UNIT III: INTERPERSONAL AND GROUP BEHAVIOR

PART A: INTRODUCTION TO INTERPERSONAL

Process of Perception:
Introduction:

Perception is the process of selecting, organizing, and interpreting information. This process includes
the perception of select stimuli that pass through our perceptual filters , are organized into our existing
structures and patterns, and are then interpreted based on previous experiences.

Definition: Perception is a process by which people regard, analyze, retrieve and react to any kind of
information from the environment. For example, some people feel happy about earning money while
others feel happy about spending money.

Process of Perception:

The perceptual process consists of six steps: the presence of objects, observation, selection,
organization, interpretation, and response. Perceptual selection is driven by internal (personality,
motivation ) and external (contrast, repetition) factors.

Reception: In this process, a person receives the information through stimuli.

Selection: This is governed by two types of factors:

External factors: These are size, intensity, proximity, motion and novelty.

Internal factors: These are attitude, motives, experiences, interests and expectations.

Organization: It is the process by which we sort stimuli into a meaningful pattern. It involves the
following:
Grouping: Assembling of stimuli on the grounds of similarity.

Proximity: This is the closeness of stimuli to one another that affects perception.

Closure: It is the ability to organize stimuli so that together they form a whole pattern.

Interpretation: It is the formation of an idea about the information that is sensed, selected and organized.
It involves the following phenomena: primacy effect, selective perception, stereotyping, halo effect,
projection and expectancy effect. They are the types of perceptual errors.

Primacy/ Recency Effect: The first impression is given the most important which is known as the
primacy effect. Recency effect, on the other hand, is that human beings remember latest events more than
the less recent ones.

Stereotyping: It is the effect caused by forming a certain belief about a category of stimuli and
generalizing that notion to encounters with each member of that category. In reality, there is a difference
between the perceived notion of each category and the actual traits of the members. It may affect
the interview process in an organization.

Halo effect: It is the process of generalizing from a comprehensive analysis to a single attribute or trait. A
negative halo effect is known as the reverse halo effect. It affects the performance appraisal of employees
in a company.

Projection: It is a psychological defence mechanism which makes a person compare his negative traits
with other people and conclude that they are better off than others. Perceptual checking minimizes the
negative effects of projection.

Selective Perception: This means a person sees, feels or hears what he wants to and skips other
information which are inconsistent to his view.

Expectancy effect: It is the tendency of an individual to interpret any person or object based on how he
expect s the person or
object to be in the first place. It is also called as Pygmalion effect.

Importance of Perception in OB

We need to understand what the role of perception in an organization is. It is very important in
establishing different role of perceptions like −

 Understanding the tasks to be performed.

 Understanding associated importance of tasks allotted.
 Understanding preferred behavior to complete respective tasks.
 Clarifying role perceptions.
For example, every member in a group has to be clear regarding the role allotted to them.
Programmer writes the code, tester checks it, etc.
Inter personal perception:
Interpersonal perception is the process of forming impressions of others. This includes interpreting
others' nonverbal behaviors, creating meaning from others' actions, and forming judgments about others'
personalities. Interpersonal perception is inextricably bound to interpersonal communication.
Interpersonal perception is an area of research in social psychology which examines the
beliefs that interacting people have about each other. This area differs from social cognition and
person perception by being interpersonal rather than intrapersonal, and thus requiring the interaction of
at least two actual people.
The idea of interpersonal perception means the process of making meaning from things we
experience in people and our relationships.

The basic elements of interpersonal communication, the various types of possible communication
will cluster under four basic categories: verbal, listening, written, and non-verbal communication.

The 5 Stages of Perception

1. Stimulation

The occurrence of sensory stimulation basically this part of perception process involves in
contact with a particular stimulus. The world is full of stimuli that can attract our attention
through various senses. Thus we are able to describe systematically the sights, sound, smell and
taste that populate our conscious experience. Stimulation includes selective attention and
selective exposure. Selective attention occurs by anticipating fulfill needs and prove enjoyable
(Rooks & Willson, 2000, Devito, 2009). For example, friends talking to you but you were
daydreaming. You won’t hear what they are saying until they called out your name. Selective
exposure occurs by exposing information that will confirm an existing beliefs, contributing to
objectives and having a state of satisfaction. As we are not able to percept everything that is
happening around us simultaneously, we tend to engage in selective perception; perceiving only
positive things. For example, after buying a laptop, one’s tend to read more online or asked
people around that the product one’s bought is good because we want to tell ourselves that we
make the right decision and avoid negative feedback ( Devito, 2009).

