Human Resources: Informal Groups
The objective of this study is to examine the differences between informal groups and formal groups.

Informal Groups

Informal groups are those comprised by individuals who share the same interests or participate in the same type of activities. Individuals involved in informal groups generally share similar practices or adopt similar identities. Informal groups are characterized by a "sense of community" with leaders of informal groups often opposing the organization's formal directives. Informal groups enable the organization to work in a more effective manner and for example may serve to "ease communication between employers and provide encouragement to managers for planning and acting in a careful manner. The downside of informal groups is that they often serve to provide encouragement for less than desirable attitudes and often "foster interpersonal and intrapersonal conflict." (Boundless, 2013, p.1)

Informal Groups are often referred to as a community of practice and to be a group…...

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Works Cited

Formal vs. Informal Groups/Organization (2006) Management Skills. Retrieved from: http://managementskills-information.blogspot.com/2006/07/formal-vs.-informal-groupsorganization.html

Informal Groups (2013) Boundless. Retrieved from: https://www.boundless.com/business/organizational-structure/teams-within-organizations/informal-groups/

Leadership Style and Basis of Power (2013) Encyclopedia of Business. Retrieved from:  http://www.referenceforbusiness.com/management/Int-Loc/Leadership-Styles-and-Bases-of-Power.html

Formal and Informal Groups In workplaces two types of groups are commonly created—formal and informal groups. Formal groups are constructed deliberately by the company with the purpose being for the group members to work together to achieve a specific task. Informal groups are formed by the people themselves with the purpose being simply to “satisfy their social needs on the job” (Surbhi, 2015). The main differences of these two groups and why managers should pay attention to informal groups will be discussed in this paper.
Formal groups are those created by the organization, typically with a hierarchical structure—i.e., a group leader, who reports to a higher manager and who has followers fulfilling roles within the group. The formal group is presented with a defined mission and is tasked with accomplishing a clear goal or objective. The size of the formal group is often large and can include several members from a department…...

Next, the facilitator will pose an introductory question that will stimulate brainstorming by engaging students in the "why" of their involvement in the group (Bouassida et al., 2006). Next a transitory question will lead to examination of the problem at hand, where the members of the group attempt to answer key questions including (1) what is the foundation of the problem (2) what tools are available to solve the problem (3) what are the most probable outcomes of a problem given the information provided (Bouassida, et al., 2006).
ational/Outcome

Bouassida et al. (2006) provide the rationale for this protocol, suggesting it enables group members to participate in a manner that allows greater collaboration and verification of the results. This form of focus group enables each member to participate on an equivalent basis. The outcome will result in rapid resolution of complex problems including those presented in the future to students at…...

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References

Bouassida, M.S., Chridi, N., Chrisment, I., Festor, O. & L. Vigneron. (2006, Jun).

Automatic verification of a key management architecture for hierarchical group protocols, in, Cuppens, F. And Debar, H., editors, 5th Conference on Security and Network Architectures.

CEISMC (2006). Focus Group Protocol, Center for Educational Integrating Science,

Mathematics and Computing at Georgia Tech College of Sciences. Retrieved October 18, 2007:  http://www.ceismc.gatech.edu/MM_Tools/FGP.html

Zeff & Higby (2002) also point out that respect is a common feature enhancing communication within teams. Therefore, quiet members can be encouraged to participate more readily in the informal and supportive team environment than they might in a group environment.
A diverse workplace benefits especially well from teamwork because of the enhanced communication potential. Moreover, minority voices are more likely to be acknowledged within the respect-oriented setting of a team. The team has no choice but to work together to achieve goals meaningful to each individual. In the group, individuals only care about their own performance. The motivation to help others in the group is low, and the desire to seek help by expressing concerns is also low especially when some members of the group are domineering. Quiet members of a group will feel dominated by the more aggressive ones ("Teams & Groups" 1996). This is especially true when…...

