Group Dynamics: A Social Process

The social process by which people interact face to face in small group is called group dynamics. The word 'dynamics' comes from the Greek word meaning 'force', hence group dynamics refers to the study of forces operating within a group. Two important historical landmarks in our understanding of small groups are the research of Elton mayo and his associates in the 1920s and 1930s and the experiments in the 1930s of Kurt Lewin, the founder of the group dynamics movement. Mayo showed that workers tend to establish informal groups that affect job satisfaction and effectiveness. Lewin showed that different kinds of leadership produced different responses in groups. 

Groups have properties of their own that are different from the properties of the individuals who make up the group. The special properties of groups are illustrated by a simple lesson in mathematics. Suppose we say 'one plus one equals three' 1+1=3. In the world of mathematics that is a logical error. But in the world of group dynamics, it is entirely rational to say 'one plus one equals three'. In a group, there is no such thing as only two people, for no two people can be considered without including their relationship, and that relationship is the third element in the equation.

Thus, 'group dynamics' refers to the nature and extent of dynamism in a group, i.e. the capacity of a group to adopt new ideas and to change itself with times and circumstances. Similarly, group dynamics is concerned with the interaction of individual face-to-face relationship. It indicates the capacity of a group to react to a change. It has been found by social scientists that a change is normally resisted by a group and acceptance of change is largely as soon as group function rather than individual matter. A change becomes easier and effective if the group as a whole accepts it. A dynamic group accepts the change more readily because it has the capacity of moving with the times. Groups facilitate the co-operation, mutual understanding, companionship, supportive relations and friendship. Work groups also provide security for the individual member from pressure from other groups. 

There are some definitions given by different experts which are as follows: 

"Group dynamics is asocial process by which people interacts face in small group." – John W Newtorm & Keith Devis 

"The term 'group dynamics' refers to the complex of forces that determine group formation, its size and structure, conflict and change, cohesiveness, interaction and behavior." - Kurt Lewin 

"Group dynamic refers to the study of the interaction of the members of a group." – Kelly 

From the above definitions, group dynamics is a social process by which people interact face-to-face in small groups. It is the study of the forces operating within a group. Group dynamics is the study of the social processes by which people interact with each other in a group and influence the behavior of each other. Similarly, group dynamics encompasses the dynamics of interaction patterns within the group, the subtle and the non-subtle pressures exerted by group members, the manner in which decisions of all these will enable managers to manage groups effectively leading to organizational effectiveness.

Developed and Enforcement of Group Norms 

Group norm is standard of behavior. In other words, groups norm is a rule that tells the individual how to behave in a particular group. Thus, group norms identify the standards against which the behaviors of group members know what they should or should not do. Norms could be formal or could be informal. 

According to Schein, there are pivotal and relevant group norms while the pivotal norms are confirmed by every member of the group, the relevant norms are desirable to be confirmed by the members. With increase in the size of the group, the acceptability of norms tends to lessen. Small deviation of norms is allowed. However in case of extreme deviation, the deviator get punished. For example, when the union is on strike, if its member attending to work are punished by being boycotted by the group. Hence, norms serve as the basis for behavior of group members. They predict and control the behavior of member in groups.

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Stages of Group Development

Group formation is not the spontaneous task or event. This takes a series of stages. Bruce Tuckman has provided us with what has become the staple of group dynamics, the 'Five Stages of Group Development' – forming, storming, norming, performing and adjourning. These phases are not always sequential, teams cycle through the different phases throughout their lives, missing out on a stage and reappearing later but all the stages are essential as well as important.

Different researches have reported different stages of group development. For example, Bernard M. Bass and Edward C. Ryterband report that groups typically develop through a four stage process: 

1. Mutual acceptance 
2. Communication and decision making 
3. Motivation and productivity 
4. Control and organization 

However, the most widely accepted five stages of group development are ones as reported by B.W. Tauchman and M.A. Jensen. These are:

Stages of Group Development

1. Forming Stages

The first stage for almost every group is an orientation stage. This stage is marked by a great deal of caution, confusion, courtesy and uncertainty about the group's purpose, structure, and leadership. The formal leader exerts a great influence in structuring the group and shaping member expectations. This stage is complete when members of the group have begun to think of themselves as part of a group. This is simply bringing together of a group of individuals. Those who are willing to join the group introduce each others. They may contain number of queries, confusion and uncertainties.

2. Storming Stage

This stage is characteristics by conflict, confrontation, concern and criticism. Struggles for individual power and influences are common. In case, the conflict becomes extremely intense and dysfunctional; the group may dissolve or continue as an ineffective group that advances to higher levels of group maturity. Group also experiences many changes in membership expectations interpersonal problems of group goals and individual's goals. There may be conflict regarding leadership authority and control. The group will be stronger with these things after the negotiation on the confronting matters. After negotiation, members start accepting the group norms and values.

3. Norming Stage

This is the stage in which close relationship among the members develop. The group evinces cohesiveness. The group now assumes to certain identify and camaraderie. The member of the group start co-operation and develop harmonious relationship among the group members. Group members begin to resolve differences and clarify the purpose of the group and the roles of group members. Their satisfaction level increases as they become familiar with the other members. They begin to learn more about the purpose of the team and the ways to work together. This stage completes after accepting a common set of expectation consisting of an acceptable way of doing things.

4. Performing Stage

This is the highest level of group maturity. This stage is marked teamwork, interdependence in personal relations, problem solving, role clarity and task accomplishment. This stage is highly task oriented and there is unity in the group. The group gains its identity, group morale is high and group loyalty is intense and becomes productive. All group members devote their effort for group output. Group goals will be generally satisfied in this stage. In this stage, conflict is identified and resolved through group discussion. The members of the group are aware of group's processes and the extent of their own involvement in the group. 

5. Adjourning Stage

This stage is recognized as end of group i.e. completing every task and the group will be automatically adjourned. Groups are adjourned for two reasons. First the group has completed its task. Second, the members decide to disband and close the group with sentimental feeling. A planned conclusion usually includes recognition for participation and achievement and opportunities for the members to say personal goodbyes. Some of them get satisfied whether some of other gets frustrated. This stage becomes background for the formulation of new group. As all member know to each other clearly, so some of them form new group. With the formal dissolution of the group formally, this stage will be end.

All the stages mentioned above can be better explained and differentiated on the following lines.

Stages	Member's Behavior	Characteristic of Group	Task Performance
Forming	Eager, anxious, gather impressions and data about the similarities and differences among members, keep things simple and avoid any controversies.	Uncertain about the group's purpose, structure and leadership.	Work output is low, focused on defining the goals and tasks.
Storming	Confront the differences, feel angry or frustrated, and resent formal leadership, lot of competition and hostilities.	Argument, conflict and a dip in morale	Clarify all misunderstandings
Norming	Less dissatisfied and a feeling of belongingness to the group	Leadership is shared, cliques dissolve and levels of trust increase in the group	Issues are resolved, group norms develop, such as setting of group policies, procedures and values
Performing	Interdependence in personal relations, tendency to get involved in and problem solving	The group gains its identity, group morale is high and group loyalty is intense	Highly productive
Adjourning	Upset and depressed	Disengagement from relationships	Termination of task

You may also like:

• The Dynamics of Inter-Groups Conflict
• Reasons of Awareness of Information Groups
• Different Stages of Group Development
• The Processes of Group
• Group Dynamics
• Inter-Group Conflicts
• Group Decision Making Processes
• Structure of Group
• Nature and Significance of Informal Group in an Organization