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Managing Interpersonal And Group Process ( OBH-312 Q1. What do you mean by Group? Explain the types of groups. Discuss the merits and demerits of group as a medium of learning? ANS: MEAN:- Group may be defined as the aggregation of small number of persons who work for common goals ,develop a shared attitude, and are aware that they are apart of group and perceive themselves as such. Discuss definition include some important features. Two or more persons, collective identity, interaction shared goal interest. TYPES OF GROUPS: 1. PRIMARY AND SECONDARY GROUPS : A primary group is characterized by intimate face to face association and co-operation. The membership of such a group is small and is based on intimate relationship. A secondary group is more formal general and remote. The member of the secondary group may not have any interest in the problems and pleasures of others. The conditions interaction intimacy face to face interaction co-operation and association of primary groups may not be found in secondary groups. 2.MEMBERSHIP AND REFERENCE GROUPS: A membership group is one to which an individual really belongs while a reference group is one with which the individual identifies or to which he would like to belong. In fact an individual may be member of several groups at a time but he may not participate actively in all such groups but he would like to participate in that whose norms are more attractive. The reference groups have more relevance to organizational behavior. 3. COMMANDS & TASK GROUPS:-A command group is composed of the subordinates who report directly to a common superior. This type of group is determined by organization chart. A task group is comprised of the employee who work together to complete a particular task or project. A task group is comprised of the employees who work together to complete a particular task or project. A task group is usually formed to solve a problem or perform an activity that involves a number of organizational units. 4. IN- GROUP AND OUT-GROUP: In group represents a clustering of individuals holding pervaling valves in a society or at least having a dominant place in social functioning. The out-group is the conglomerate looked up as subordinate or marginal in the society. It is usually referred to as the minority group even though in certain instances, it may represent as numerical majority. 5.FORMAL & INFORMAL GROUPS: Formal groups are created and maintained to fulfill specific needs or tasks which are related to the total organizational mission. In formal group are created in organization because of operation of social and psychological forces operating at the work place. Three types of Informal Groups . 1. Horizontal clique. 2. Vertical Clique 3. Random Clique OTHERS Open & closed group - countering groups - Interacting MERITS OF GROUP: 1. Communication 2. Co-ordination 3. Motivation 4. Learning 5. Control 6. Decision Making 7. Improvement in knowledge 8. Team Building DEMERITS OF GROUP: 1. High coast 2. Raise conflict 3. Time consuming 4. Problem of responsibility 5. Problem in judgments

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Q2 Discuss the situations under which group decision making is better than individual decisions making. Suggest some measures to improve group decision-making/Techniques? ANS: Group decision making is an activity based on the old adage two heads are better than one. It permits many persons simultaneously to interact and to arrive at a decision. The analysis of situations for individual and group decisions. 1. Nature of Problem: If the policy guidelines are given individual decision making will result in greater creativity as well as more efficiency. Where the problem requires a variety of expertise group decision making is suitable. 2. Acceptance of Decision: Where organisational prescription makes it mandatory to go for group decision. The decision would be accepted only when it has been made by the appropriate group. For E.G. Committee decision. In other cases also group decision is more accepted for implementation. 3. Quality of Decesion: Group decision making generally leads to higher quality solutions unless an individual has expertise in the decision area and this is identified in advance. 4. Climate of Decesion Making:- Supportive climate encourages group problem solving whereas competitive climate stimulates individual problem solving. 5. Time Availability:- Group decision making is a time consuming process and therefore when time at the disposal is sufficient group decision making can be preferred. BEHAVIOUR IN GROUP DECESION MAKING:- Group decisions are made through meetings where members interact among themselves and arrive at certain decisions to solve the problems at hand. In this interaction process following behaviour is likely to emerge. 1.Confirmity to Group Name : Every group establishes a set of norms as means for achieving its goals. 2. Role of Leader: In every group rule of leadership is impotent & precious. 3.Influence processes: Every member in the group is equal some persons are able to exert more pressure on the decision-making process. 4.Group Consensus: Group consensus is an important when critical decisions that are made require the co-operation of groups members for their successful implementation. TECHNIQUES FOR IMPROVING GROUP DECESION MAKING:1. BRAINSTERMING:-Branisterming is a technique to simulate idea generation for decision making. Brainstorming as a conference technique by which a group attempts to find a solution for a specific problem by amassing all the ideas spontaneously contributed by its members ( According to Webster Dictionary) 2. NORMAL GROUP TECHNIQUE (NGT) :- Normal Group technique is a structured group meeting which restricts verbal communication among members during the decision making process. It is meant to resolve difference in group opinion of having individuals generate and then rank a series of ideas in the problem exploration, alternative generation, choice making states of group decision making. 3. DELPHI TECHNIQUE:- The name Delphi indicates a shrine at which the ancient greeks used to pray for information about the future. In Delphi techniques of decision, making members do not have face to face interaction for group decision but every members equal contribution in group. 4. CONSENSUS MAPPING:- Consensus mapping technique of group decision making tries to pool the ideas generated by several tasks subgroups to arrive at a decision. The technique beings after a task group have developed. Clarified and evaluated a list of ideas. Some measures to improve the group decision making. Above discuss technique is very important in decision making. A. Poling of knowledge and Information. B. Satisfaction and commitment C. Motivation and co-ordination D. Personnel Development E. More risk Taking F. Representation of interested groups. 5. POPULAR METHOD OF DECESION MAKING: Decision by lack of response.