2. Organization

The capacity to identify and recognize objects and events is crucial for normal perception.
Without that capacity, people cannot effectively use their senses. Perception which organized by
rules, schemata and scripts. Organized by rules, people perceive things that are physically close
together constitute a unit. People developed schemata from actual experiences as well as
vicarious experience from daily activities or from television, reading or hearsay ( Devito , 2009)
Some familiarity represented in mind will be some kind of schema. This would help one’s
perception to categories into number of categories. However, it may cause perception errors as it
influences one’s to perceive non existence things or miss seeing things in presence. A script is a
form of schema that focuses on action, event or procedure. It is a process of how we behaved and
how we organized it with our own action which organized by a pattern ( Rookes & Willson,
2000; Devito, 2009).

3. Interpretation-Evaluation

In this interpretation-evaluation stage it is two process of stimuli by individual experiences,

needs, wants, values, expectations, physical and emotional state, gender and beliefs meaning
based on by individual’s rules, schemata and scripts. For example meeting a new person who is a
doctor, one’s tend to view this person as someone serious, successful, health conscious,
academic strong. In other words, evaluating individuals depending on one’s own script the way
individual behave and perform the action appropriate or inappropriate ( Devito, 2009).

4. Memory

After undergoing the stages of stimulation, organization and interpretation-evaluation, this leads
us to another stage called memory. It is a storage of both perception and interpretation-evaluation
that are kept according to scripts and schemas Events or experiences is not the objective of
recollection but is more likely heavily influenced by individuals preconceptions and individuals
schemata ( Russell, 1976).

5. Recall

After some time, the memory that are stored individuals want to recall certain information.
Recall stage reconstruct what individual heard in a way that are meaningful. Recall information
that consistent with schemas. However failure to do so, it is inconsistent with schemas. Recall
information drastically contradicts one’s schema because it forces individual to think or even
rethink ( Devito,2009).

Reducing Uncertainty in Perception

Uncertainties in perception have many causes. Individual does not make themselves thinking the
best way to defined their own interpersonal processes. Individual analyzed their own logical and
critical thinking through their own emotional and physiological state to influence the depth
meaning of their own perceptions. For better understanding of perception, they have to reduce
the uncertainties to achieve greater accuracy in perception. There are various ways to reduced
uncertainties. For example, having an informal social activity people are more likely to reveal
their true selves or they have the tendency to monitor their behavior less than a formal activity.
Through this, we can observe people while they interact with others. Through formal or informal
activities, people can observe how they act and react, gathering up information. Having fear of
people for no appropriate reasons or losing touch of reality would caused harmful to themselves (
Berger & Bradac, 1982; Gudykunst, 1994; Devito,2009).

Conclusion

Each individual has differences. There are differences in culture, beliefs, knowledge and
experience. People should never judge a person, but analyze their perceptions, revealing positive
rather than negative information. Collecting information about a person or situation and
observing or interacting with them will help us to recognize the differences in each of us and
others. We should avoid attempting to read minds, and avoid trying to deduce the thoughts and
feelings from the behavior that they present to us. We choose what we perceive.

PART B: GROUP BEHAVIOR

Meaning and Definition of Group:

A group can be defined as two or more interacting and interdependent individuals who come
together to achieve particular objectives. A group behavior can be stated as a course of action a group
takes as a family. For example: Strike.

Definition:

A Group is basically an assemblage of people. It can be understood as a collection of

individuals (two or more), who come together and interact with each other, so as to achieve the
objectives of the organization. These are the foundation of an organization.

Characteristics of Group:
 Size: To form a group, it must be having at least two members. Practically, the number of group
members ranges from 15 to 20. The more the members in the group, the more complex it is to
manage.
 Goals: Every group has certain goals, that are the reasons for its existence.
 Norms: A group has certain rules, for interacting with the group members.
 Structure: It has a structure, based on the roles and positions held by the members.
 Roles: Every member of a group has certain roles and responsibilities, which are assigned, by the
group leader.
 Interaction: The interaction between the group members can occur in several ways, i.e. face to
face, telephonic, in writing or in any other manner.
 Collective Identity: A group is an aggregation of individuals, which are separately called as
members, and collectively called as a group.

