Explain how both conformers and non-conformers influence the group

Assignment Instructions
Module 8 Assignment
Part 1: Research a minimum of four articles regarding group norms and conformity. Explain how both conformers and non-conformers influence the group. Explain the consequences of not having either type of group member in any given group.

Part 2: Identify and explain two ways that human resources professionals can support managers. Identify and explain two ways that controllers can support managers. Why is it important for managers to work collaboratively with controllers, human resource professionals and other internal stakeholders and leaders within the company?

Length/Formatting Instructions
Length 4 Pages
Font 12 point, Calibri Font, no more than 1″ margins
Program/File Type Submit in Word or PDF
Attachments Should be pasted into the Word document if possible.
Referencing system APA referencing system is necessary in assignments, especially material copied from the Internet.
For examples of correct citations, visit the following links:

http://owl.english.purdue.edu/owl/resource/560/01/

File Name

Module 8 Assignment Grading Rubric
Your work will be evaluated on the following criteria:

Category Exemplary Satisfactory Unsatisfactory Unacceptable
Four Articles/Group Norms 20 points
Student provides a clear, logical example of at least 4 articles regarding group norms and conformity. 16 points
Student provides a mostly clear, logical example of at least 3 articles regarding group norms and conformity. 10 points
Student provides a partially clear, logical example of at least 2 articles regarding group norms and conformity. 4 points
Student provides a weak or unclear example of at least 1 article regarding group norms and conformity.
Conformers and Nonconformers 20 points
Student provides a clear, logical description of how conformers and nonconformers impact groups. 16 points
Student provides a mostly clear, logical description of how conformers and nonconformers impact groups. 10 points
Student provides a partially clear, logical description of how conformers and nonconformers impact groups. 4 points
Student provides a partially clear, logical description of how conformers and nonconformers impact groups.
Human Resources Support 20 points
Student provides a clear, logical description of two ways that human resources supports managers. 16 points
Student provides a mostly clear, logical description of two ways that human resources supports managers. 10 points
Student provides a partially clear, logical description of one-two ways that human resources supports managers. 4 points
Student provides a partially clear, logical description of one-two ways that human resources supports managers.
Controller Support 20 points
Student provides a clear, logical description of two ways that a controller supports managers. 16 points
Student provides a mostly clear, logical description of two ways that a controller supports managers. 10 points
Student provides a partially clear, logical description of one-two ways that a controller supports managers. 4 points
Student provides a partially clear, logical description of one-two ways that a controller supports managers.
Mechanics -Grammar, Punctuation, Spelling 10 points
Student makes no errors in grammar or spelling that distract the reader from the content. 8 points
Student makes 1-2 errors in grammar or spelling that distract the reader from the content. 5 points
Student makes 3-4 errors in grammar or spelling that distract the reader from the content. 2 points
Student makes more than 4 errors in grammar or spelling that distract the reader from the content.
Format – APA Format, Citations, Organization, Transitions 10 points
The paper is written in proper format. All sources used for quotes and facts are credible and cited correctly. Excellent organization, including a variety of thoughtful transitions. 8 points
The paper is written in proper format with only 1-2 errors. All sources used for quotes and facts are credible and most are cited correctly. Adequate organization includes a variety of appropriate transitions. 5 points
The paper is written in proper format with only 3-5 errors. Most sources used for quotes and facts are credible and cited correctly. Essay is poorly organized, but may include a few effective transitions. 2 points
The paper is not written in proper format. Many sources used for quotes and facts are less than credible (suspect) and/or are not cited correctly. Essay is disorganized and does not include effective transitions.

ANSWER

The Role of Conformers and Non-conformers in Influencing a Group

Group Norms and Conformity

Group norms exist to guide and direct members on the appropriate steps that they are expected to undertake. Conformity to these norms revolves around aligning a person’s attitudes, beliefs, and behavior to the group norms. In a group setting, there are conformers and non-confirmers. Each of these groups has distinct influences on the group. Conformity entails giving into group pressures, while non-conformance revolves around deviance. In a group setting, conformity helps create a viable environment for quality decisions since members match their behavior and actions with the rules and regulations. However, they can also affect the introduction of potential changes due to the absence of a call for change. As for the non-conformers, they generate opportunities for change. Notably, they can develop different forms of instabilities in the group as their ideas often clash with the group’s creating conflicts among members.

The Influence of Conformers and Non-conformers on a Group

Conformers play a vital role in supporting quality decisions in the group environment. A person’s opinion and ideas might clash with those of the majority members. They are likely to give up on their ideas to support the views brought forth by the majorities. It often emerges from the attempt for social approval from others and the need to build rewarding relationships (Yu & Sun, 2013). A group member is likely to conform to the group’s beliefs and practices to achieve these benefits. Their role in supporting decision-making processes cannot be undermined. They provide a conducive environment for quality decision-making since they align with actions and behaviors with the rules. Conformers see group norms as the status quo. They focus on maintaining the current situation instead of enacting change (Pryor, Perfors & Howe, 2019). They strictly follow the group rules to the latter. Conformity thus helps in creating a stable group environment where members can pass vital decisions. However, conformers can also bar the possibility of introducing potential changes as they are less likely to demand change. The desire for acceptance overrides the need for change. Non-conformers support imperative changes in the group setting. If they feel that the group’s practices and beliefs do not match their needs and interests, they are likely to deviate. This paves the way for viable changes. However, non-conformers can also create an unstable group setting because they fail to support the group’s agenda. They challenge the leader’s capacity to make group-based decisions.

