the organisations
face

Third, OD recognizes the reciprocal relationship between individuals and

organisations. It acknowledges that for organisations to change, individuals
must change.

Fourth, OD is goal oriented. It is a process that seeks to improve both individual

and organisational well- being and effectiveness.

Fifth, OD is designed to solve problems

Objectives of OD:
The main objectives of OD are to:

1. Improve organisational performance as measured by profitability, market

share, innovativeness, etc.

2. Make organisations better adaptive to its environment which always keeps

on changing.
3. Make the members willing face organisational problems and contribute
creative solutions to the organisational problems.

4. Improve internal behaviour patterns such as interpersonal relations,

intergroup relations, level of trust and support among the role players

5. Understand own self and others, openness and meaningful communication and
involvement in planning for organisational development.

CONCLUSION:

Organizational behaviour has to be well known to the nursing students to identify

their roles in the particular organization and to safeguard them from the problem
the organization and to safeguard them from the problems in the organizations and
to learn more about the organizational policies and protocols.