_____________________________________________________________________________________
ABN: 57 169 281 501
________________________________________
E:
W: www.sydneymetrocollege.edu.au
Sydney (Head Office): Level 2, 16-22 Wentworth Avenue
Surry Hills NSW 2010 T: 02 8937
0991
1. Explain the origin and the concept of the term group dynamics
Answer:
Group dynamics was founded by “Kurt Lewin” to study group decision, group
productivity, group interaction, group cohesiveness and group communication. The
underlying assumption was that the laws of the specific activities of group irrespective of
the structure of the group.
Group dynamics contains two terms: group and dynamics. Where, group is basically a
collectivity of two or more persons and dynamics comes from Greek word meaning
FORCE.
Group dynamics is the study of groups, and also a general term for group process. In
group dynamics, the phrase “group process” refers to the understanding of the behavior
of people in groups, such as task groups, that are trying to solve a problem or make a
decision.
Thus, “Group dynamics is concerned with the interaction of forces among group
members in a social situation.”
Talking about the origin of group dynamics, the study of group dynamics is relatively a
young field. Its roots go back to the late 1800’s. It gained prominence in the 1940’s.
There was a general agreement that countries needed to understand how democratic
organizations would work effectively.
As a field of study, group dynamics has roots in both psychology and sociology. Wilhelm
Wundt (1832–1920), credited as the founder of experimental psychology, had a
particular interest in the psychology of communities, which he believed possessed
phenomena (human language, customs, and religion) that could not be described
through a study of the individual. On the sociological side. Emile Durkheim (1858–
1917), who was influenced by Wundt, also recognized collective phenomena, such as
public knowledge. Other key theorists include Gustav Le Bon (1841–1931) who
believed that crowds possessed a 'racial unconscious' with primitive, aggressive, and
antisocial instincts, and William McDougall (psychologist), who believed in a 'group
mind,' which had a distinct existence born from the interaction of individuals.(The
concept of a collective consciousness is not essential to group dynamics.)
Eventually, the social psychologistKurt Lewin (1890–1947) coined the term group
dynamics to describe the positive and negative forces within groups of people. In 1945,
he established The Group Dynamics Research Center at the Massachusetts Institute of
Technology, the first institute devoted explicitly to the study of group
dynamics.Throughout his career, Lewin was focused on how the study of group
dynamics could be applied to real-world, social issues.
BSBWOR502_Assessment Instruction
Version: 2.0_18Feb 2020
, _____________________________________________________________________________________
ABN: 57 169 281 501
________________________________________
E:
W: www.sydneymetrocollege.edu.au
Sydney (Head Office): Level 2, 16-22 Wentworth Avenue
Surry Hills NSW 2010 T: 02 8937
0991
Increasingly, research has applied evolutionary psychology principles to group
dynamics. As humans social environments became more complex, they acquired
adaptations by way of group dynamics that enhance survival. Examples include
mechanisms for dealing with status, reciprocity, identifying cheaters, ostracism,
altruism, group decision, leadership, and intergroup relations. Also, a combination of
evolution and game theory has been used to explain the development and maintenance
of cooperative behavior between individuals in a group.
2. Explain three aspects of group dynamics that can have a negative effect on
team performance.
Answer:
The three aspect of group dynamics that can have a negative effect on team
performance are given below:
Awful communication
Favoritism
Highly competitive surrounding without clear and defined group of goals.
1. Awful communication
To have “good communication” at firm requires that you implement far more than
just a two way conversation system. You need to truly listen to what others are
saying or requesting and teach them how to communicate updates as soon as they
are available. Same goes for problems.
Good communication is not a practice that means that you have force your
employee to constantly keep blabbing about everything. Good communication is all
about the quality of information and knowing how to say more or less. Good
communication is the cornerstone of every successful business. Without it a
company is destined to fail. Cutting off any type of communication or loading your
coworkers with constant information, immediately sends a red flag to other team
members that something is not right.
