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GNED 135 Social Psychology

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GNED 135 Social Psychology

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GNED 135 Social Psychology

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Course Code: GNED135
University: Centennial College is not sponsored or endorsed by this college or university

Country: Canada

Write a report on social causes and outcomes of human aggregation.

Groups completely depend on the experience of human. Thus, group processes imply a vast range of phenomena that states that this psychological study has various focuses. This study mainly focuses on cognitive as well as social causes and outcomes of human aggregation (Webber & Kruglanski, 2018). Hence, in other words, group processes mean how members of an organisation work together to obtain certain outcome.
In this context, the report can consider some questions, which are:

How do group norms influence group task performance?
How do group processes develop and change a group over time?
How group process can be improved?

Literature Review:
Group norms influence group task performance:
Group norms imply a phase, where members of the group establish standards and consequently develop strategies to overcome future conflicts. In this context, team leaders encourage to obtain solutions through providing honest feedback to team member (Mathieu et al., 2017). Moreover, team members recognise various ways to empower other members belong to minor categories. Hence, norms regarding hard work within the group processes may increase effort of the team while norms regarding low performance can restrict them from contributing within the team. However, instead of focusing on group creativity, small number of researchers has focused on the past history at the team-level and mediating processes related with the team creativity. Hence, some researchers have focused to reduce this gap. In this context, Kim & Shin (2015) have researched social cognitive theory along with the group creativity process model of Dzindolet. Their study has examined the group positive effect and cooperative group norms as background of team creativity. The study further has analysed collective efficacy in the form of intermediary mechanism between these two. Based on the research, it can be said that group positive effect along with cooperative group norms are related with team creativity. Consequently, collective efficacy can mediate these relationships.
Develop and change of group processes over time:
According to some studies, work groups play significant role between individuals and organisations. In this context, various researches have been done stating about how working groups change as well as develop over time. Most of the studies use a basic assumption that nature of every group is dynamic instead of static one. However, they have done different analysis for understand the problem (Barreto & Hogg, 2018). Hence, some models have been done for this group development based on the group level. These models propose that groups follow a series of stages over the time. Some models also state that these stages related to group development are chronological. However, this pattern of changes may not happen always in a well organised way. For this, some other researchers suggest that to reach different stages, different groups follow different orders. For some researchers, who support sequential models regarding group development, stages regarding group functioning has been compared with the stages of human development (Leenders, Contractor & DeChurch, 2016). These stages related with group developments are forming, norming, storing and adjournment. In this context, some researchers have criticised group level approaches for understanding various changes within groups since many years. They have argued that it is essential to consider changing relationship between an individual and group along with changes within the group.
Improvement of group processes:
Group process is an essential determinant of group performance, as it can increase productivity of the group. This process of productivity considers teaching as well as motivation of group members so that they can work together efficiently. In this context, effective group performance is not natural (Bisschop & van Tulder, 2016). Rather, groups need to learn about their tasks efficiently. For improving group productivity, following variables can be adopted. These are individual incentives, group incentives, task interest, planning as well as goal setting and breaking inefficient norms. Under individual incentives, individual group members receive rewards and this further influence performance. However, incentive can generate discrimination among group members and this in turn can violate harmony of the group (Wegerif et al., 2017). Group incentives, on the other side, give incentives based on group performance and this is useful. Moreover, through creating tasks more interesting, group members can receive satisfaction and can perform efficiently. On the other side, excessive planning can be wasteful. However, doing planning before performing any task can bring positive outcomes regarding decision making.
Thus, the entire report discusses about group processes related with psychology. Various researchers have discussed about different concepts of group processes. However, this report focuses on three main concepts related with group processes that state about group norms, develop and change of group performance and improvement of group processes.
Barreto, N. B., & Hogg, M. A. (2018). Influence and leadership in small groups: Impact of group prototypicality, social status, and task competence. Journal of Theoretical Social Psychology, 2(1), 26-33.
Bisschop, A., & van Tulder, M. W. (2016). Market approval processes for new types of spinal devices: challenges and recommendations for improvement. European Spine Journal, 25(9), 2993-3003.
Kim, M., & Shin, Y. (2015). Collective efficacy as a mediator between cooperative group norms and group positive affect and team creativity. Asia Pacific Journal of Management, 32(3), 693-716.
Leenders, R. T. A., Contractor, N. S., & DeChurch, L. A. (2016). Once upon a time: Understanding team processes as relational event networks. Organizational Psychology Review, 6(1), 92-115.
Mathieu, J. E., Hollenbeck, J. R., van Knippenberg, D., & Ilgen, D. R. (2017). A century of work teams in the Journal of Applied Psychology. Journal of applied psychology, 102(3), 452.
Webber, D., & Kruglanski, A. W. (2018). The social psychological makings of a terrorist. Current opinion in psychology, 19, 131-134.
Wegerif, R., Fujita, T., Doney, J., Linares, J. P., Richards, A., & Van Rhyn, C. (2017). Developing and trialing a measure of group thinking. Learning and Instruction, 48, 40-50.

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