FREE online courses on Group Dynamics - Guidelines For Better Use of Group
Dynamics
Group cohesiveness or solidarity may produce resistance to
change or acceptance of it. It is the responsibility of a manager to use group
dynamics in such a way that the solidarity of the group contributes to a
favorable attitude towards high standards and acceptance of necessary changes.
In order to achieve this, the following principles of group dynamics laid down
by Dorwing Cartwright should be followed:
1.
If the group is to be used effectively as a medium of change,
those people who are to be changed and those who are to exert influence for
change must have a strong sense of belonging to the same group.
2.
The more attractive the group is to its member, the greater is
the influence that the group can exert on its members.
3.
In attempts to change attitudes, values or behavior, the more
relevant they are to the basis of attraction to the group, the greater will be
influence that the group can exert upon the members.
4.
The greater the prestige of a group member in the eyes of the
other members, the greater the influence he can exert.
5.
Efforts to change individuals or subparts of a group, which if
successful, would have the effect of making them deviate from the norms of the
group will encounter strong resistance.
6.
Strong pressure for change in the group can be established by
creating a shared perception by the members of the need for change, thus making
the source of pressure for change lie within the group.
7.
Information relating to the need for change plans for change,
and consequences of change must be shared by all relevant people in the group.
8.
Changes in one part of a group produce strains in related
parts, which can be reduced only by eliminating the change or by bringing about
readjustment in related parts.