2.Favoritism
Giving one employee an advantage over the other will certainly have a negative
effect on the atmosphere at your office, and it will unavoidably make your other
workers feel like they don’t matter as much as they think they do.
I remember working at this one firm which was overflowing with friends and family
members. Sure hiring your relatives comes in a form of cheap labor, unconditionally
BSBWOR502_Assessment Instruction
Version: 2.0_18Feb 2020
, _____________________________________________________________________________________
ABN: 57 169 281 501
________________________________________
E:
W: www.sydneymetrocollege.edu.au
Sydney (Head Office): Level 2, 16-22 Wentworth Avenue
Surry Hills NSW 2010 T: 02 8937
0991
with what your employee can and cannot do, but in more cases it also means that
they’ll enjoy special treatment from their managers.
No matter how many mistakes my team mates have made, they have always gotten
away with it, because their boss is their friend /relative.
When your friends and family work for you, like it or not, you got to treat them
differently than others.
This kind of behavior undermines the other people on the team are interested in
learning new skills, participating in the team’s projects or providing new insights or
ideas. Favoritism creates resentment and as we know resentment spreads like a
cancer at the office.
3. Highly competitive surrounding without clear and defined group goals.
It is important to encourage rivalry at the office, but only to some extent. Working
effectively as part of a team is incredibly important for output quality, morale, and
retention. Thus, it is of great value for you that your workers feel like they’re not
always competing with one another.
My professional experience involving teamwork has primarily been within software
development, but most of the takeaway lessons aren’t limited to that branch.
Based on my experience, good team performance relies both on individual
autonomy and capability, and ability to let the shared purpose be the unlimited
leader. If you let your employees think that you are only evaluating them on an
individual level, you will create a malicious atmosphere. You cannot just have a
system where your employees feel like they are on their own. You need to make the
final output of your work a clear result of your collective effort.
Without synergy, there is no solid foundation on which you can build a good and
lasting team.
Thus, the above points and explanations give clear views on the aspect of group
dynamics that can have negative effect on team performance.
BSBWOR502_Assessment Instruction
Version: 2.0_18Feb 2020
ABN: 57 169 281 501
________________________________________
E:
W: www.sydneymetrocollege.edu.au
Sydney (Head Office): Level 2, 16-22 Wentworth Avenue
Surry Hills NSW 2010 T: 02 8937
0991
1. Explain the origin and the concept of the term group dynamics
Answer:
Group dynamics was founded by “Kurt Lewin” to study group decision, group
productivity, group interaction, group cohesiveness and group communication. The
underlying assumption was that the laws of the specific activities of group irrespective of
the structure of the group.
Group dynamics contains two terms: group and dynamics. Where, group is basically a
collectivity of two or more persons and dynamics comes from Greek word meaning
FORCE.
Group dynamics is the study of groups, and also a general term for group process. In
group dynamics, the phrase “group process” refers to the understanding of the behavior
of people in groups, such as task groups, that are trying to solve a problem or make a
decision.
Thus, “Group dynamics is concerned with the interaction of forces among group
members in a social situation.”
Talking about the origin of group dynamics, the study of group dynamics is relatively a
young field. Its roots go back to the late 1800’s. It gained prominence in the 1940’s.
There was a general agreement that countries needed to understand how democratic
organizations would work effectively.
As a field of study, group dynamics has roots in both psychology and sociology. Wilhelm
Wundt (1832–1920), credited as the founder of experimental psychology, had a
particular interest in the psychology of communities, which he believed possessed
phenomena (human language, customs, and religion) that could not be described
through a study of the individual. On the sociological side. Emile Durkheim (1858–
1917), who was influenced by Wundt, also recognized collective phenomena, such as
public knowledge. Other key theorists include Gustav Le Bon (1841–1931) who
believed that crowds possessed a 'racial unconscious' with primitive, aggressive, and
antisocial instincts, and William McDougall (psychologist), who believed in a 'group
mind,' which had a distinct existence born from the interaction of individuals.(The
concept of a collective consciousness is not essential to group dynamics.)