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Decision by authority rule. Decision by minority. Decision by majority rule. Decision by consensus. Decision by unanimity. SOME IMPORTANT GROUP FACTOR: Physical factors, group size and composition, power relations in groups, groups participation.

Q3 Differentiate between organizational development and management development. Discuss the different organizational development interventions in brief? ANS: Here the difference between Organisational development and Management development. ORGANISATIONAL DEVELOPMENT: Organisational development is an effort planned. Organisation wide and manage from top to increase organisational effectiveness and health through planned interventions in the organizations processes using behavioral science knowledge. : Organisational development is a top management supported long range effort to improve an organisational problems solving and renewal process particularly through a more effective and collaborative diagnosis etc. MANAGEMENT DEVELOPMENT: Management is the process of getting things done through the agency of a community. Management Development is an planned by top management. Management Development improve in planning Organizing ,staffing, controlling, direction ( Motivation, Communication, leadership ,Reporting, Budgeting) DIFFERENT ORGANISATIONAL DEVELOPMENT INTERVENTIONS IN FILLOWING WAYS:OD Interventions in divide in two different ways. A. PARTICIPATED ACTIVE INTERVENTIONS B. FACILATATOR ACTIVE INTERVENTIONS A PARTICIPATED ACTIVE INTERVENTIONS: It is divide into 5 Parts . 1.Encounter Groups: It has various meanings. In ODs early years it was the basis for team building and was divide primarily at changing individual attitudes and even valves. Interventions based on encounter groups have been called by such name as sensitivity planning, T-group training etc. 2. Role-Playing:- During role playing people adopts the role of others from real life and act them role playing is thus a method for studying the nature of the role by acting out its concrete details under role playing can be useful in developing various competencies , Autonomy, self- assessment, leadership etc. 3. Instrumentation:- Psychological test, questionnaire, check lists and other types of interventions are called instruments. One Important Instrument is SAFI:- It is very powerful intervention SAFI means self awareness through feedback an instruments . UNDER SAFI 9 STEPS ARE: 1. Completion of instrument 2. Conceptual Input 3. Prediction 4. Scoring 5. Interpretation 6. Feedback 7. Action Planning 8. Experimentation 9. Follow-up 4. Self-Study Reflection:- It may become an integral component of a formal course of studies or it may take place outside a formal programme. The learners may even can be expected to study on their own to acquire knowledge and skills. Self-study may precede class lecture and discussion. 5. Awareness Expansion: Meditation, Yoga, Walking, Jogging exercise help. B. FACILATATOR ACTIVE INTERVENTIONS: It is divide into 4 Parts.

