Summary of case 3:

this is case is about how managers can manage groups in different culture. There are two
countries that are managing their groups in different ways. U.K. an individualistic country which
prefer open competition for work groups compete against each other and they reward the wining
groups. On the other hand, in Germanys collectivist culture wining groups feel proud and losing
groups feel sense of shame. Groups of U.K. can apply their non competitors’ strategy but
Germanys groups cannot apply those tactics cause their culture promotes harmony more than
productivity. Also, in performance appraisal U.K. managers replace group member who does not
work harder. But Germanys managers do not use same type of individual performance
requirements like U.K.

Case 3: Q,A 1;
To develop the group of the Germany’s subsidiary more effective first I have to increase
cohesiveness and diversity of the groups. To cope with Germanys collectivist culture, I have to
impose better norms to the groups. Knowing that Germanys culture promotes Harmony than
productivity. So, the top manager doesn’t support same strategy being implemented in different
groups. Because of these reasons I have to implement diversity in groups. So, that groups can
provide opportunities to solve problems in unique ways.
cohesiveness and diversity will increase groups creativity. This will increase groups degree of
acceptance of achievable solution. If group members have different backgrounds, the alternatives
solution should be more extensive and the analysis more critical. When the final solution is
agreed on, there will be more people in a group decision to support and implement different
strategies. So that the strategy of each group won’t be same and won’t be rejected by Germanys
managers.

Case 3: Q,B 2;
To make the group more effective, I have to implement six property of group development
process. These are roles, norms, status, group size and dynamics, cohesiveness and diversity.
Role is a set behavior patterns attributed to individual in given position in a group. Roles
contribute directly to the group’s completion of task or achievement of its goals. Norms are
standards of behavior given certain organization that are accepted by the group’s members of the
organization. norms settings help groups members to interact, communicate and conduct
themselves as group member. Norms settings also helps to determine groups functioning. Such
as safety, expected work hours, meeting attendance, decision making and accountability. It also
has great impact on group cohesiveness and performance. Status a socially defined position or
rank given to groups or groups members. status is a significant motivator and has major
behavioral consequences in group performance. Higher status individual follows less norms than
lower status member. Their decision making more valued than other members of the group. They
speak more often, state more commands and they also can interrupt others. Size and dynamics
can affect the group’s overall behavior. The larger size groups can bring more solution as well as
diversity into decision process. But larger group decision making is very time consuming.
Because larger groups take more time to reach solution. So, group size should be based on how
hard is achieving goals. Groups cohesiveness allows individuals to work together more easily
and fell more positively about their work. Cohesiveness increases groups productivity. If
cohesiveness and groups norms quality is high then groups productivity will raise. Diversity the
extent to which members of a groups are different from one another. In a group diversity can
ensure that group has the skills and knowledge necessary for the successful solution of a task.
Diverse groups as long as they are well managed tend to be more creative and achieve goals
more efficiently.
https://opentextbc.ca/organizationalbehavioropenstax/

Case 3: Q, C 3;
There are lot factors how I can handle free riders in a group performance. These are
Make the task more meaningful to individual: working in a group individual often fell that their
contribution doesn’t matter. So, when they recognize the significance of their efforts and they
tend to work harder.
Show them what their group members doing: watching their peers are working harder. This will
motivate them to work harder as well.
Shrink the group into smaller size: it will help to understand which individual is giving effort or
not.
Assign unique responsibilities: assigning unique responsibilities will help me to understand
which individual is doing what kind of task. So, if anyone doesn’t complete their task only that
individual will be responsible. Giving feedback each of his work will motivate him to work
smarter.
Build a good relationship between group members: so, that if any individual doesn’t finish his
task, he feels guilty leaving his friends in a worst situation.
Finally, if all the implemented factors fail, ask for his advice. For example, asking him how can I
motivate his group member to contribute more in finishing the group task.
Theoretical background:
Group: consisting two or more individuals who work together to achieve certain objective or
goal. Group is universal part of organizational life. The purpose of a certain group may range
from preparing a new advertising campaign, sharing information, to make important decisions, to
fulfill social needs.
There are two types of groups:
Formal group: a group created by certain organization to accomplish a number of certain
organizational purposes. Two types of formal groups are task group and command group.
Task group is a group created by the organization to accomplish a specific goal within a stated
time horizon.
Command group is a group composed of the individuals who report directly to a given manager.
Informal group: is a group that is created by its members for a reason but it is not formally
structured by certain organization. these groups are interest groups and friendship groups.
In an interest group member work together to achieve certain goals with which each member is
concerned about.
Friendship Group is group that is created because of certain individuals share one or more
common characteristics.
Group formation processes:
There are five stages of group formation forming, storming, norming, performing and
adjourning.
Forming:
This is beginning stage of the group process lasts only a few days or weeks. Members of the
group start by planning their task and their new roles. The groups begin by learning about group
processes in preparation for the tough times ahead. However, it is utmost for the members to
learn the aspects of conflict resolution, communication, group decision making and time
management.
Storming:
In this stage considerable amount of fights and arguments exists. members begin to feel the stress
of frustration, disgust, and anger. therefore, as the problem festers, the work remains
uncompleted. Managers also experience frustration.
Norming:
In this stage the group’s members work through individual and social conflicts. The group
establishes its own patterns of behavior and start to trust each other. Moreover, when the group
develops interpersonal skills members adequate new job skills.
Performing:
In the performing stage, the group is ready to begin performing its assigned task and respective
jobs. In this stage the group’s members are well acquainted with one another and has clarity with
regard to what needs to be done. The performing stage starts when the group is comfortable to
work and ends when the task is accomplished.
Adjourning:
The adjourning stage ends the process of group formation. Because the group is adjourned when
the task that is assigned to the group is completed. Adjourning shows that the groups have been
successful in accomplishing pre-determined goals.
Properties of group: there are six properties of group formation. These are roles, norms, status,
size and dynamics, cohesiveness and diversity.
Roles play important part of group task achievement. Roles clarify what kind of job which
member will pursue. Roles serve as a task leader, expediter, information provider and
information seeker.
Group norms helps groups to survive by rejecting deviant behavior that do not help in achieving
groups goals. Norms signify the values that are important to the organization and provide groups
own unique identity. Members of the groups can anticipate each other behavior based on norms
which ultimately enhances performance and goal accomplishment.
Group size is a significant factor that effects functions performed in a group. Smaller groups
complete tasks faster than larger groups. Also, smaller groups are more productive than larger
groups. On the other hand, large groups generate more facts, collet diverse importation, generate
more solutions to problems.
Low level of cohesiveness in groups leads to problems and difficulties in achieving goal.
Decrease in interactions can cause group to broke down. High level of cohesiveness lead to goal
accomplishment, job satisfaction and synergy.
Diversity across dimensions, such as expertise, education, or personality increases group
performance by enhancing creativity or different problem-solving solution. In contrast, more
visible diversity, such as race, gender, or age, can have negative effects on a group in initial
stages.