How Norms Influence Productivity - Coursework Example

Name :xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx : Tutor :xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Title : HOW NORMS INFLUENCE PRODUCTIVITY Course :xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Institution :xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx @ 2010 How norms influence productivity Introduction Norms are set standards which are used in controlling, guiding and regulating both communities and individuals. The attitudes, behaviors and perceptions of the members of a given group are determined by group norms. Group norms dictate the priorities, likes and dislikes of a group and generally what is acceptable to the group. Every group has norms which the members of the group are expected to conform to. Group norms ensure that members work towards achieving the laid down purposes and tasks (Christensen 2004). The perceptions and the way the members interpret reality is influenced by group norms which also maintain the group Norms of a group influence the attitudes of the members which in turn influences productivity of the group. They can have either a positive or negative impact on productivity. Members need to get focused on their tasks. However it is acceptable for them to divert the focus but they need to maintain their attention on the chief goals of the group (Robbins 2003 ).The ability of the members to go back to their central goals constitutes the task norm. This is one of the norms which provide strength which makes the members of the group to stick to their work. There are many other types of norms that influence the productivity of a given group. Performance norms control the pattern with which members of a group do their work. These norms are so influential on the degree of productivity of the group. Productivity is also influenced through the distribution of resource norms. These norms determine the quality of the members of the group, their number, and benefits and pay Moorehead et al (1991). Appearance norms are concerned with how members dress, the time the members arrive and depart, and the periods where workers tend to slacken at their work. Appearance norms therefore enhance the image of the group to the members and outsiders. Since these norms are concerned with outlook, time keeping and working hard they are bound to raise the level of productivity when the volume of work done grows. Others are social arrangement norms. These tend to affect social gatherings that are considered not formal such as lunch time meetings and those held after work (Christensen 2004). Social arrangement norms help to regulate interaction forums and the time used on social gatherings. Group norms can be used by members to affirm themselves and give comfort to the group. The comfort of the group members is an important aspect in determining the level of productivity of the group. The productivity of people in a group goes high when their social and psychological well being is well taken care of (Feldman 1984). Under maintenance norms both psychological and social sources of tension are identified and measures put in place to help those members who may be affected by stress .There are times when the levels of stress in the group or company go up. At such times then the psychological and social conditions of the group must be taken care of. This is best done by ensuring that maintenance norms are kept in place and worked on (Christensen 2004 pg 80). Maintenance norms that support health may make the group focus attention on the group’s comfort by working on things like seating space, temperature and space to ensure that during meetings all the members feel comfortable. Efforts towards this may include scheduling meetings in convenient locations that are comfortable and easily accessible by those participating in the meetings Christensen et al (2004). Members who get the right treatment in this manner feel comfortable and well catered for. Consequently they may become more motivated thus increasing the productivity index of the group. Another function of group norms can be approached in terms of the groups view or reality. Different aspects are understood differently and this determines the day to day behavior of the members of a group. Needs are satisfied by the way members react to various situations, assign meaning and collect information. All these skills can be achieved through socialization (Moorehead 1991). The different behaviors exhibited by group members determine the cohesiveness of their group as well as the out put. Positive norms are experienced by members who conform to norms more than those who are anti-conformists. These norms are normally theoretical and project to the future are called injunctive norms (Feldman1984).They explain the future activities of the group. Descriptive norms have similar effects on the group as they show the things that the group members stand for. These norms show that members can stick to what their group agrees to do and not what an outside group would have. These norms affect productivity in both negative and positive ways. The productivity of the members of a group is founded on the public declaration of conformity to the goals and mission of a group. Lack of productivity however may result if members of an in group conform to a specific norm at a time when an outside group has a suitable solution or the most workable idea. Both productivity and lack of productivity may result from conformance of group members to norms Christensen et al (2004). According to Spears, Postmes and Cihanger (2001) reported studies which showed