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1. Motivation Arousal:- It has a very effort invention to change motivation or individual orientation. It help and analyze. 2. Training:- Training is act an increasing the knowledge and skills of an employee for doing a particular job. 3. Feedback:- When feeling or perceptions are communicated to individuals about their behavior, performance personal styles. This information is called feedback. 4. Coaching and Monitoring:- Coaching is important helping and helping in value several processes of manager do not feel positive for their employees. They cannot provide effective coaching. Monitoring affairs an opportunity for individuals to share their concerns and received support and guidance for their development. Q4 What is the significance of informal organisation to formal organisation. In what way can management to make the most effective use of informal organisation? ANS:- In formal group also called as informal organisation is created because of the limitations of formal one. The actual organisation structure is the result of the formal and informal relationships. The informal organisation refers to people in group or association at work but these associations are not specified in the blue print of the formal organisation. The informal organisation means natural grouping of people in the work situations. The following factors are responsible for the creation of informal organisation with the formal one. 1. Describe to scialise with others:-Personel like to socialize in order to overcome the extreme specialization of the work place as well as physicological fatigue and boredom of the job because it allow them to satisfy. Their social needs on the job. The need for relationship with others is one of the most important human needs. 2. Job Specilisation:- Personnel concentrate on a single or a few simple tasks that lead to boredom on the job. Many of these tasks are performed in conjunction with same type of specialized machinery. Job specialization can create serious morale and motivational problems. Employee have little sense of accomplishment autonomy or identification with work 3. Escape from work Environment:- Personnel tend to seek escape from their jobs when their capabilities exceed than those required by the jobs. The greater the disparity between the two greater is the tendency to escape from the work environment because enough time remains available for informal interaction. 4. Hierarchical Control & Communications:- On of the most important characteristics of modern large organizations is the existence of hierarchy creating superior subordinate relationships and separating decision makers and decision implementers. In such hierarchical structure there is a natural tendency of exercise of control by superiors. Hierarchical communication greater is the chance for horizontal and informal Communication. EFFECT OF INFORMAL ORGANISATION: As a contrast to formal organisation where every process rale status authenity relationships responsibility decision making channel of communication is prescribed. There is no prescription in the case of informal organisation. Main Important functions of Informal Organisations. 1. Informal organisation are natural units where the actual operations fro getting things done are determined. 2. They provide simultaneously the climate for experiments with new methods of work. 3. They provide each member with the sysmpathetic type of human consideration which supports his self-image and his personal integrity. 4. They establish and maintain norms of behaviour for members. According to Keith Davis his identified three functions of informal organizations. A. Preserving group integrity B. Social Satisfication C. Control 5. The informal organizations perpetuate cultural values which the group holds as important. This function helps to preserve the group integrity.

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6. In formal organizations help in solving the work problems of members. 7. Groups help protect their members from outside pressure.

Q5. Define group? Describe five stage group developments Model? ANS: GROUP- A group is defined as two or more individuals interacting and interdependent who have come together to achieve particular objectives. Groups can be either formal & informal. STAGES OF GROUP DEVELOPMENT: It is divide into five parts. Groups go through five distinct stages. A. Forming B. Storming C. Norming D. Performing E. Adjoining A. Forming Stage: - The first stage forming is characterized by a great deal of uncertainity about the groups purpose, structure and leadership. This stage is complete when members have begun to think of themselves as part of a group. B. Storming Stage:- The second stage in group development, characterized by intra group conflict. C. Norming Stage : The third stage in group developments, characterized by close relationships and cohesiveness. D. Performing Stage: The fourth stage in group development when the group is fully functional. Group energy has moved from getting to know and understand each other to performing the task at hand. E. Adjouring Stage: The final stage in group development for temporary groups, Characterized by concern with wrapping up activities rather than task performance. Q6. Write Short Note:? A. Synergy. B. Group decision making Techniques. C. Group Cohesiveness. ? ANS: A. Synergy:- Synergy is term used in biology that refers to an action of two or more substances that results in an effect that is different from the individual summation of the substances. We can use the concept to better understand group processes. Social loafing for instance represents negative synergy. The whole is less than the sum of its parts. On the other hand research teams are after used in research laboratories because they can draw on the diverse skills of various individuals to produce more meaningful research as a group then could be generated by all of the researchers working independently. That is they produce positive synergy. Their process gains exceed then process losses. Another line of research that helps us to better understand group processes is the social facilitation effect. Have you ever noticed that performing a task in front of others can have a positive negative effect on your performance. For instance you privately practice a complex springboard dive at your have pool for weeks then you do the dive in front of a group of friends and you do it better than ever or you practice a speech in private and finally get it down perfect but you Bomb when you have to give the speech in public. B .Group decision making Techniques. The most common form of group decision making takes place in interacting groups. In there groups members interact with each other face to face. Group Decision making two main techniques. (i) Brainstorming:- An idea generating process that specifically encourage any and all alternatives while with holding and criticism of those alternatives. (ii) Nominal Group Technique( NGT) : A group decision making method in which individual members meet face to face to pool their judgments in a systematic but independent fashion. C.Group Cohesiveness: Group cohesiveness is the degree to which group members are attracted to each other and are motivated to stay in the group. For instance some work groups are cohesive because the members have spent a great deal of time together or the groups small size facilities high interaction or the group has experienced external threats that have bought members close together. Cohesiveness is important because it has been found to be related to the groups productivity studies consistently show that the

