INTERGROUP

BEHAVIOUR &
COLLABORATION
Submitted by:- Priyaranjan Shial(40)
Manesh Pradhan(27)
Naren Mishra(34)
Mousami Se (32)
Veera Pathuri (37)
Prativa majhi(39)
Intergroup behavior
INTRODUCTION TO GROUP
BEHAVIOUR
• What are Groups?
Two or more individuals, interacting and Interdependent, who
have come together to achieve particular objectives
• Group Behavior
Group behaviour emanates from the causes that contribute to
the group’s effectiveness.The well structured, well defined role
and status hierarchy, able leadership, well developed norms and
strong cohesiveness a group has, the greater is the groupthink.
IN OTHER WORD
• Groupthink is defined as “the deterioration of mental
efficiency, reality testing, and moral judgement in the
interest of group solidarity.”
As groups function and interact with other groups, they
develop their own unique set of characteristics including
structure, cohesiveness, roles, norms and processes. As a
result, groups may cooperate or compete with other groups,
and intergroup competition can lead to conflict.
WHY DO PEOPLE WORK IN
GROUPS ?
• Security
By joining a group, individuals can reduce the insecurity of
“standing alone.” People feel stronger, have fewer self-doubts,
and are more resistant to threats when they are part of a
group.
• Status
Inclusion in a group that is viewed as important by others
provides recognition and status for its members.
CONTINUE…
• Self-Esteem
Groups can provide people with feelings of self-worth. That is,
in addition to conveying status to those outside the group,
membership can also give increased feelings of worth to the
group members themselves.
• Power
What cannot be achieved individually often becomes possible
through group action. There is power in numbers.
CONTINUE
• Goal Achievement
There are times when it takes more than one person to
accomplish a particular task; there is a need to pool talents,
knowledge, or power in order to complete a job.
STAGES OF GROUP
DEVELOPMENT
STAGES OF GROUP
DEVELOPMENT
• Forming
The first stage in group development, characterized by much
uncertainty
• Storming
The second stage in group development, characterized by
intragroup conflict
• Norming
The third stage in group development, characterized by close
relationships and cohesiveness
CONTD…..
• Performing
The fourth stage in group development, when the group is
fully functional
• Adjourning
The final stage in group development for temporary groups,
characterized by concern with wrapping up activities rather
than task performance
A SCHEMATIC OF THE STAGES OF
GROUP DEVELOPMENT
EXTERNAL CONDITIONS IMPOSED
ON THE GROUP
Groups are a subset of a larger workplace consisting of the
following:
• Organization Strategy
• Organizational Infrastructure
Leadership
Rules
Resources
• Evaluation and Rewards Organizational Culture
GROUP MEMBER RESOURCES
• A group’s potential level of performance is, to a large extent,
dependent on the resources that its members individually bring to
the group.
Abilities
Set the parameters for what members can do and how effectively
they will perform in a group
Personality Characteristics
The magnitude of the effect of any single Characteristic is small, but
taking personality characteristics together, the consequences for
group behaviour are of major significance.
ROLES IN GROUPS
• Task-oriented roles
Roles performed by group members to ensure that the tasks
of the group are accomplished
• Maintenance roles
Roles performed by group members to maintain good
relations within the group
• Individual roles
Roles performed by group members that are not productive
for keeping the group on task
GROUP COHESIVENESS ,
PRODUCTIVITY VS
PERFORMANCE
COHESIVENESS

