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Ch 9: Group Process
| Term | Definition |
|---|---|
| 2+ people who interact & are interdependent in the sense that their needs & goals cause them to influence each other | group |
| shared expectations in a group about how particular people are supposed to behave | social roles |
| qualities of a group that bind members together & promote liking between them | group cohesiveness |
| when people are in the presence of others & their individual performance can be evaluated, | social facilitation |
| concern about being judged | evaluation apprehension |
| when people are in the presence of others & their individual performance cannot be evaluated | social loafing |
| tendency to focus on & care about personal relationships with others | relational interdependence |
| defining oneself in terms of relationships to other | interdependence view of the self |
| the loosening of normal constraints on behavior when people cannot be identified | deindividuation |
| any aspect of group interaction that inhibits good problem solving | process loss |
| the combined memory of a group that is more efficient than the member of individuals | transactive memory |
| a kind of decision process in which maintaining group cohesiveness & solidarity is more important than considering the facts in a realistic manner | group think |
| tendency for groups to make decisions that are more extreme than the initial inclinations of their members, extreme in the same direction as the initial predispositions of their members | group polarization |
| all individuals bring to the group a set of arguments supporting their initial recommendation | persuasive arguments |
| when people discuss an issue in a group, they first check how everyone else feels | social comparison |
| the idea that certain key personality traits make a person a good leader; regardless of the situation | great person theory |
| leaders who set clear, short-term goals & reward those who meet them | transactional leader |
| leaders who inspire members to focus on common, long-term goals | transformational leader |
| the idea that effectiveness of a leader depends both on how task or relationship oriented the leader is & on the amount of control they have over the group | contingency theory of leadership |
| leaders who are concerned more with getting the job done than workers feelings & relationships | task oriented leaders |
| leaders who are concerned more with workers feelings & relationships | relationship oriented leaders |
| conflict in which most beneficial action for an individual will have harmful effects on everyone | social dilemma |
| form of communication between opposing sides in a conflict in which offers & counteroffers are made & a solution occurs when both sides agree | negotiation |
| a solution to a conflict whereby the parties make trade-offs on issues, with each side conceding the most on issues that are unimportant to them but important to the other side | integrative solution |
Created by:
nsibley
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