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relationship of cohesiveness and productivity depends on the performance related norms established by the group. If performance related norms are high. (For E.G high output quality work co-operation with individual outside the group) A cohesive group will be more productive than will a less cohesive group. But if cohesiveness is high and performance norms are low productivity will be low. If cohesiveness is low & performance norms are high productivity increases but less than in a high cohesiveness high norms situation. When cohesiveness and performance related norms are both low productivity will tend to fall the low to moderate range conclusions are summarized. Relationship between Group Cohesiveness performance norms productivity:

Sources of cohesiveness: Group cohesiveness can be affected by such factors an interaction, threat, severity of initiative, shared goals, similarity of attitudes and value and size. Interaction Threats Severity of Initiation Co-operation Shared Goals Attitudes & values.

Q7 What do you mean by Team Building? Different types of teams. Explain a team effectiveness model? ANS: TEAM BUILDING: High interaction among team members to increase trust & openness. Different Types Of Teams : A. Problem Solving Teams: Groups of 5 to 12 employees from the same department who meet for a few hours each week to discuss ways of improving qua lity, effectiveness, efficiency and to work environment B.Self Managed Work Teams : Groups of 10 to 15 people who talks on responsibilities of their former supervisors.

C . Cross Functional Teams: Employees from about the same hierarchal level, but from different work areas who came together to accomplish task.

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D Virtual Teams: Virtual teams that use computer technology to tie together physically dispered members in order to achieve a common goal.

MODEL : Creating Effective Teams : There is no shortage of efforts at trying to identify factors related to team effectiveness. A Team Effective Model:

1. WORK DESIGN:-Effective teams need to work together and take collective responsibility to complete significant tasks. Work design include autonomy skill variety task identify task significance. 2. Composition:- Composition includes variables that relate to how teams should staffed. In this section include, ability, personality, roles, size and flexibility preference for team work. 3. Context:- The four main factors include in context. Adequate resources, leadership, climate of trust, performance evaluation and rewards. 4. Process:- The final category related to team effectives is process variables. These include member-common purpose, specific goals ,team efficiency, conflict, social loafing.

Q8. Define Group & Group contribution. Draw factors influencing intergroup interactions and their importance. Brief introduction group names? ANS: Definition:- A group is two or more persons who interact with one another in such a manner that each person influences is influences by each other persons. A group contribution to an organisation depends on its interactions with other groups as well as its own productivity. Many organizations are increasing their use of cross- functional teams to address more complex and increasingly important organisational issues. The result has been heightened emphasis on the teams interactions with other groups> Groups that actively interact with other groups by asking questions initiating joint programs and showing their teams achievements are usually the most productive. Interactions are the key in understanding inter group dynamics. The main 3 factors that influence inter group interactions. * Group Characteristics * Organisational Factors * Tasks and situational bases of interaction Factors influence Inter group Interaction and their importance:

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GROUP NORMS :- Group norms are a set of belief, feelings and attitudes commonly shared by group members. These are also referred to as rules or standards of behavior that apply to group member. Norms serve 3 functions Predictive, control and relational. First norms provide a basis for understanding the behaviour of others and for deciding ones own behaviour. Second norms regulate the behaviour of members. Finally same norms define relationships among rales. CHARACTERISTICS:1. Norms represent characteristics of groups, just as an individuals characteristics are revealed through his personality. 2. They are related to behaviour considered important by most group members. In fact norms are the basis for behaviour of members in group. 3. They are the basis for predicting and controlling behaviour of group members. 4. They are applied to all members though not uniformly. Some deviations by same members are tolerated but not to the extent of jeopardizing group goals. Norms usually develop gradually & in formally as members learn what behaviour are necessary for many norms develop because members bring their past experiences from other groups in other organisation.