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References

"Differences between Work Groups and Teams." (nd). For Dummies. Retrieved May 3, 2010 from  http://www.dummies.com/how-to/content/differences-between-work-groups-and-teams.html 

"Teams & Groups." (1996). Retrieved May 3, 2010 from http://www.see.ed.ac.uk/~gerard/MENG/MECD/gf1.html

Zeff, L.E. & Higby, M.A. (2002). Teaching more than you know. Academic Exchange Quarterly 6(3). Retrieved May 3, 2010 from  http://www.rapidintellect.com/AEQweb/6jan2118j2.htm

Group Involvement
Humans tend to e social and group animals. Some anthropologists even elieve that it is cohesive nature of eing group animals that contriuted to the eventual civilization of humanity. Because we are group animals y nature, it is typical for us to compare ourselves with others. Social motives are the interaction or the glue that helps the group stick together and descries the people in the group are either satisfied or dissatisfied. One way to account for this is called Equity Theory; theory that helps us understand satisfaction in terms of fair or unfair distriution of resources within groups or interpersonal relationships. These resources may e monetary, emotional, intellectual, ut center on the issue of how an individual perceives themselves as either under-rewarded or over-rewarded, and the stress this causes that person. Equity theory holds that the actual perception of unfairness is a significant and powerful motivating force within…...

Group Dynamics
From the inception of the group at the beginning of the group work engagements, the team had little idea about the personalities of the members of the group, there was a lose relationship that was purely based on the issues to be discussed or the research to be conducted and each person went his way after that. This changed with time as the group members got more and more acquainted with each others' personality and there was more understanding that grew among the group members. This meant that the group members did not just talk about the real academic issue in the meetings but there was opening and closing issues and comments that had nothing to do with the matter being discussed. In the process, there grew several contentious sections of disagreements, discontent as well as too much unanimity on an issue that made it uncomfortable for the group…...

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Reference

Chattillon R., (2013). Tuckman's Five Stages of Group Development. Retrieved September 30,2014 from  http://www.slideshare.net/perspectum/5-stages-of-group-development-norms-tuckman-16474067

Groups
The first thing that Christine should have done is formed a personal relationship with each member of the group; it would not have to be anything real formal, instead it could be something as simple as have a 15-minute conversation with each member. During this initial forming stage group members usually are looking to know that the group is safe; it's obvious to see that Mike does not feel safe within the group, nor does he feel that the group members are being upfront with him. Mike believes that the group is excluding him, and that they are doing so primarily because he is different than they are. One recent study determined that "there is growing evidence that the existence of shared mental models (SMM's) among the members of a work team has a great impact on team processes and task effectiveness" (Jo, 2012, p. 290). Christine could have assisted…...

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References

Holmes, B. & Douglas, K.; (2012) The nature of the beast, New Scientist, Vol. 214, Issue 2861, pp. 38 -- 43

Jo, I.; (2012) Shared mental models on the performance of E-learning content development teams, Journal of Educational Technology & Society, Vol. 15, Issue 1, pp. 289 -- 297

Thompson, P. & White, S.; (2010) Play and positive group dynamics, Reclaiming Children and Youth, Vol. 19, Issue 3, pp. 53 -- 57

Wachtel, T.; (2010) What is restorative practice, accessed at www.iirp.org/whatisrp.php on June 18, 2012

Organizational Behavior
The relevance of understanding group behavior as well as group properties cannot be overstated. This is more so the case for those keen on becoming effective managers and/or members of various groups. Managers who happen to be familiar with group behavior within organizations are more likely to fast track the accomplishment of the various goals and objectives of their respective organizations by amongst other things using groups more effectively.

Nature of Groups and Group Behavior within Organizations

Key Definitions

A group according to Griffin and Moorhead (2011, p.240) "is two or more people who interact with one another such that each person influences and is influenced by each other person." It is however important to note that apart from this definition, several other definitions of a group have been proposed by various authors.

Types of Groups

In basic terms, groups can be divided into two. On one hand are formal groups and on the…...

