1. Explain the origins and the concept of the term group dynamics.

2. Explain three aspects of group dynamics that can have a negative effect on team performance.

3. Discuss in 3 to 4 paragraphs the phenomenon of social loafing in groups, its negative consequences and the effect of group size and culture.

4. Discuss three strategies for preventing social loafing in groups.

5. Discuss in a paragraph the phenomenon of Groupthink.

6. Outline three advantages and three disadvantages of group decision-making.

7. Discuss three team-building techniques, using examples to illustrate your answer.

8. Explain the concept of a team consensus.

9. Discuss two methods that can be used to assist teams to reach consensus.

10. Explain four simple steps for resolving a workplace dispute.

11. Explain why is it important to have an effective dispute resolution process?

Question 1

The group dynamic origins are included performing, morning, storming, adjourning, and forming. The crew “Group Dynamics” is involved with the relations and influences among batch components in a company. The concept is focused on the group that has come into starting, the group appeared, arrangement size, group movements, component interaction and resolving something, members' manners and impacts members' responses and facing challenges and administration manners. The group dynamic performs the group development and job definition. Storming conflicts with the member's comfort. A group stands an array of someone who communicates with individually different like that one individual movement includes an influence on the members. The concept focused on goals, conversation, relation, structure and unity. 

 Question 2

Strong leadership is important in every group dynamics. A leader could navigate the growth of the company and the way to the purpose that ought to be achieved. The leader represents the exact functions and duties of the partners of the team. When the leader cannot do good team handling, it negatively affects the company's performance. Communication is important for group members. If the group communication is very much weak it affects the achieving goals and performance (Paolucci, 2018). Group management is important for each group if the members face harassment issues, are demotivated and don't cooperate it affects the team's performance. If the leader creates negative vibes it affects the team members' performance. 

Question 3

“Social loafing” stands for the scented “psychological phenomenon” that group constituents do smallish in a team environment. It happens in the job place when workers yield their social understanding in a group, likened to performing ahead. Sociable loafing could carry unfavourable results for the group and particular group partners. The group dynamics vary when colonial loafing happens cause there stands a split between those members who donate and those members who accomplish not this happens effect an out-group and in-group building pressure between the team (Thanh, 2018). It can even adjust the action wielded by respective team partners and plans can move with group partners creating comparisons under members or other group partners sooner than placing in their most suitable measures. When a person senses are accomplishing present of the position, this can guide to emotions of exploitation or personal group partners will decrease their work pressure. 

Question 4

First, control groups miniature if the leader can. The bigger the group, the better possible it stands that a person will flow in the steps of another. In a small team, partners cannot secrete in the masses so efficiently.Second, create confidence to contain standards or average-setting strategies for the group, like a group alliance or job place treaty. When feasible, put aside while for the group to determine the “rules” it governs manners at the beginning of a group undertaking (Ozbey, 2020). Third, the leader or group chief is vigorously partaking in the smallest few of the group sessions so it could catch the assistance of individual team partners. When group partners successfully finished their duties, make certain efforts, improving the work views. 

Question 5

The phenomenon could stand to be “problematic”, while well-well-meaning individuals are inclined to create ludicrous conclusions at the beginning of pressure overwhelming from the team. The observation of personal ideas and innovative thinking can show ineffective difficulty translating. It can donate to class partners employing self-censorship. Its movement to pursue peace beyond all else again suggests that company partners may not sufficiently consider the conceivable hazards and advantages of a conclusion (Akhmad, 2021). Groupthink likewise manages to teach group partners to sense the team as intrinsically ethical or honourable. Stereotyped ideas regarding another team can donate to this limited sense of morality. 

Question 6

Advantages

As this occurs the partners develop specific talents in the “decision-making process” which helps the company partners and the team as a total. The team determination-making procedure is additionally of collaborative involvement so it stands, in favour, in comparison democratic to personal determination making which stands better than authoritarian (Zhang, 2019). A person committed and involved enables more creative thoughts and techniques which create decisions favourable

Disadvantages 

The “Group discussion-making” methods often contain and bring more additional time to reach a decision which stands taken by separate personnel in the team as every someone in the team holds their individual and creative thoughts which outcomes in maintaining too numerous choices in relation. The matters it is unfortunately not provided sufficient significance by the components of the team through the determination-making procedure taken out.

Question 7

Team building has various techniques like “Building a community “creating a community band code or rules of conduct and encouraging the team members. Per team partner has a business and a role that donates to the whole unit. “Define goals, roles and responsibilities” is more comfortable to donate to the communicated objectives of the group. To get the group to evolve into a better cohesive team, it stands necessary to convey not solely the motivation the group is in business while likewise absolutely determining what parts each group member recreates in the larger vision. “Be a cheerleader” members' views and details are necessary to the company as a total and the future purpose (Akaki, 2022). Leader the period to construct the group via motivation and glorifying actions, construct self-esteem or dedication.