Eventually, the social psychologistKurt Lewin (1890–1947) coined the term group
dynamics to describe the positive and negative forces within groups of people. In 1945,
he established The Group Dynamics Research Center at the Massachusetts Institute of
Technology, the first institute devoted explicitly to the study of group
dynamics.Throughout his career, Lewin was focused on how the study of group
dynamics could be applied to real-world, social issues.
BSBWOR502_Assessment Instruction
Version: 2.0_18Feb 2020
, _____________________________________________________________________________________
ABN: 57 169 281 501
________________________________________
E:
W: www.sydneymetrocollege.edu.au
Sydney (Head Office): Level 2, 16-22 Wentworth Avenue
Surry Hills NSW 2010 T: 02 8937
0991
Increasingly, research has applied evolutionary psychology principles to group
dynamics. As humans social environments became more complex, they acquired
adaptations by way of group dynamics that enhance survival. Examples include
mechanisms for dealing with status, reciprocity, identifying cheaters, ostracism,
altruism, group decision, leadership, and intergroup relations. Also, a combination of
evolution and game theory has been used to explain the development and maintenance
of cooperative behavior between individuals in a group.
2. Explain three aspects of group dynamics that can have a negative effect on
team performance.
Answer:
The three aspect of group dynamics that can have a negative effect on team
performance are given below:
Awful communication
Favoritism
Highly competitive surrounding without clear and defined group of goals.
1. Awful communication
To have “good communication” at firm requires that you implement far more than
just a two way conversation system. You need to truly listen to what others are
saying or requesting and teach them how to communicate updates as soon as they
are available. Same goes for problems.
Good communication is not a practice that means that you have force your
employee to constantly keep blabbing about everything. Good communication is all
about the quality of information and knowing how to say more or less. Good
communication is the cornerstone of every successful business. Without it a
company is destined to fail. Cutting off any type of communication or loading your
coworkers with constant information, immediately sends a red flag to other team
members that something is not right.
2.Favoritism
Giving one employee an advantage over the other will certainly have a negative
effect on the atmosphere at your office, and it will unavoidably make your other
workers feel like they don’t matter as much as they think they do.
I remember working at this one firm which was overflowing with friends and family
members. Sure hiring your relatives comes in a form of cheap labor, unconditionally
BSBWOR502_Assessment Instruction
Version: 2.0_18Feb 2020
, _____________________________________________________________________________________
ABN: 57 169 281 501
________________________________________
E:
W: www.sydneymetrocollege.edu.au
Sydney (Head Office): Level 2, 16-22 Wentworth Avenue
Surry Hills NSW 2010 T: 02 8937
0991
with what your employee can and cannot do, but in more cases it also means that
they’ll enjoy special treatment from their managers.
No matter how many mistakes my team mates have made, they have always gotten
away with it, because their boss is their friend /relative.
When your friends and family work for you, like it or not, you got to treat them
differently than others.
This kind of behavior undermines the other people on the team are interested in
learning new skills, participating in the team’s projects or providing new insights or
ideas. Favoritism creates resentment and as we know resentment spreads like a
cancer at the office.
3. Highly competitive surrounding without clear and defined group goals.
It is important to encourage rivalry at the office, but only to some extent. Working
effectively as part of a team is incredibly important for output quality, morale, and
retention. Thus, it is of great value for you that your workers feel like they’re not
always competing with one another.
My professional experience involving teamwork has primarily been within software
development, but most of the takeaway lessons aren’t limited to that branch.
Based on my experience, good team performance relies both on individual
autonomy and capability, and ability to let the shared purpose be the unlimited
leader. If you let your employees think that you are only evaluating them on an
individual level, you will create a malicious atmosphere. You cannot just have a
system where your employees feel like they are on their own. You need to make the
final output of your work a clear result of your collective effort.
Without synergy, there is no solid foundation on which you can build a good and
lasting team.
Thus, the above points and explanations give clear views on the aspect of group
dynamics that can have negative effect on team performance.
BSBWOR502_Assessment Instruction
Version: 2.0_18Feb 2020
