Group Personality

GROUP PERSONALITY

Group personality refers to the collective characteristics, behaviors, and attitudes that emerge within a group setting. This concept encompasses how a group of individuals interacts, makes decisions, and responds to internal and external stimuli. Since a group develops its own personality in terms of norms, values, prejudices and regulates the behavior pattern of its members, it becomes a self-contained unit. Its personality may be different from that of the organization in which it exists. The factors constituting and contributing to the individual personality of the group are…

1. A common goal: The groups have a common goal through which all their members identify themselves in a common context. In formal groups this goal is explicit. Example: Goal of the Production Unit of any company is to meet the production standards, and their Good or Worse performance will be collectively recognized or held responsible for the same. In the informal groups, this goal may not be very explicit, like a group of four playing Badminton every day. However, this group caters to the common interests of its members.

2. Group culture: Culture refers to the patterns of values, beliefs, symbols (including language), norms and behaviors shared by the members of a group. Each group is unique. No two groups develop exactly the same pattern of norms and behavior. Many elements combine to create group culture, but the one factor common to all is communication. For Example a Basketball team of School.

• Values; Teamwork, Commitment, Respect
• Beliefs; Winning through Collaboration, Practice leads to perfection
• Symbols; Uniform, Mascot, Cheer Chants

3. Group norms and values: Over the period of time the Group develops certain norms are unwritten rules about how members are expected to behave. These can range from trivial matters, such as dress codes, to significant issues like work attitudes. Norms develop over time and are often established implicitly rather than explicitly.

Example: In a software development team, it may become a norm to communicate via instant messaging for quick queries, while emails are reserved for more formal communications.

Group values are deeply held beliefs about what is important and worthwhile. These values guide the group's behavior and decision-making processes. Example: A non-profit organization might value social impact and community service over profit maximization, influencing how they allocate resources and prioritize projects.

4. Group prejudices: Group prejudices are preconceived opinions or biases that members of the group hold about other groups or individuals. These prejudices can develop through shared experiences and reinforce group identity.

Example: A company's finance team may develop a prejudice that the marketing team is overly extravagant, leading to skepticism towards marketing budget proposals.

Prejudices can shape how group members perceive and interact with others, often leading to biased decision-making and interactions. Considering the above example due to their prejudice, the finance team might scrutinize every marketing expense more rigorously than they would for other departments.

  

5. Spirit of conformity: Conformity involves aligning one’s attitudes, beliefs, and behaviors with those of the group. Members may conform willingly, identifying with the group’s values and norms, or reluctantly, due to peer pressure.

For example, an executive who comes to work in running shoes when all the other executives are wearing dress shoes will, at the very least, be questioned about the unusual attire.

Benefits and Drawbacks of Conformity: Positive side of Conformity is it can foster group cohesion and smooth functioning but excess conformity can make group members reluctant to act differently, creatively, or assertively, for fear of losing group approval. In such cases, organizations suffer because they discourage members from proposing unconventional ideas, leading to a lack of innovation.

6. Resistance to change: Groups often resist change, especially when it is introduced by an external entity. This resistance is a natural aspect of group dynamics and can stem from several factors, including a desire to maintain stability, fear of the unknown, and disruption of established routines. Generally groups are resistant to any change introduced into them by any outside unit. We are not conveying that the group norms can't be changed, the message is that the group as a personality resists change. Note that if the leadership of the group is very dynamic and members themselves value changes, a change would be heartily acceptable to group members.

7. Collective power: Group denotes collective power. It gives a feeling to the member that he is not alone in his pursuits. Whatever he will do, his group will support him. Further, strong groups (more cohesive groups) become a power unit. Any outsider dealing with it or its members acts cautiously. For example, if a company has a strong (well united) labor union, it will think twice before taking any unfavorable decision with regard to any employee.

In essence, a group is a vibrant tapestry woven from the threads of its members' personalities, goals, norms, values, and prejudices. This collective identity can profoundly shape individual behaviors, either uplifting or constraining them, based on the group's unique culture. Though groups naturally resist change, their collective power can be a formidable force, driving unity and resilience. Understanding these dynamics reveals the true essence of a group as a living, breathing entity, capable of both great solidarity and remarkable influence.