Difference between revisions of "OB social concepts"

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OB introductory concepts are those concepts that are related to the core of the organizational behavior science. The concepts below are taken from Organizational Behavior by Robbins and Judge (17th edition); Septem Artes Administrativi served as the primary source of illustrations.


Group behavior

  • Group. Two or more individuals, interacting and interdependent, who have come together to achieve particular objectives.
  • Formal group. A designated workgroup defined by an organization's structure.
  • Informal group. A group that is neither formally structured nor organizationally determined; such a group appears in response to the need for social contact.
  • Social identity theory. Perspective that considers when and why individuals consider themselves members of groups.
  • Ingroup favorism. Perspective in which we see members of our ingroup as better than other people, and people not in our group as all the same.
  • Outgroup. The inverse of an ingroup, which can mean everyone outside the group, but more usually an identified other group.
  • Punctuated-equilibrium model. A set of phases that temporary groups go through that involves transitions between inertia and activity.
  • Role. A set of expected behavior patterns attributed to someone occupying a given position in a social unit.
  • Role perception. An individual's view of how he or she is supposed to act in a given situation.
  • Role expectations. How others believe a person should act in a given situation.
  • Psychological contract. An unwritten agreement that sets out what management expects from an employee and vice versa.
  • Role conflict. A situation in which an individual is confronted by divergent role expectations.
  • Interrole conflict. A situation in which the expectations of an individual's different, separate groups are in opposition.
  • Norm. An acceptable standard of behavior within a group that is shared by the group's members.
  • Conformity. The adjustment of one's behavior to align with the norms of the group.
  • Reference group. An important group to which individuals belong or hope to belong and with whose norms individuals are likely to conform.
  • Deviant workplace behavior (also known as antisocial behavior or workplace incivility). Voluntary behavior that violates significant organizational norms and, in so doing, threatens the well-being of the organization or its members.
  • Status. A socially defined position or rank given to groups or group members by others.
  • Status characteristics theory. A theory that states that differences in status characteristics create status hierarchies within groups.
  • Social loafing. The tendency for individuals to expend less effort when working collectively than when working individually.
  • Cohesiveness. The degree to which group members are attracted to each other and are motivated to stay in the group.
  • Faultiness. The perceived divisions that split groups into two or more subgroups based on individual differences such as sex, race, age, work experience, and education.
  • Groupthink. A phenomenon in which the norm for consensus overrides the realistic appraisal of alternative courses of action.
  • Groupshift. A change between a group's decision and individual decision that a member within the group would make; the shift can be toward either conservatism or greater risk but it generally is toward a more extreme version of the group's original position.
  • Interacting group. A typical group in which members interact with each other face to face.
  • Brainstorming. An idea-generation process that specifically encourages any and all alternatives while withholding any criticism of those alternatives.
  • Nominal group technique. A group decision-making method in which individual members meet face to face to pool their judgments in a systematic but independent fashion.
  • Group cohesion. The extend to which members of a group support and validate one another while at work.
  • Group functioning. The quantity and quality of a group's work output.
  • Workgroup. A group that interacts primarily to share information and to make decisions to help each group member perform within his or her area of responsibility.

See also