Organizational Behavior 1/24

Front 1

5 stage model

Back 1

Forming: intital introductory stage

Norming: set of expectations that members are expected to follow

Storming: Some conflict will anise within the group

Performing: teams are now functioning, actually working.

Adjourning: reviewing the task, giving closure to the team

Front 2

The 5 model stage is not 100% accurate because

Back 2

1) Not every team goes through every stage

2) Not every team goes through the stages in order

Front 3

Punctuated-Equilibrium Model (P/E)

Back 3

period of inertia, followed by a flurry of activity, followed again by a period of inertia at a higher level

Front 4

Roles-expected patterns of behavior

Back 4

-Role identity: attitudes/behaviors that are consistent with a role

-Role perception: our own view of how to act

-Role expectation: how others believe a person should act

-Role conflict: divergent role expectations (process conflict, goal conflict, task conflict)

Front 5

Psychology Contract

Back 5

A set of beliefs of how a relationship should function (ex: working for Google, get perks)

Front 6

Referent Group

Back 6

We belong to different groups, but we all have one that takes precedence over the rest, for most it is family

Front 7

Size matters!

Back 7

5-7 members is the optimal range for group size. 5 or 7 odd number is better.
-small enough to manage, but big enough to have a diverse group of people.

-With large groups and being motivated to stay with the group.

Front 8

Team cohesiveness

Back 8

identifying with the group and being motivated to stay with the group.

-leads to high performance, low turnover, low absenteeism, and high OCB.

-can lead to group think. **People don't challenge each others' ideas, afraid to speak up.