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Q9. Define Group cohesiveness. Explain the factors and effects of cohesiveness on Group? ANS: Define: Group Cohesiveness is the degree to which members are attracted to one another and are motivated to stay in the group. Major Determinates of Group Cohesiveness. 1. Physical Promixity 2. Difficulty of Entry 3. Group Size 4. Gender of members 5. External threats 6. Previous success 7. Group Composition & homogeneity 8. Age of group 9. Technology Some Important Factors of groupChesiveness: Organisational Goals Organisational goals themselves could be a source of cohesiveness. Alternatively, when the organisational cohesiveness. Alternatively, when the Organisational goals do not match with the personnel goals of most of the group members. Then the cohesiveness of that group is likely to be compromised. Organisational Structure - Organisational Structure has a lot of effect on group cohesiveness. The inter group relationships between the group members if not designed on the basis of authority and responsibility can hamper the group cohesiveness. Fayal 14 principles management need to be recapitaated while designing the organisational structure. Organisational Climate- organisational climate is the indicater of the environment prevaling in the organisation. It is a reflection of the groups formal and informal norms shared value system top managements philosophy and general feeling of the group members. If the organisational climate generates negatives such as afeeling of threat ,scare , back biting etc. Then the group is unlikely to remain cohesiveness. Leadership Styles- Leaders bear the highest responsibility in keeping the group united. Their leadership styles can have a lot of effecty on group cohesiveness. A group under an autocratic leadership is likely to be fragile because people would not like to work under him. Democreatic and participated leadership styles can foster weakness and the members might overshadow the leader and work fore their own-self interest often at the cost of groups advantage. Group Heterogeneity- Heterogenity of group members can him the cohesivenesspeople might interpt two group names according to their cultural backgrounds. Diversity in this lead to the gaps in cementing their ties, thereby harming group. Effects of cohesiveness of Group:Group cohesiveness has both positive and negative effects on the group, discussed as underPositive Effects on Group Cohesiveness :1 Members remain in cohesiveness groups longer when a choice is available. 2 Cohesiveness groups appear to provide a buffer against stress and thus may positively contribute to individual mental & physical health. 3 Members of cohesiveness groups less often report feeling lonely or isolated identity with the group is stronger in more cohesiveness groups. 4 On the average members, are more satisfied in cohesiveness groups. 5 Some cohesiveness groups are more productive. Negative Effects on Group Cohesiveness :1 Group cohesiveness may lead to scape goating, hostility and agression toward dissidents.

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2 Individual identify may be more restricted in cohesiveness groups because members are typically closer to one another. 3 If group goals diverge from organisational goals, not only may the group as a whole became less productive, it may also reject members who are productive by organizational standards. ( Ostraczing the class brain or binging workers viewed.

Q10. Why is information is so important in organisation? What are some of purpose of communication? What are the various methods of interpersonal communication? ANS: Communication is the process by which two or more parties exchange information and share meaning. In organisation seetings,communication become very important because its whole functioning is dependent on the same. It is an essential element sender message. Receiver anf feedback. Purpose of Communication:- The main purpose of communication to share ideas,opinion. It is a universal process. It among individuals and groups is vital in all organisations and its objectives can be stated differently in different settings. Purpose of Organization Communication .

(i)Coordinated Action: The primary purpose is to achieve coordinated action. Just as the human nervous system responds to simulated co-ordinates,responses by sending messages to the various parts of the body, communication coordinates the action of the parts of an organisation,without communication an organization would be merely collection of individual workers attending to separate tasks. Organizational actions would lack coordination and ented toeards individual rether than organizational goals. (ii) A second purpose of communiaction is information sharing, the most imporatnt information relates to organizational goals, which provide members with a sense of purpose & direction. Another information sharing function of communication is the giving of specific task directions to individuals. It is essential to the decesion making process as well. Information sharing is needed to define problems, generate and enalmark information on the results of thein efforst as in performance approsals. (iii) Expression: Communication is also a medium for expressing feelings and emotions. Organisation communication is far a collection of facts & figures. People in Organization like people any where else often need to communicate emotions such as happiness, anger, confidence and fear. Communication is invalued many activities of the organisation. Methods of Interpersonal Communication: There are 3 Primary methods of communicating in organization.

