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According to the social exchange theory, group membership will be more satisfying to a new prospective member if the group's outcomes, in terms of costs and rewards, are above the individual's comparison level. As well, group membership will be unsatisfying to a new member if the outcomes are below the individual's comparison level. [29]
[Merton] developed a theory of the reference group (i.e., the group to which individuals compare themselves, which is not necessarily a group to which those individuals belong), and elaborated on the concepts of in-group and out-group. For any group of people there are always other groups whom they look upon to and aspire to be like them. [11]
Functional leadership theory (Hackman & Walton, 1986; McGrath, 1962) is a theory for addressing specific leader behaviors expected to contribute to organizational or unit effectiveness. This theory argues that the leader's main job is to see that whatever is necessary to group needs is taken care of; thus, a leader can be said to have done ...
The relation track deals with the interpersonal relationships between the group members. At times, the group may stop its work on the task and work instead on its relationships, share personal information or engage in joking. Topic track: The topic track includes a series of issues or concerns the group have over time Breakpoints:
This theory explores roles, such as one's occupation, or group membership, such as musician. Organizational identity was famously defined by Albert and Whetten as the "central, distinctive and enduring characteristic of an organization," [29] and consisted of three principal components: ideational, definitional and phenomenological. [30]
Each group member makes their own private and independent decision and all are later "averaged" to produce a decision. Plurality Group members vote on their preferences, either privately or publicly. These votes are then used to select a decision, either by simple majority, supermajority or other more or less complicated voting system ...
In contrast to the traditional theory, the group size plays a decisive role in Olson's theory. Concerning the optimal group size it has to be stated that small groups possess a tendency toward suboptimal provision of public goods. But large groups often fail to provide themselves with a collective good at all. [15]
The Vertical Dyad Linkage Theory is a theory that deals with the individual dyadic relationships formed between leaders and their subordinates. [1] It is also widely known as The Leadership-Member Exchange (LMX) Theory. [2] Originally, the theory has been developed by Fred Dansereau, George Graen and William J. Haga, in 1975. [3]