that an increase in the quality of decisions was observed in critical thinking norms contrary to norms for making decisions geared at reaching consensus. The productivity of a group is influenced positively by this relationship. Enforcement of group norms is done when the majority members think that those norms are important. Some behaviors enforced in these norms help the group to survive, to accomplish its tasks, lifts the morale of the group and expresses the core values of the group (Postmes 2001). Group norms have a high influence on the productivity of a group. Cohesive groups have their members displaying more uniform productivity as opposed to those groups that are less cohesive. In a cohesive group each member’s productivity has a very thin range of variation. Groups whose cohesiveness is low have their members exhibiting a wider output range because the social control exerted on the members of the group is relatively low. Cohesiveness in a group has high influence on productivity while productivity also influences a group’s cohesiveness. When a group is highly cohesive then the levels of anxiety and tension are lowered as well as creating the right atmosphere in which the goals of a group are attained Feldman, (1984). When a group portrays a high degree of cohesiveness then there is a high likelihood that its members will adhere to its norms. Members become more loyal and committed when the goals of their cohesive group are attained. For instance the members of a team may play team work and win a game. Their good performance can increase cohesiveness by raising their attractiveness to one another. Cohesiveness and productivity are related but their relationship is based on how the attitudes of the group are aligned with the main goals of the bigger organization to which the group belongs. In cases where the attitudes and norms of the group favor high productivity then a less cohesive group will register low productivity when compared to more cohesive groups Robbins (2003). However if the group is more cohesive but its norms are not favorable then the productivity will be low. If the degree of cohesiveness is low but the norms of performance are at a high level then there would probably be moderate productivity. Sometimes the level of cohesiveness is normally low but the norms of the group do not support the goals of the organization then cohesiveness does not have a pronounced influence on productivity. Productivity will then fluctuate from medium to low Postmes et al (2001). Norms must therefore be made more favorable to the members so that when they are combined with the cohesive nature of the group then productivity goes high. Groups that have norms that promote high productivity can combine them with cohesiveness which puts pressure on the members in order to achieve high productivity. Cohesiveness and the norms of the group have an influence on productivity. If a manager needs to raise the level of productivity then he or she can increase both group norms and cohesiveness. Members are attracted to a group because of influence. Cohesiveness is achieved when members of a group realize that the group’s assignment is of more prestige and more desirable. Interactions between members affect cohesiveness because when members interact at close ranges then they develop positive feelings towards each other Christensen et al (2004). Cohesiveness is enhanced when the members of a group have common attitudes and values. Attraction is increased by similarity. Diverse groups therefore need to work harder for them to nurture common values (Robbins 2003). Cohesiveness which is basically togetherness means the image of the company or group in the eyes of the members is greatly enhanced. Members feel more comfortable and proud to be associated with the group or company. This enhances their ability to work effectively and therefore increase the level of productivity of the group (Feldman1984). Conclusion In conclusion Group norms can have both negative and positive impacts on the productivity of a given group. The norms help to nurture cohesiveness in a group while those norms are also influenced by that same cohesiveness. Employees and managers operating in team and group settings must get acquainted with the conditions in which group norms are created and how they affect productivity Feldman (1984). This will help them influence their teams in a more positive and effective way. Productivity cannot be achieved if the management of a group focuses only on cohesiveness of the group without considering the norms of the group and the ways through which they are aligned with the goals of the organization (Moore1991).Important norms like team work, cooperation and productivity should be combined with group and company cohesiveness to achieve optimum productivity. Those norms that promote cohesiveness should therefore be upheld. References Christensen, P (2004). Social norms and identity relevance: A motivational approach to normative behavior. Personality and Social Psychology, 30(10), 1296.Amazon Publishers. New York City. Feldman, D.C. (1984, Jan).The development and enforcement of group norms. The Academy of Management Review, 9 (1), 47-53. Moorehead, G., Ference, R., & Neck, C.P., (1991, May). Group decision fiascoes continue: Space Shuttle Challenger and a revised groupthink framework. Human Relations, 44(6), 539-550. Postmes, T., Spears, R., & Cihanger, S.(2001, June).Quality of decision-making and group norms. Journal of Personality and Social Psychology, 80(6), 918 Robbins, S.P. (2003).Organizational behavior. Upper Saddle River, New Jersey: Prentice Hall Read More