Unveiling the Essence of Groups: Traits, Functions, and Dynamics

What is a Group?

A group can be defined as:

1. Robert Bales: ‘A number of persons engaged in interaction with each other with face-to-face communication.’
2. Raymond Cat tells: ‘A collection of individuals in which existence of all is necessary for the satisfaction of individual needs.’
3. Otto Kline berg: ‘Two or more individuals who interact and influence each other for a certain time.’

Characteristics of a group

1. Two or more individuals come together to work,
2. There are common goals, objectives and tasks,
3. There is interaction with each other,
4. There is a sense of belonging,
5. Norms and values are shared among members.

Functions of a group

1. Satisfaction of security needs of the members: self, family, job, belongings, property, etc.
2.  Satisfaction of social needs of the members: love, affection, affiliation, sense of belonging.
3. Satisfaction of psychological needs of members: ego, self-esteem, appreciation, rewards, etc.
4. Satisfaction of cognitive needs of the members: sense of identity/ recognition/values/beliefs, etc.
5. Satisfaction of achievement-needs of members: sense of goals, objectives, job satisfaction, etc.

Stages of group development 

Groups in an organisation are not formed overnight. They take time depending upon the organisational structure, organisational culture, number of people involved, the nature of the task to be accomplished, the complexity of the job, requirement of special skills, interpersonal communication, etc. Generally, any group goes through the following stages to form and work:

1. Forming - In the initial stages of group formation, there is a feeling of uncertainty about the purpose, structure, leadership, capability about themselves, etc.
2. Storming - A little later, there is resistance by some members to the formation of the group mainly due to lack of inter-personal communication, etc.
3. Norming - Once the above two stages are over, members develop a closer relationship. There is a better group cohesiveness with a sense of group identity. There are common expectations. In case of any deviation of behaviour by any member, there is an effort towards correction of behaviour.
4. Performing - After the forming stage, the group gets ready to perform. It becomes fully functional and actually performs tasks.
5. Adjourning - Normally ‘Performing' is the last stage in many groups which continue to function. But sometimes some groups are formed temporarily for particular tasks or projects that are time bound. After the task is over, the temporary groups are dissolved.

Why do people join groups?

Man is a social animal and he likes to be associated with Groups. But, on deeper scrutiny, we find that there are other reasons too for people joining groups. Some of them may be mentioned as follows:

1. People join groups for the satisfaction of their psychological needs e.g.: self-esteem, ego, status, attention, recognition, appreciation, etc.
2. People join groups for the satisfaction of their social needs e.g.: affection, friendship, acceptance, sense of belonging, etc.
3. People join groups for the satisfaction of their security needs e.g.: job security, family security, property security, etc.

Advantages of groups

1. Groups give better knowledge and information.
2. Groups have the benefit of collective wisdom.
3. Group decisions are better accepted by the members of the group.
4. Group decisions have a better legitimacy.
5. Groups facilitate problem solving.

Disadvantages of groups

1. Group activities are more time consuming.
2. Groups exert pressures on members to conform to group norms.
3. Groups can experience domination by a few members.
4. Groups have hazy responsibilities.
5. Group decisions are delayed.

What is Group Dynamics? 

Group dynamics is a series of interactions between people working in the organisation. Group dynamics may be defined as:

1. ‘The interaction between members of the group in a social situation.'
2. ‘The way in which a group is formed, organized and conducted for the achievement of common goals.'
3. ‘A process of change to adopt new ideas/ knowledge/ methods/ systems for development.'
4. ‘A process through which members interact with each other for the accomplishment of common goals.'
5. ‘Implies common thinking, consensus decisions and consistent actions for common goals.'

Important factors of Group dynamics

1. Organisational policies/strategies - Organisational policies and strategies play an important role in developing group dynamics in favour of or against the organisation. Liberal policies may facilitate group dynamics. But strict policies restrict the same.
2. Organisational culture - Organisational climate is a result of the organisational culture. A healthy and cooperative organisational culture helps group dynamics. But cut-throat competition among employees and mutual distrust between superiors and subordinates can mar group dynamics.
3. Rules and Regulations - Administrative rules and regulations are the manifestations of organisational policies and procedures. Very strict rules and regulations do not permit group dynamics to flourish, but, flexible ones help.
4. Physical working conditions - The working conditions of employees have an effect not only on the health and safety of the employees, but also their morale and motivation. As a result, this also affects group dynamics.
5. Limitations to resources - People, machines, tools, equipment and materials are the main resources for employees to work and produce results. Adequate quantity and quality of resources help group dynamics to work in favour of efficiency. Otherwise, group dynamics suffers.
6. Authority-responsibility relationship - Authority should be commensurate with responsibility and both of them should be balanced for successful effects of group dynamics. In case of in equilibrium groups cannot be effective.
7. Organisational communication - Organisational communication is an extremely important factor for the success of group dynamics in an organisation. Open communication channels facilitate group dynamics to the favour of organisational efficiency. In cases otherwise, people are not interested in working in groups.
8. Motivation of the members - High morale leads to high motivation which in turn, leads to high job satisfaction leading to higher organisational efficiency. This is a chain of actions and reactions, which affect group dynamics.
9. Inter-personal conflicts - Inter-personal relationships are very important in group dynamics. They lead to intergroup relationships. If they are not cordial enough, they lead to interpersonal conflicts, which affect group dynamics negatively.
10. Management attitude - Management attitude towards group dynamics can vary from ‘Dictatorial to Democratic'. The growth and development of group dynamics depend upon the attitude and style of management. A too autocratic style of management may not allow group dynamics to function and a too democratic style of management may not help group dynamics bring organisational benefits.

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Sandeep Ghatuary

Finance & Accounting blogger simplifying complex topics.

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