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References

Griffin, R.W. And Moorhead, G. 2011. Organizational Behavior: Managing People and Organizations. 10th ed. Mason, OH: Cengage Learning.

Hellriegel, D. And Slocum, J.W. 2007. Organizational Behavior. 11th ed. Mason, OH: Cengage Learning.

Martin, J. 2005. Organizational Behavior and Management. 3rd ed. Bedford Row, London: Thomson Learning.

Group MeetingIntroductionGrieving for a lost child can be an experience so filled with sorrow and a search for solace that some people turn to support groups for help (Duncan, 2020). This is because group psychotherapy offers a ray of hope in this process often not find in experiences of isolation (utan et al., 2014). In a communal space where the bereaved can share their burden with those who truly comprehend its weight, a process of therapeutic healing can begin (Hooyman et al., 2021). This paper looks into the dynamics of a support group for parents who have lost their children, examining the selection criteria for members, the group\\\'s process and content, and the developmental stages of group psychotherapy. The group\\\'s alignment with Yalom\\\'s therapeutic factors and reflections on its effectiveness and areas for improvement will also be discussed, so as to give a full overview of the group\\\'s therapeutic process.Description…...

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ReferencesDuncan, D. A. (2020). Death and dying: A systematic review into approaches used to support bereaved children. Review of Education, 8(2), 452-479.Foster, S. J., Harris, R. E., & Hudson, D. (2020). Introduction to Group Counseling and Dynamics. Group Development and Group Leadership in Student Affairs, 3.Hahn, A., Paquin, J. D., Glean, E., McQuillan, K., & Hamilton, D. (2022). Developing into a group therapist: An empirical investigation of expert group therapists’ training experiences. American Psychologist, 77(5), 691.Hooyman, N. R., Kramer, B. J., & Sanders, S. (2021). Living through loss: Interventions across the life span. Columbia University Press.Pessagno, R. (2020). Group Therapy: Stages of Group Development. Case Study Approach to Psychotherapy for Advanced Practice Psychiatric Nurses, 95.Rutan, J. S., Stone, W. N., & Shay, J. J. (2014). Psychodynamic group psychotherapy. Guilford Publications.

elationship Problems Support Group
Support groups are usually created to bring together individuals facing similar problems or issues such as relationship problems. The concept behind the formulation of a support group is that members can get help for their issues through talking with others in a similar situation. In this case, relationship problems support group exist so that people facing relationship issues can share their experiences and advice each other on how to handle them. Support groups help individuals deal with their problems through providing better ways of coping and making members feel less isolated as they make important connections with others in the same situation. While relationship problems support groups are not group therapy sessions, they help members to deal with relational issues through providing emotional support and shared experiences.

Historical Context

A support group is basically defined as a gathering of individuals who share similar interests or concerns such as relationship…...

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References

Mayo Clinic Staff. (n.d.). Support Groups: Make Connections, Get Help. Retrieved August 22, 2016, from  http://www.mayoclinic.org/healthy-lifestyle/stress-management/in-depth/support-groups/art-20044655 

Peretti, A.G., Martins, P.P.S. & Guanaes-Lorenzi, C. (2013). The Management of Social Problems Talk in a Support Group. Psicologia & Sociedade, 25. Retrieved from  http://www.scielo.br/scielo.php?script=sci_arttext&pid=S0102-71822013000500012 

"Relationship Support Group."(n.d.). Divorce Dialogue. Retrieved August 22, 2016, from http://www.divorcedialogue.com/relationship-support-group-home.php

Sroufe et al. (2000). 5 Relationships, Development, and Psychopathology. In Handbook of developmental psychopathology (2nd ed). Arnold J. Sameroff, Michael Lewis, and Suzanne M. Miller (Eds). Retrieved August 22, 2016, from  http://www.psychology.sunysb.edu/attachment/online/sroufe_rel_pathology.pdf

group MGN42 ( 300 words section) critically analyse incident models theories levels organisational behaviour ( individual, group organisation) show understandings gained group experience draw conclusions recommendations manage future recommend manage work occurrence future.
Group Incident Analysis

The following pages focus on analyzing an incident in a company. This incident is represented by a conflict between the sales manager and the account managers in the company. The conflict is analyzed on individual level based on the hierarchy of needs model, and on organizational level based on the diversity theory.