Classification of Groups:
 Formal Groups:

 Groups that are formed consciously by the management, with an aim of serving an
organizational objective. These are further classified as:
o Self-directed teams: The group of employees which are so authorised to make decisions, on
their own, as it is independent and self-governing in nature.
o Quality Circles: A number of employees classed together belonging to the same field, who meet
every week for an hour, to talk about their problems, identify the causes and find out solutions, to
take necessary steps in this regard.
o Committees: An association of people created by the management for different matters to
identify and discuss the issues of the company and arrive at a conclusion. It can be:

 Standing Committee
 Advisory Committee
 Audit Committee
 Grievance Committee
 Adhoc Committee
 Informal Groups: The social and psychological variables operating at the workplace, results in
the formation of informal groups. The creation of these groups is spontaneous due to the
common interest, social needs, physical proximity and mutual attraction.
These groups are formed with friendships and common interests. These can be further classified
into two sub-groups −
 Task group − Those working together to finish a job or task is known as task group. It is
a temporary committee, wherein people belonging to different fields are grouped
together for the performance of the task.
 Friendship group − Those brought together because of their shared interests or common
characteristics is known as friendship group.
Apart from the two broad classifications of the group, they are also divided into the primary
groups, secondary groups, membership groups, reference groups and interest groups.

Stages of Group development:

There are a lot of different personalities, work preferences, senses of humor, and work
preferences to consider. To ensure the team runs as smoothly as possible, and goals are hit, it's in
everyone's best interest to implement the five stages of team development: forming, storming,
norming, performing, and adjourning.

1. Forming
The first stage is forming, which is when the members within the team first come together to
meet. It can be considered the period of orientation when everyone is getting to know one
another and becoming acquainted.

Think of the forming stage like the first day of school or the first day at a new job. There’s
excitement in the air and everyone is ready to roll up their sleeves and get started on the project.
Usually, group dynamics and roles have yet to be established, a team leader will typically
emerge and take charge and direct the individual members.
The forming stage is also where team members discuss things like:

 Team goals
 Individual roles
 Strategy
 Ground rules

2 Storming
Next up is storming. Stage two of five is considered the most critical but also the most difficult
to go through. It can be riddled with conflict as the individual personalities and work styles clash
within the team. It’s also common for team performance to dip a bit in the storming stage as
members can sometimes disagree on goals, strategy, responsibilities, and roles. Also, keep an eye
out for subgroups or cliques that can begin to form during this stage.

In order to not get bottlenecked in the storming stage, members have to work together and play
to each other’s strengths to overcome obstacles and stay on pace. Also, take the time to address
and overcome conflicts early on so they don’t stay an issue throughout the other phases.

Think of this phase like when you move in with a friend you’ve never lived with before, and you
slowly start to notice the little things about them that get on your nerves. The same is likely to
happen with members of your team. While some teams think they can skip this stage, it’s
important to dive into it with the expectation that there may be some conflict.

3 Norming
Once you’ve weathered the storm, pun intended, your team can move into norming. Here, team
members have figured out how to work together and there’s no more conflict or internal
competitions lingering.

Unity is upon everyone and a consensus develops around who the leaders are, what everyone’s
role is, and what comes next. There’s also a sense of bonding between the team and is more
familiar with each other’s personalities and sense of humor. There should also be a sense of
comfort in the norming stage when giving constructive feedback or asking for help as you work
through various tasks.

4 Performing
Next up is the performing stage, which tends to be where there is the most cohesive work
environment, people are happy and excited, and team performance is at an all-time high. There’s
a clear and stable structure in place throughout the group and everyone is fully committed to
achieving the goals put in place. In the performing stage, there’s a sense of focus, purpose, and
alignment from everyone on the team, no matter their role.

Remember that no matter what, problems and conflict can still emerge, but they’re handled and
dealt with in a constructive and honest manner. And, because there’s a bond and a relationship
already built amongst the team members, it’s easier and faster to get to a resolution if a conflict
were to occur.
5 Adjourning
Last but not least is the adjourning stage. Sometimes also called the termination, mourning, or
ending stage, most, if not all, of the goals of the team have been accomplished. The project as a
whole is being wrapped up and final tasks and documentation are completed. As the workload
becomes smaller, it’s common for team members to be taken off the assignment and delegated to
a new project. The team members also usually debrief and discuss what went well and what
could be improved on for projects in the future.

Depending on how long the project lasted and the bond that was formed, there is sometimes a
ceremonial celebration of the work that was completed and the overall success of the project.

Importance of Group development:

For your team to be as successful and as high-performing as possible, it’s important that all five
stages are utilized to their fullest potential. You may feel like you can skip the first or the last,
but each stage has a purpose.

When each of the five stages is carried through, your group will feel more in sync and be a high-
functioning unit. No one is afraid to ask a question, bring up a concern, or pose a new way of
going about certain tasks. Everyone can bring their whole self to the team, play to their strengths,
and will step up and help one another when it’s needed.

Being able to do this will also increase productivity. Bottlenecks are solved fast and with
purpose. And, if any other roadblocks are met, the team is able to work together to come up with
the necessary solutions to get back on track.

And, when all is said and done, going through all five stages of team development sets the team
up for success. There’s an increased chance of reaching the product goal within the timeline
originally set during the forming stage.