HIGH LOW

HHIGH
HIGH MODERATE
PRODUCTIVITY PRODUCTIVITY
LOW
MODERATE TO
LOW
LOW
PRODUCTIVITY
PRODUCTIVITY
BUILDING BETTER WORKING
GROUPS
 Assigning Appropriate Tasks
 Providing Organizational Support
 Building Group Cohesiveness
• Assigning Appropriate Tasks
1. The group task is a whole and meaningful piece of work,
with a visible outcome
2. The outcomes of the group’s work on the task have
significant consequences for other people
3. The task provides group members with substantial
autonomy for deciding about how they do the work
BUILDING GROUP
COHESIVENESS
• Clear Purpose
• Participation
• Civilized Disagreement
• Open Communications
• Listening
• Informal Climate
• Consensus Decisions
• Clear Roles and Work Assignments
• Shared Leadership
• Style Diversity
• External Relationships
COLLABORATION
 What is collaboration ?
• Collaboration is the process of two or more people or organization
working together to complete a task or achieve a goal.
• Collaboration is similar to cooperation.
• Collaboration is a recursive process where two or more people or
organizations work together toward an intersection of common goals...by
sharing knowledge, learning and building consensus.
What it is not exactly?
• Collaboration is NOT inviting a bunch of different people to a
meeting at the beginning of a project.
• Collaboration is NOT working separately on the same project.
why collaborate?
• team building & morale
• • communication
• cross disciplinary skills
• cross disciplinary insight
• more heads/eyes/perspectives
• team & stakeholder buy in
What is the purpose of collaboration?
Collaboration is a working practice whereby individuals work together to a
common purpose to achieve business benefit. Collaboration enables
individuals to work together to achieve a defined and common
business purpose.
Why is collaboration so important?
The team sees value in working together as the common goal gives them a
meaningful reason to work together, along with receiving mutual benefits for
the company as well as the team. Equal Partaking- Collaboration provides
every team member with equal opportunities to participate and communicate
their ideas
What are the benefits of
collaboration?
But first, it's important to understand some of the benefits of
collaboration in the workplace:
• It moves a company more effectively towards its goals. ...
• It creates greater flexibility. ...
• It appeals to the tech-savvy. ...
• It engages remote and work-from-home employees. ...
• It helps new employees get up to speed.
How can you improve
collaboration?
• 7 Best Ways to Increase Team Collaboration Within the
Workplace
• Team Building games.
• Streamlining Process.
• Use a Team Collaboration Portal.
• Improving Employee Communication.
• Improving Engagement.
• Building Interdependence and Trust.
• Encourage people to socialize outside of work.
What does collaboration mean in
the workplace?
• Collaboration in the workplace is when two or more people
(often groups) worktogether through idea sharing and
thinking to accomplish a common goal. It is simply teamwork
taken to a higher level. Teamwork is often a physical joining of
two people or a group to accomplish a task
What is the definition of collaboration
technologies?
• Also known as collaborative or group
software, collaboration software generally helps people
involved in a joint task or project to accomplish shared goals.
They are created to improve how documents, files, and other
forms of media are shared for a more effective and better
team collaboration
What's cross functional
collaboration?
• A cross-functional team is a group of people with
different functional expertise working toward a common goal. It may include
people from finance, marketing, operations, and human resources
departments. Typically, it includes employees from all levels of an
organization.

What does collaborative effort mean?

• The adjective collaborative describes something accomplished by working
together with others. With a collaborative effort, a big job can be completed
in very little time.
collaboration techniques
• So, we’ve collected some of the most important collaboration
techniques to improve team performance to ensure you are
getting the most out of your team.
Connect your team members
Use online project collaboration software
Create a team outline
Recognition of efforts
Transparency
 Advantages of collaboration
• Extension of individual possibilities through shared experience.
Higher level of entertainment when working as a team.
You don’t need to convince others of your vision becau.se they’re
part of it.
The intensity multiplies when more than one person is involved.
You generate more empathy by trying to understand other visions.
Higher level of engagement because you feel ownership of what
you’re creating.
Debates develop, which helps you to see other viewpoints.
More intensive dynamics evolve which in turn support the energy.
Ability to think wider and change systems.
Key obstacles to a
successful collaboration
• Personalities.
• Competition between partners.
• Lack of information and experience.
• Lack of resources, especially at decision-making stage.
• Resistance to change.
• Cultural mismatch between organisations.
• Lack of consistency and clarity on roles and responsibilities
Common Barriers to Collaboration
Some of the most common organizational, cultural, and
interpersonal barriers to collaboration include the following:
• A lack of respect and trust
• Different mindsets
• Poor listening skills
• Knowledge deficits
• A lack of alignment around goals
• Internal competitiveness
• Information hoarding
• Organizational silos
• Physical separation
Over coming from these barriers
The Solution for a lack of respect & trust.
• Fostering increased levels of interaction—specifically, direct
and, as often as possible, in-person interactions—between
people in different roles can help address issues relating to a
lack of respect and trust
The Solution for Different mindsets
• Fostering greater understanding between people with
different mindsets can resolve conflicts that result from their
differences
Contiu…….
The Solution for Poor listening skills
• Effective collaboration depends on teammates’ being open to
and really listening to each others’ ideas. Encourage teams to
listen well during collaboration sessions
The Solution for Knowledge deficits
• Strive to learn about and understand other disciplines that
play critical roles on your team. For example, on product
teams, mutual understanding between product managers, ex
professionals, and developers is essential.
CONCLUSION
Individual should understand their own personal triggers to
better deal with conflict situation in the workplace.

Group members should think about other group members early

on to identify privately those individuals and behaviour that may
their buttons
THANK
YOU