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1. Verbal : Verbal Communication divide into two parts. A. Oral Communication B. Written Communication A. Oral Communication:- It takes place anywhere in formal conversations in the process of doing work in meetings of groups and task forces and in formal speeches and presentation. B. Written Communication :- organization produce a great deal of written communication of many kinds. A letter is a formal means of communicating with an individual generally same one outside the organization. Probably the most common form of written communication in organizations is the office memorandum or memo. 2. Non- Verbal Communication:- It includes all the elements associated with human communication that are not expressed oral or in writing. Sometimes it conveys more meaning than words. Human elements include facial wxpressions and physical movements both conscious and unconscious facial expression have been categorized as interest exshame humuliation, surprise startle fear terror, anger rage. The eyes are the most expressive component of the face. Physical movements and Body language are also highly expresive human elements. Body Language includes both actual movement and body positions during communication. The handa shake is a common form as abody language. OTHERS: 1. Wheel Network :- Wheel Network describes a pattern in which information flows between the person at the end of each spoke and the person in the middle. These on the ends of the spokes do not directly communicate with each other. The wheel network is a feature of the typical work group where the primary communication occurs between the members and the group manager.

2.Chain Network :- In Chain Network each member communicate with the presence above and below.

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3.Circular Network :- In this each person is communicate with the people on both sides but not with anyone else. The circular patern often is found in task forces and committies.

4. All Channel communication:- In a Circle network all the members of an all channel network communicate with all the other members. The all channel network often is found informal groups that have no formal structure, leader or task to accomplish.

Q 11 What is interpersonal feedback? Whi it is so important in organizational settings? Explain the process of interpersonal feedback? ANS:- FeedBack:- When persons work together and they interact, they need to communicate to one another their feelings, impressions and views on various matters. When such feelings and perceptions are communicated to a person especially regarding his behaviour sstyle of working etc. it is called feedback. IMPORTANT :- Feedback is the communication of feelings & preceptions by one individual to another individual about the latters behaviour and style of working. Such interpersonal feedback is invalued in everyday life in various situation. The main function of feedback divided into two parts. One who gives feedback. Other who receives it. A. Function of Giving Feedback :- The main importance of giving feedback is to provide data about a persons style of behaviour and its effect on others. Strategies for Making feedback effective:1. Descriptive feedback 2. Behavioural Vs personal feedback 3. Giving feedback 4. Reinforcing feedback 5. Suggestive 6. Timeliness B. Function of Receiving Feedback :- The main importance of receiving feedback fulfills several purposes. It primiraily helps the individual to process the behavioural data he has received from others. It helps him to have a better awareness of his ownself and behaviour. Consider the e.g of two individuals Xand Y, who are in the process of interpersonal feedback. Psychological Make Up:- The first stage of interpersonal awareness & feedback relates to mapping the psychological makeup of the process invalued in the feedback. Both XY function as intervening variables of which one should be aware in the begning Both individuals have their own needs Value system several aspects of their personality. An individual may have a high need of depedency. Both the individuals will behave in entirely different ways. In addition to their needs and other psychological background they may have a pattern of relationship. They may either like

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each other. They may either accepting or non-accepting relationships. Some factors are important in fluencing. The process of Interpersonal Feedback:-