Question 8

Make infallible is listened to and judges attended to. Detour reasoning for the appointment. Explain the situation as plainly as feasible. Attend to other group partners' responses and observations to evaluate their knowledge of the job. Explore the motivations and stand confident that members receive the answer for essentially identical or complementary explanations. Effect exclusively on businesses that include matter-of-fact or logically proper bases in values. Disputes can improve the team's conclusion. With more comprehensive coverage of announcements and ideas, there stands a more significant possibility that the team will pound upon an additional possible or acceptable explanation. Dodge conflict-relieving methods like plurality voting. 

Question 9

“Brainstorming” lives a straightforward and practical approach to developing concepts in a team (Richardson, 2021). The group distils the inventory by requesting resolutions, connecting views, and if required, prioritizing thoughts from multiple users to slightly useful. “Multi-voting” can facilitate a checklist including a considerable digit of things to an effortless infrequent.

Question 10

• “Honest communication” stands as the main part of a conflict. Concentrating on the issue of the arrow or not the different members will evade unneeded conflict.
• “Listen” to, the different people who have to speak, do not interrupt. Attempt to be matter-of-fact. 
• “Review Options” Converse over the possibilities, examining resolutions that help the person. Do not judge pressured to reach the solution instantly.
• “Win-Win Solution” stands for the highest purpose to decide on an opportunity that helps both flanks to some degree. 

Question 11

"Resolving disputes" can develop workplace positivity, as somebody can understand the method of crushing conflicts. Both groups in the conflict might set individual conferences to examine the issue in-depth or discover keys that can enable them to operate jointly virtually. Resolving confrontations in the job place permits groups to entrust each further and perform agreeably jointly to reach their objectives.

References

Akaki, M., Ioki, M., Mitomi, K. and Maeno, T., 2022. Best Practices of Team-Building Activities in a Project-Based Learning Class' Design Project'in a Japanese Graduate School. Proceedings of the Design Society, 2, pp.2263-2272. https://www.cambridge.org/core/journals/proceedings-of-the-design-society/article/best-practices-of-teambuilding-activities-in-a-projectbased-learning-class-design-project-in-a-japanese-graduate-school/0A99C88285ECDDEA750CCDBE3090F3F9

Akhmad, M., Chang, S. and Deguchi, H., 2021. Closed-mindedness and insulation in groupthink: their effects and the devil’s advocacy as a preventive measure. Journal of Computational Social Science, 4(2), pp.455-478. https://link.springer.com/article/10.1007/s42001-020-00083-8

Ozbey, D.O. and Kapusuz, A.G., 2020. Do the strategic innovative organizations reduce social loafing behaviors?. Independent Journal of Management & Production, 11(6), pp.2005-2019.http://paulorodrigues.pro.br/ojs/ijmp/index.php/ijmp/article/view/1123

Paolucci, N., Dimas, I.D., Zappalà, S., Lourenço, P.R. and Rebelo, T., 2018. Transformational leadership and team effectiveness: The mediating role of affective team commitment. Revista de Psicología del Trabajo y de las Organizaciones, 34(3), pp.135-144. https://www.redalyc.org/journal/2313/231357687002/231357687002.pdf

Richardson, A.S.C., Tonna, J.E., Nanjayya, V., Nixon, P., Abrams, D.C., Raman, L., Bernard, S., Finney, S.J., Grunau, B., Youngquist, S.T. and McKellar, S.H., 2021. Extracorporeal cardiopulmonary resuscitation in adults. Interim guideline consensus statement from the extracorporeal life support organization. ASAIO journal (American Society for Artificial Internal Organs: 1992), 67(3), p.221. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7984716/

Thanh, V.B. and Toan, N.V., 2018. The relationship between organizational justice and social loafing in Ho Chi Minh City, Vietnam. The Journal of Asian Finance, Economics and Business, 5(3), pp.179-183.https://www.koreascience.or.kr/article/JAKO201816357065736.page

Zhang, H., Kou, G. and Peng, Y., 2019. Soft consensus cost models for group decision making and economic interpretations. European Journal of Operational Research, 277(3), pp.964-980. https://doi.org/10.1080/00207543.2019.1574042

Websites

https://www.gov.nl.ca/iet/files/CCB_GroupDynamicsGuide.pdf

https://firsttee.org/2017/03/13/resolving-conflict-4-steps/