GROUP DYNAMICS

NTRODUCTION
• Dynamic=Force
• It refers to the forces operating in the group.
• Its concerned with dynamic interaction of individuals in face to face relationships.
• As a leader understanding the group dynamic is essential in order to both compose & guide the
individuals within a group for the purpose of successfully & efficiently completing an assignment.
Group dynamics deals with the attitudes and behavioral patterns of a group. Group dynamics
concern how groups are formed, what is their structure and which processes are followed in their
functioning. Thus, it is concerned with the interactions and forces operating between groups.
Group dynamics is relevant to groups of all kinds – both formal and informal. If the UPA
government has set up Group of Ministers for every governance issue, the Supreme Court of India
has 27 Group of Judges committees overseeing all manner of non-judicial work in the apex court.
In an organizational setting, the term groups are a very common and the study of groups and group
dynamics is an important area of study.

DEFINITION-
According to Cartwright and Zander, 1968
Group dynamics is a set of behavioural and psychological processes that occur within a social
group or between groups. It refers to the "nature of groups, the laws of their development, and their
interrelations with individuals, other groups, and larger institutions

• It is the social process by which people interact face to face in small groups.
• A branch of social psychology which studies problems involving the structure of a group.
• It’s an interaction that influence the attitudes & behavior of people when they are grouped with
others through either choice or accidental circumstances.

OBJECTIVES
• Identify & analyze the social processes that impact on group development & performance.
• Acquire the skills necessary to intervene & improve individual & group performance in an
organizational context.
• Build more successful organization by applying techniques by that provides positive impact on
goal achievement.
THE DIFFERENT TYPES OF GROUP DYNAMICS-
In an organization, we commonly see two types of groups—formal and informal. Let’s look at how
different types of group dynamics play out by understanding their characteristics.

1. FORMAL GROUP DYNAMICS

The purpose of a formal group is to perform tasks and meet specific targets. The primary
responsibility is to drive business goals and they are a result of an organization’s structure. Formal
groups serve a strictly functional purpose and individuals typically function under the guidance of a
leader (e.g., manager). Departments, committees and boards of directors are a few examples of
formal groups in an organization.

Formal group members are required to work with each other for a certain period of time. Group
formation isn’t always a smooth process because not everyone can build rapport immediately.
Its group dynamics highly depends on the leader, how they manage the team and delegate
responsibilities. But continuous communication and collaboration encourage members to increase
personal interactions, improving group efficiency.

2. INFORMAL GROUP DYNAMICS

Informal groups are a result of socio-psychological forces that encourage people to interact and
engage with each other. Individuals working together are bound to form social groups because
humans are social animals. We socialize for various reasons—minimize monotony in the
workplace, defeat psychological fatigue and boredom. We simply enjoy others’ company and
develop a genuine liking.

Informal group dynamics are tricky to navigate because there aren’t any rules or regulations
governing a group. We form them organically as we find like-minded people we can connect with.
Most informal groups are small in size, making room for resentment. People outside the groups
often feel left out or uncomfortable. Moreover, personal differences are more likely to manifest
because informal groups aren’t very stable. Nonetheless, they have the power to influence the
effectiveness of an organization.

THE PRINCIPLES OF GROUP DYNAMICS-

If you want to improve your group dynamics, let’s look at some of its most critical principles:

PRINCIPLE OF BELONGINGNESS
People in a group should have a strong sense of belonging if they want to communicate and
collaborate for effective teamwork. Those who exert influence and those who were influenced
need to engage with each other to understand each other better. When the develop a sense of
belonging, you feel encouraged to give the best and support others as well. If everyone
performs well, the group gets a morale boost.

PRINCIPLE OF PERCEPTION
If we want to implement a change in your group, you need to create a common perception
among people that will make them accept the change with greater ease. It’s providing a heads-
 up for your team and preparing them for a change. For example, there is a revision in ythe
project deadline. we need to communicate with your team and inform them about the
additional efforts they’ll need to put, moving forward. If everyone is on the same page, it
becomes easier to execute decisions.

PRINCIPLE OF CONFORMITY
We won’t always come across like-minded people in your group. People from various walks
of life with diverse perspectives and viewpoints may think and work differently. If we want
the group to function as an individual unit, weneed to address individualistic tendencies.
Group members need to conform to group norms and respect the essential rules that govern
the group.

PRINCIPLE OF CHANGE
Changes are constant in a group. To effectively bring about changes and implement them, the
group needs to be well-coordinated and informed. Share all the relevant information
concerning the plan, strategy and outcome of change amongst group members. State the
expectations in advance so that there isn’t any dissatisfaction later. A coordinated group is
better prepared to deal with change.

