Every group in which we participate has a set of norms, or ground rules for how group members should act or behave. Each group’s rules and norms are different, and we must learn them to be effective participants. Some groups formalize their norms and rules, while others are less formal and more fluid. Norms are the recognized rules of behavior for group members. Norms influence the ways we communicate with other members, and ultimately, the outcome of group participation. Norms are important because, as we highlighted in the “norming” stage of group development, they are the defining characteristics of groups. In this chapter, we will highlight several of the essential aspects of norms and how they relate to people in groups or teams. We will also consider the characteristics and functions of group norms, the process of learning group norms, as well as conformity with and deviance from them. Show Because people in groups come together for a specific purpose, they develop shared norms to help them achieve their goals. Even with a goal in place, random interaction does not define a group. Group interaction is generally guided by norms a group has established for acceptable behavior. Norms are essentially expectations of the group members, established by the group, and can be conscious and formal, or unconscious and informal. A couple of examples of group norms include the expectation that all members show up at group meeting times, the expectation that all group members focus on the group instead of personal matters (for example, turning cell phones and other distractions off), and the expectation that group members finish their part of the work by the established due date. When members of the group violate group norms, other members of the group get frustrated and the group’s overall goal may be affected. An example of a norm could be to not to be on your phone during meetings. (Credit: Alex Ware/Unsplash)Brilhart and Galanes (1998) divide norms into two categories. General norms “direct the behavior of the group as a whole” (130). Meeting times, how meetings run, and the division of tasks are all examples of general norms that groups form and maintain. These norms establish the generally accepted rules of behavior for all group members. The second category of norms is role-specific norms. Role-specific norms “concern individual members with particular roles, such as the designated leader” (130). Not only are there norms that apply to all members of a group, but there are also norms that influence the behaviors of each role. When norms are violated, group members most often will work to correct the violation to get the group back on task and functioning properly. Have you ever been in a group in which a particular group member did not do the task that was assigned to them? What happened? How did the group handle this situation as a whole? What was the response of the person who did not complete the task? In hindsight, would you have handled it differently? If so, how? Characteristics of Group NormsA work group norm may be defined as a standard that is shared by group members and regulates member behavior within a group or organization. An example can be seen in a typical classroom situation when students develop a norm against speaking up in class too often. It is believed that students who are highly visible improve their grades at the expense of others. Hence, a norm is created that attempts to govern acceptable classroom behavior. We see similar examples in the workplace. There may be a norm against producing too much or too little, against getting too close to the supervisor, against being late for work, and so forth. According to Hackman (1996), workgroup norms may be characterized by at least five factors:
Functions of Group NormsMost all groups have norms, although some may be more extensive than others. To see this, examine the norms that exist in the various groups to which you belong. Which groups have more fully developed norms? Why? What functions do these norms serve? Several efforts have been made to answer this question. In general, workgroup norms serve four functions in organizational settings (Feldman, 1984):
Group socialization refers to the process of teaching and learning the norms, rules, and expectations associated with group interaction and group member behaviors What are the 5 stages of group development?Using the Stages of Team Development. Stage 1: Forming. Feelings. ... . Stage 2: Storming. Feelings. ... . Stage 3: Norming. Feelings. ... . Stage 4: Performing. Feelings. ... . Stage 5: Termination/Ending. Some teams do come to an end, when their work is completed or when the organization's needs change.. What happens in storming stage?In the storming stage, people start to push against the established boundaries. Conflict or friction can also arise between team members as their true characters – and their preferred ways of working – surface and clash with other people's.
What is a norming stage?Norming. In this stage, team members are creating new ways of doing and being together. As the group develops cohesion, leadership changes from 'one' teammate in charge to shared leadership. Team members learn they have to trust one another for shared leadership to be effective.
What are the stages of group development in Organisational Behaviour?The five stages of group development, according to Bruce Tuckman's model, are forming, storming, norming, performing, and adjourning.
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