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being intelligent not just about relationships but
- ineffective communication skills/practices
- poor work relationships/interpersonal skills
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Managers need to build social capital with(4)
- Social Perception
- Impression management
- Persuasion and social influence
- social adaptability
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being intelligent not just about relationships but also in them
social intelligence
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1) two or more freely interacting individuals who 2) share collective norms and 3) goals and have a 4) common identity
group
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group formed by the organization
formal group
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group formed by friends or those with common interests
informal group
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Formal groups fulfill two basic functions
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a web enabled community of people who share all types of information
social networking site
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Five Stages of Group Development
Forming, Storming, Norming, Performing, & Adjourning
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Stages of group decay
- de-norming
- de-storming
- de-forming
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natural erosion of standards of conduct - group interests and expectations change
de norming
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undercurrent of discontent comes to surface - individual resistance increases and cohesiveness declines
de storming
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work group falls apart - subgroups battle for control
de forming
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sets of behavior that persons expect of occupants of a position
roles
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snapshot of ongoing interaction between two people
role episode
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one's expectations exceed one's ability
role overload
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others have conflicting or inconsistent expectations - different members expect different things
role conflict
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others' expectations are unknown
role ambiguity
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an attitude, opinion, feeling, or action - shared by two or more people - that guides their behavior
norm
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rejection by other group members
ostracism
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enable the work group to define clarify and pursue a common purpose - keep group on track
task roles
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foster supportive and constructive interpersonal relationships - keep group together
maintinence roles
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lab experiments revealed negative side of group dynamics - the line test
asch effect
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a mode of thinking that people engage in when they are deeply involved in a cohesive in group when members' striving for unanimity override their motivation to realistically appraise alternative courses of action
groupthink
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decrease in individual effort as group size increases
social loafing
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to ensure expectations are clearly understood, help resolve conflicts, provide vision and goals for group, and encourage positive performance
team leader's role
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person will try to question assumptions being made to ensure that the group makes the best decision
devil's advocate role
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A Task Role: suggests new goals or ideas
initiator
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A Task Role: clarifies key issues
information seeker/giver
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A Task Role: clarifies pertinent values
opinion seeker/giver
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A Task Role: promotes greater understanding through examples or exploration of implications
elaborator
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A Task Role: pulls together ideas and suggestions
coordinator
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A Task Role: keeps group headed toward its stated goals
orienter
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A Task Role: tests group's accomplishments with various criteria such as logic and practicality
evaluator
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A Task Role: prods group
energizer
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A Task Role: performs routine duties
procedural technician
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A Task Role: performs a group memory function by documenting discussion and outcomes
recorder
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A Maintenance Role: fosters group solidarity by accepting and praising various points of view
encourager
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mediates conflict through reconciliation or humor
harmonizer
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A Maintenance Role: helps resolve conflict by meeting others half way
compromiser
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A Maintenance Role: encourages all group members to participate
gatekeeper
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A Maintenance Role: evaluates the quality of group processes
standard setter
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A Maintenance Role: records and comments on group processes/dynamics
commentator
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A Maintenance Role: serves as a passive audience
follower
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