PRINCIPLE OF READJUSTMENT
The principle of change is responsible for the principle of readjustment. Changes in a
particular part of a group are likely to cause tension in the other part. It can be managed by
making readjustments in the related parts of the group. Essentially, the principle of
readjustment emphasizes readjusting group dynamics after a change in group norms,
objectives or delegation of responsibilities.

PRINCIPLE OF COMMON MOTIVES

The core purpose of groups is to drive an organization’s goals successfully. All the operations
are geared towards achieving common targets. Problem-solving, strategizing and decision-
making have to be done in a collaborative manner. we need to be on the same page as
everybody else, otherwise, conflicts are likely to arise. Goals, milestones and timelines for
any project should be set collaboratively. If not, every member should be aware of the
expectations.

GOAL ORIENTATION PRINCIPLE

 A group survives only when their actions are goal-oriented. Everyone needs a direction to
follow, otherwise, there will be confusion and chaos. The principle of common motives
guides the goal orientation principle; all the tasks are geared towards meeting larger
objectives. An operational hierarchy ensures that a group stays on track and makes progress.

PRINCIPLE OF POWER
The principle of power plays out in different ways. The more attractive a group looks to
someone, the more influence it exerts. For example, there is a new inner circle at the office
and all the easy-going people are in it. An outsider is likely to be attracted by such a group
because it exerts a certain kind of influence. The greater the power of a group, the greater its
influence over its members and others.
CONTINUOUS PROCESS PRINCIPLE
Group functioning is a continuous process. Every group is formed in such a way that each
individual is responsible for maintaining continuity, in addition to being accountable for their
own actions. Groups should adjourn only upon the completion of tasks or after achieving their
desired objectives. Until then, everyone should continue to work in harmony and ensure
continuous operation.

CURATIVE FACTORS OF GROUP DYNAMICS-

• Yalom (1985) identified 11 curative factors that individuals can achieve through interpersonal
interactions within a group.
1. Instillation of hope
2. Universality
3. The imparting of information
4. Altruism
5. Development of socializing techniques
6. Imitative behavior
7. Interpersonal learning
8. Group cohesiveness
9. Catharsis
10. Existential factors
Task vs. relationshipInfluence Decision Content vs. process Communication
ELEMENTS
 -Social identity theory
-Social exchange theory
-A classic theory

GROUP DEVELOPMENT-
• There are several theories as to why groups develops.
1. A CLASSIC THEORY-
• Developed by George Homans, suggests that groups develop based on activities interactions, and
sentiments.
• Basically, the theory means that when individuals share common activities, they will have more
interaction and will develop attitudes (positive or negative) toward each other.
• The major clement in this theory is the interaction of the individuals involved.

2. SOCIAL EXCHANGE THEORY-

• Offers an alternative explanation for group development.
• According to this theory individuals form relationships based on the implicit expectation of
mutually beneficial exchanges based on trust and felt obligation
. • Thus, a perception that exchange relationships will be positive is essential if individuals are to be
attracted to and affiliate with a group.

3. SOCIAL IDENTITY THEORY-

• Offers another explanation for group formation.
• Simply put, this theory suggests that individuals get a sense of identity and self-esteem based
upon their membership in salient groups.
• The nature of the group may be demographically based, culturally based, or organizationally
based.
• Individuals are motivated to belong to and contribute to identity groups because of the sense of
belongingness and self-worth membership in the group imparts.
• According to Tuckman's theory, there are five stages of group development: forming, storming,
norming, performing, and adjourning.
• During these stages group members must address several issues and the way in which these
issues are resolved determines whether the group will succeed in accomplishing its tasks.

1. Forming
• This stage is usually characterized by some confusion and uncertainty.
• The major goals of the group have not been established. The nature of the task or leadership of
the group has not been determined (Luthans, 2005).
• Thus, forming is an orientation period when members get to know one another and share
expectations about the group.
• Members lean the purpose of the group as well as the rules to be followed.
• The forming stage should not be rushed because trust and openness must be developed.
• These feelings strengthen in later stages of development.
• Individuals are often confused during this stage because roles are not clear and there may not be a
strong leader.

