Group formation and Role theory

ACCA - F1   ACCOUNTANT  IN  BUSINESS

Individual join together to share their ideas, views and believes. Then, they align their interest and define their goals. We refer to such collaboration as team, family, union or division. Groups can be informal and formal.

Informal group refers to cluster of people who join each other because of having similar interest and motives. Informal group do/don't have specific objectives and goals. Formation, dissolution and restoration of informal group is a common process. Informal groups are by products of natural desire of human beings to interact. management does not have any control over them.

Formal group are created deliberately and have defined goals and objectives and operate in an organized way. Formal group have defined life (i.e this type of group exist until goals are achieved). Most formal groups start up from informal groups.

Group cohesiveness: When discussing social groups, a group is said to be in a state of cohesion when its members possess bonds linking them to one another and to the group as a whole. Although cohesion is a multi-factored process, it can be broken down into four main components: social relations, task relations, perceived unity, and emotions. Members of strongly cohesive groups are more inclined to participate readily and to stay with the group. Group cohesion result to better leadership, right mix of skills, clear objectives and commitment to shared goals, team identity and team solidarity.

Organisational role theory: An individual may have multiple roles within a  formal group or an organisation. Role theory deals with ambiguity, conflict, behaviour and consensus issues faced in undertaking authorised role. The article 'Organizational Role Theory and the Multi - Façade Worker' discuss four basic assumptions (Role-taking, Role-consensus, Role-compliance and Role conflict) associated with human behaviour. Role taking states that an individual will 'take' or accept a role that is conferred upon them by their employer. Role consensus focus on norms and conceptions that give rise to consistency in behaviour and adherence to the organization's culture. Role compliance states that each role has a set of behaviours that are well defined and consistently adhered to by employees. Finally, role conflict states that conflict will arise when role expectations embedded in one role conflict with the expectations associated with another role.

 Article: Organisational Role Theory