riggio_ppt_ch11

riggio_ppt_ch11 - CHAPTER 11 Group Processes in Work...

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CHAPTER 11 Group Processes in Work Organizations Introduction to Industrial/Organizational Psychology by Ronald E. Riggio
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Defining Work Groups A group is two or more individuals engaged in social interaction to achieve some goal. Roles are patterns of behavior that are adapted based on expectations about the functions of a position in a group. Role expectations are beliefs concerning the responsibilities and requirements of a particular role. Role differentiation is the process by which group members learn to perform various roles.
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Defining Work Groups Early researchers (Benne and Sheats, 1948) identified three categories of work roles in groups. Group task roles are related to getting the job done (e.g., leader, evaluator). Group building and maintenance roles deal with maintaining personal relationships among members (e.g., encourager, compromiser). Self-centered roles involve satisfying personal rather than group goals (e.g., recognition seeker, aggressor).
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Defining Work Groups Role ambiguity involves a sense of uncertainty over the requirements of a particular role. Role conflict results when the expectations associated with one role interfere with the expectations concerning another role.
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Defining Work Groups Norms are rules that groups adopt governing appropriate and inappropriate behavior for members. Norms have several purposes, they: Facilitate group production. Increase prediction of group member behavior. Provide a sense of identity to the group.
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Organizational socialization is the process by which new employees learn group roles and norms and develop specific work skills and abilities. Organizational socialization occurs in stages. Anticipatory socialization : new employees develop expectations concerning the job and assess they “fit” in the organization. Accommodation : new employees learn about work group roles and norms. Role management
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riggio_ppt_ch11 - CHAPTER 11 Group Processes in Work...

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