2. Storming
• In this stage, the group is likely to see then highest level of disagreement and conflict.
• Members often challenge group goals and struggle for power.
• Individuals often vie for the leadership position during this stage of development.
• This can be a positive experience for all groups if members can achieve cohesiveness
through resolution.
• Members often voice concern and criticism in this phase.
• If members are not able to resolve the conflict, then the group will often disband or
continue in existence but will remain ineffective and never advance to the other stages.
3. Norming
• This stage is characterized by the recognition of individual differences and shared
expectations.
• Hopefully, at this stage the group members will begin to develop a feeling of group
cohesion and identity, cooperative effort should begin to yield results.
• Responsibilities are divided among members and the group decides how it will evaluate
progress.

4. Performing
• Performing, occurs when the group has matured and attains a feeling of cohesiveness.
• During this stage of development, individuals accept one another and conflict is resolved
through group discussion.
• Members of the group make decisions through a rational process that is focused on
relevant goals rather than emotional issues.
5. Adjourning
• Not all groups experience this stage of development because it is characterized by the
disbandment of the group.
• Some groups are relatively permanent (Luthans, 2005). Reasons that groups disband vary
with common reasons being the accomplishment of the task or individuals deciding to go
their own ways.
• Members of the group often experience feelings of closure and sadness as they prepare to
leave.
IMPORTANCE OF GROUP DYNAMISM

1. Firstly, a group can influence the way the members think. The members are always influenced
by the interactions of other members in the group. A group with a good leader performs better as
compared to a group with a weak leader.
2. The group can give the effect of synergy, that is, if the group consists of positive thinkers then
its output is more than double every time.
3. Group dynamism can furthermore give job satisfaction to the members.
4. The group can also infuse the team spirit among the members.
5. Even the attitude, insights & ideas of members depend on group dynamism. For example,
negative thinkers convert to positive thinkers with the help of the facilitator.
6. Also, if the group works as a cohesive group, the cooperation and convergence can result in
maximization of productivity
7. Furthermore, group dynamism can reduce labor unrest. Lastly, it reduces labor turnover due to
emotional attachment among the group members.

THE ROLE OF THE GROUP LEADER-

 A person who is not in a position of authority, who is outranked and is new to the
organization can still be a leader.
 Managing or Leading - refers to a person's ability to successfully lead a group of people.
 Organizations have realized that more leading characteristics are needed to be more
competitive in the work world.
 Success of an organization or the individual person (nurse) can be examined and fostered
through mentoring other nurses in reaching a professional or personal goal (i.e. furthering
their education or obtaining certifications in specialized procedures or areas of nursing), in
attaining a leadership role (i.e. charge nurse or supervisor) or being rewarded in
performance (recognition or raises)
 The nurse leader provides an atmosphere that allows open communication members.
 What are the characteristics that may affect attitudes and behaviors of the group members?
 Group size, gender composition, race, ethnicity and age among group.
 Cohesion - refers to the degree of attraction and motivation to stay in the group.
 Commitment - refers to a person's feelings and how they identify and are attached to the
group's goals or activities.
ROLE OF NURSE MANAGER IN GROUP DYNAMICS-
 Knowledge of group dynamics is needed by nurse managers to improve leadership
competencies and facilitates group discussions and communication.
 Groups are a common feature of a majority of experiences of all nurses in such roles are
outcome management, team co-ordination and teaching of students, patients and families.
 The nurse leader provides an atmosphere that allows open communication members.
 What are the characteristics that may affect attitudes and behaviors of the group members?
 Group size, gender composition, race, ethnicity and age among group.
 Cohesion - refers to the degree of attraction and motivation to stay in the group.
 Commitment - refers to a person's feelings and how they identify and are attached to the
group's goals or activities.

Involved in employee selection, career development, succession planning and periodic training.
-Achieve business and organization goals, visions and objectives.
-Analyzing, reporting, giving recommendations and developing strategies on how to improve
quality and quantity of nursing care.
-Supervise and manage the overall performance of staff in department.

 The nurse manager usually has following role in group dynamics:

 Working out compensations & Responsible for the growth
 rewards. & increase in the organizations’ finance & Identifying problems, creating choice
 earning. & providing alternative courses of actions.

CONCLUSION-
Group dynamics refers to the understanding of the behaviors of people in groups, such as task
groups, that are trying to solve a problem or make a decision. • Group norms are followed &
collective pressure is exerted to ensure the effectiveness of the group. • The group provides a
measure of support & reassurance. Moreover, as a group, learners may also learn collectively for
change action
 BIBLIOGRAPHY
1. Basvantthappa B.T. Nursing Administration.1st Edition. New Delhi: Jaypee Brothers; 2000.

2. Rebecca Samson. Leadership & management in nursing practice & education. Jaypee
Publication. New Delhi. Page No. 50-55. 3.IGNOU. Nursing Administration & management Vol. 4.
Page no. 47-50.