Psychology

Dynamics of Groups of People Working Together

Introduction

A group of people working together consists of two or more people that come together to interact and work with each other with a common goal. Businesses continuously create groups as they drive and accomplish the organization’s larger goals. Working together as a group influences behavior, culture, and work, exerting great influence over the organization (Levi and Askay, 2020). This paper will focus on the dynamics of a group working together and the models that help understand group dynamics. A group’s behavior and attitudinal characteristics influence how a group forms, processes, structures, and functions.

A group working together can have positive or negative dynamics. A group with positive dynamics trusts each other and works together towards a collective decision. They hold each other responsible for achieving certain goals and objectives. A team with poor dynamics encounters challenges since individuals’ behavior disrupts operations. As a result, a group may fail to make the right decision since the group members cannot explore options effectively. Prejudice and stereotype are common among a group of people working together, influencing the group’s dynamics. Prejudice is an unjustified or incorrect attitude (either favorable or unfavorable) towards an individual or group based on their membership in a particular social category (Kite, M. E., & Whitley, 2016). A stereotype is an extensively held but oversimplified idea or image of a particular kind of person or thing. Both prejudice and stereotype can lead to discrimination, an action or decision that treats a person or group unfairly because of their membership in a particular social category. Prejudice, stereotype, and discrimination can negatively impact the dynamics of a group working together. If group members hold prejudiced or stereotypical views about others, this can lead to tension and conflict. These views lead to discriminatory behavior, which can further undermine the group’s ability to work effectively together.

The models of group dynamics demonstrate the factors that affect group dynamics of people working together. Different models offer different insights into how group dynamics work. These include groupthink, social loafing, crowd evaluation apprehension, group polarization, and minority influence. Groupthink occurs when individuals working together and striving for consensus. It is characterized by a lack of critical thinking, and a tendency for group members to conform to the majority’s views (Brown and Pehrson, 2019). This can lead to poor decision-making and a lack of creativity and innovation. For instance, during group thinking, people set aside their individual beliefs and adapt to the rest of the group. People that are opposed to the overriding opinion or decisions conform to the group decisions rather than disrupting the uniformity of the crowd.

Social loafing is a natural occurrence where employees lower their effort when working in a team rather than an individual. This pervasive phenomenon lowers team effectiveness and employee engagement. It occurs when individuals feel that their efforts are not being recognized, so they start to slack off (Gençer, 2019). This can harm the group’s productivity and may lead to members feeling demoralized and demotivated.

Crowd evaluation is a process that can help groups to make better decisions. It involves each member of the group rating the options available and then the group coming to a consensus about which option is the best. This can help to avoid social loafing, and can also ensure that all members of the group feel involved in the decision-making process.

Group polarization entails groups’ tendency to shift in making extreme decisions compared to individual decisions. This is when the group members’ views become more extreme after discussion, and there is a greater difference between the members’ views. This can lead to problems within the group, as members may start to disagree and find it difficult to reach a consensus. For instance, prejudice and stereotyping can shift towards decisions due to attitudes.

Minority influence is when a minority group within a larger group can influence the majority to change their views (Xenikou and Pendleton, 2017). This can happen if the minority group is confident in their views and can persuade the majority that their views are correct. This can be a positive thing, as it can lead to the majority changing their views on something, but it can also be negative, leading to conflict within the group.

Group members can contribute to the poor group dynamics through the various models of group dynamics that result from prejudice, stereotype, and discrimination. Overcoming the effects of negative dynamics requires pressure to focus on team effectiveness. One approach is to encourage open discussion about these issues and challenge any discriminatory or stereotypical views expressed. Another approach is promoting diversity within the group, so all members feel valued and included. Whatever approach is taken, it is important to remember that prejudice, stereotyping, and discrimination are often based on inaccurate and oversimplified ideas about others. Challenging these ideas can help to create a more positive and productive working environment for everyone involved.

Conclusion

In summation, group dynamics of people working together come into play across shared work, daily interactions, and collaborative team efforts. When a group of people working together has positive dynamics, the members work together effectively as compared to poor negative dynamics that lead to low chances of accomplishing goals. Challenging the factors that affect positive dynamics can impact the behavior of group members who work together to achieve a common goal.

References

Brown, R., & Pehrson, S. (2019). Group processes: Dynamics within and between groups. John Wiley & Sons.

Gençer, H. (2019). Group dynamics and behavior. Universal Journal of Educational Research.

Kite, M. E., & Whitley, B. E. (2016). Psychology of prejudice and discrimination. Routledge.

Levi, D., & Askay, D. A. (2020). Group dynamics for teams. Sage Publications.

Xenikou, A., & Pendleton, D. (2017). Group dynamics and organizational culture: Effective work groups and organizations. Bloomsbury Publishing.