Consequences of Having Neither Conformers and Non-conformers in a Group

Groups that lack conformers or non-conformers fail to progress to the next steps as far as their goals and objectives are concerned. They witness reduced growth and productivity. Conformers base their behavior on the wishes and desires of the majority members. As Levitan and Verhulst (2016) argue, people’s attitudes and behavior are powerfully shaped by those around them. Their judgment and decision-making are often linked to peer pressure. In a group setting that lacks conformers, there is a likelihood that decisions are never passed since every member has distinct views and ideas that they hold. The leader encounters challenges in guiding the group to select and adopt an excellent perspective meant for enhancing its growth. The absence of non-conformers also affects quality changes since all the members rely on the status quo. Nobody challenges the status quo making it hard for the group to achieve significant growth milestones. Such a group suffers from poor decisions and inadequate change. Conformers and non-conformers are essential entities in groups. As Fender and Stickney (2017) highlight, “Two heads are better than one,” as demonstrated by group decision-making activities and processes. There is a dire need for groups to have conformers and non-conformers for optimal growth and productivity.

Human Resources Professional’s Functions in Shaping Managerial Roles

Ways that HR Professionals Support Managers

Human resource professionals have an essential task in shaping managerial success. The collaboration between the HR and managerial level creates a synergy that delivers greater value to a business (Op de Beeck, Wyner & Honderghem, 2016). One of the ways that they support managers is by building an environment of continuous learning and development. HR can expose managers to various learning opportunities to ensure that they boost their skills and knowledge. For example, a human resource professional can develop a training policy that requires managers to undertake career training to ensure that they familiarize themselves with the market’s emerging trends yearly. The policy is developed in collaboration with the top-leadership level in the workplace. This form of continuous learning and development aids in advancing their skills for progressive corporate growth. Another key support mechanism is by implementing recruitment, appraisal, and promotion systems. The presence of policies and processes that support good leadership is a crucial foundation behind successful leadership. The introduction and implementation of these systems help retain quality leaders in an organization as they are deemed a key factor behind employees’ personal and professional growth. Managers have the opportunity to provide employee engagement through these systems and policies.

Ways that Controllers Support Managers

Controllers handle supervisory tasks where they oversee the operations of accountants, tax, and financial managers. These professionals can support managers by forming efficient reports and contributing viable ideas that enable them to make efficient financial decisions. Controllers deliver well-established reports that allow managers to adopt suitable actions. For example, adequate gathering and analysis of corporate financial data enable controllers to provide excellent reports. Managers rely on these well-executed reports to make informed decisions that generate quality and sustainable outcomes. Also, controllers offer managers essential ideas that they can incorporate into their decision-making processes. They are well-versed in corporate operations, results, and expectations. Thus, they are in a better position to offer critical recommendations. Managers must always work collaboratively with controllers to achieve the set goals and objectives.

The Importance of Collaboration between Managers, Controllers, Human Resource Professionals, and Other Key Internal Stakeholders

Collaboration among internal business stakeholders is crucial as it helps in achieving the intended milestones and objectives. First, it ensures that all teams work towards a common goal. Everyone understands the expected outcomes and works towards ensuring that they achieve them. For example, if the company intends to boost workforce development, the HR professional works with the managers to create potential strategies that open learning opportunities. Collaboration also helps in boosting morale in the workplace. For example, when managers collaborate with the HR and controllers, there is a higher likelihood that this will create improved worker morale and job satisfaction among each of these professionals. Lastly, collaboration leads to efficiency and effectiveness where all team members remain committed to delivering the intended results at the right time and within the allocated resource base. The benefits associated with collaboration in the workplace are massive. This calls on business leaders to create an environment that supports collaborative engagement among the internal stakeholders.

References

Fender, C. M., & Stickney, L. T. (2017). When two heads aren’t better than one: Conformity in a group activity. Management Teaching Review, 2(1), 35-46. https://doi.org/10.1177/2379298116676596

Levitan, L. C., & Verhulst, B. (2016). Conformity in Groups: The effects of others’ views on expressed attitudes and attitude change. Political Behavior, 38(2), 277-315.

Op de Beeck, S., Wynen, J., & Hondeghem, A. (2016). HRM implementation by line managers: Explaining the discrepancy in HR-line perceptions of HR devolution. The International Journal of Human Resource Management, 27(17), 1901-1919.

Pryor, C., Perfors, A., & Howe, P. D. (2019). Conformity to the descriptive norms of people with opposing political or social beliefs. PloS one, 14(7), e0219464. https://doi.org/10.1371/journal.pone.0219464

Yu, R., & Sun, S. (2013). To Conform or Not to Conform: Spontaneous conformity diminishes the sensitivity to monetary outcomes. PLoS One, 8(5), e64530. https://doi.org/10.1371/journal.pone.0064530