The workplace environment and its characteristics are very important in determining employee satisfaction. The level of satisfaction of companies' employees significantly influences their performance, which affects the performance of these companies. It is important that managers understand these issues and focus on analyzing the organization behavior in their companies in order to develop workplace environment that are in accordance with employees' needs and preferences.

In…...

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1. Rahim, A. (2001). Managing Conflict in Organizations. Retrieved June 7, 2012 from  http://raqi148.weebly.com/uploads/3/6/7/2/3672942/managing_conflicts_in_organizations.pdf .

2. Chapman, A. (2010). Abraham Maslow's Hierarchy of Needs Motivational Model. Retrieved June 8, 2012 from  http://www.businessballs.com/maslow.htm .

3. Lieberman, S. (2002). Diversity Benefits Organizations and Communities. Retrieved June 8, 2012 from  http://www.simmalieberman.com/articles/diversitybenefits.htm .

1% greater than the Texas average.
The cost of living in Canyon is 2.6% less than the national average.

The cost of living index is based on a national average of 100.If the region shows a cost of living index that is lower than 100, it means it is living below national standard, and the reverse shows it is living above national standards. Canyon's living standard is 97, which shows that it is living below average national standards. At the same time, however, it is significantly greater than cost of living in Texas in general. Its groceries, its goods, and its transportation are one or more notches higher than Texas in general. Its housing index is considerably higher. Its utilities index is however significantly lower than Texas and certainly than the Nation as a whole. Its health care index is also slightly lower than Texas in general.

Misc. The price of gas in…...

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Sources

Area vibes. Canyon Education

 http://www.areavibes.com/canyon-tx/education/ 

Area Vibes. Canyon transportation information.

 http://www.areavibes.com/canyon-tx/transportation

Social Work Groups
Definition of Three Types of Groups

Most of us have participated in a task group at one point, and indeed many of us participate in tasks groups on a regular basis. A task group is any group of individuals who come together (or who are brought together) to produce a particular outcome, either a particular product or a specific action. Such groups exist in every aspect of life. Such groups can be found in business, such as a group formed to assess whether a company should shift to a new software system. Such a group might do research on different types of software, interview managers at other companies to determine how well different software systems work in similar situations, and survey the staff on their needs.

Task groups also exist in the political realm. Many communities across the country have recently been hosts to such groups as legislation redistricting has…...

The family clearly regarded it as important and meaningful, as reflected in the careful attention to detail expressed in the layout of the table, but not as an extraordinary, anticipated event like Passover or Christmas for Christians. The family's good dishes and napkins were used, and everyone was dressed to denote the fact that this was a formal occasion. However, the very 'best' china was not used, as it would be for a High Holy Day in Judaism. On one hand, this sense of formality combined with informality made me feel more at ease. On the other hand, I was aware that I was intruding into a private family ritual, albeit one connected to a larger cultural tradition.
My preconceived notions about the observation of the Jewish Shabbos were that it was or should be a profoundly religious experience, and one that was very different from my own observance of…...

Group Performance: Individual Assessment
It is stated in our team charter that "teams work better when members have a common understanding of the team's goals and the ground rules for team activities." I found this to be true in my experience working on this team. We did set some basic ground rules and we decided on our goals. Because we did this at the beginning, I feel we were able to avoid a lot of the misunderstandings that could have happened. Also, in writing down the things we agreed on, we made it official. This seemed more formal and business-like, but it turned out to be a good idea, although in some areas it would have been helpful to be more specific about what we meant.

My role in the group was to contribute to the group performance and do my part. I felt very committed about doing this, and I…...