The process of interpersonal feedback is an transactional process that the transaction being between two individuals or their groups as a unit. The transactions are fairly complex. For the sake of simplicity several aspects of the feedback. Behavioural perception X and Y :- In the next stage one of the individual. i.e forms the perception of the others behaviour (y). Both persons X and Y different behaviour and different preception analysis actual feedback. include important points Behavioural activity. Communicating Preception:- Communicate means share ideas perception etc. Communication may either be verbal or non-verbal. The process is greatly influenced by an individuals personal background and his relationship with the other individual. Communication include important process( Sender, Message , Receiver, Feedback) Change in Behavioural as a result of feedback:- It will depend on how X gives feedback and whether Y sees it as helpful. Accepted feedback based on facts or reinforcing positive behaviour. Q12. Define trust and Interpersonal trust? Why it is important in the organizational? Explain the process of origin and development of trust in organisations? ANS: Defination: TRUST:- Trust is an individuals belief in and willingness to act on the basis of the words, actionns and decision of another. INTERPERSONAL TRUST:- Interpersonal trust is the perception of a person that the other person will not intentionally do anything that harms his/her interest. Importance of Interpersonal Trust:1 It influences all the relationships between two or more people. Irrespective of the formal position of the group members the presence of trust is vital to carry out the organizational functions. 2 High trust within a group sustains its members during the times of crisis. It helps in developiong an attitude of belongingness with in the group members. 3 Business setting high interpersonal trust is associated with an open culture rather than one heavy on control resitricted information flow. 4 In organisations of low systematic trust, there is less accurate information sharing and reduced ability to recognize good ideas. 5 The need for trust arises from the indepedence of the group members with others. PROCESS / ORIGINS and Development of Trust:The theory on the origins of interpersonal trust has developed boardly along three lines.

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1. Explaning differences in the individual propensity of trust. 2. Understanding dimensions of trust worthy behaviour. 3. Suggesting levels of trust development 1. Individual Propensity to trust:- Personality theorists have developed one of the oldest therotrical prespectives on thrust and argued that some people are more likely to trust than others. Viewed as a fairly stable trait one time trust is regarded as a generalized expectancy that other people can be relieved on. This expectancy is a function of the degree to which trust has been honored in that individuals history its most pronounced effect in novel or ambigious situations. 2. Dimensions of trust worthy behaviour:- Our trust is another individual can be grounded in our evaluation of his/her ability, intergrity& benevolence. Ability:- Ability refers to an assessment of the otherss knowledge, skill or comnpetency. This dimension recognizes that trust requires some sense that the other is able to perform in a manner that meet our expectations. Integrity:- Integrity refers describes the degree to which the trustee adhers to principles that are acceptable to the trustor. This leads to the development of trust on the basis of consistency of past actions. Benevolence:- Benevolence is ones assessment that the trusted individuals Vs adequantly concerened about ones welfare. 3. Levels of Trust development: Trust development can be explained in the form of the following stages. Calculus Based Trust ( CBT) :- An individual will carefully calculate how the other party is likely to behave in a given situation depending on the rewards for being trust worthy and the deterrnts against trust worthy behaviour. Indetification based Trust:- Over a period of time the parties come to a deeper understanding of each other through repeated interactions. They begin to understand the shared values and goals. Violation of trust:- Trust violation occurs when a persons positive expectations from the other persons are disconfirmed. These violations reduce the level of trust. FACTORS: Magnitude of the offense. Number of prior violations. Specific dimensions of trust that was violated. Rebuilding Trust:- Rebuilding trust based on main two levels. --lculus Based Trust ( CBT) -- Identification Based Trust

Q13. What is Team Building? Explain stages of team building process with relevant examples. How Building the Winning Team? ANS:- Defined: TEAM:- A group organized to work together to accomplish a set of objectives that cannot be achieved effectively by individuals. TEAM BUILDING:- High interaction among team members to increase trust and openness. STAGES:- Team divide into main three stages. First Stage:- Invalues determining what the team norms are and then getting team members to recognize their existence and influence. Observing the behaviour patterns of the team, interviewing the team members or asking them to identify their own norms can often accomplish. This it must be noted that people frequently respect and follow norms unconsciously. The predetermined set of determinates for team building among informal groups is discussed as follows:a. Organisational & personal pride. b. Performance & excellence c. Team work & communication d. Leadership and supervision e. Probability and cost effectiveness

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f. Interpersonal relations g. Customer & client relations h. Innovation and creativity i. Training & development j. Openess. Seconf Stage :- Having identified the teams norms the next stage is to measure the norms and establish a norm profile. The difference between the team is verus where the desired norms of the group Should be denotes The normative Gap. These gaps provide the starting point for determining where changes should occur. Third / Final Stage :- Final stage is to bring about normative change. A systematic change process consists of six steps. 1. Team Effectiveness 2. Create positive norms goals through cooperative effort. 3. Establish normative change priorities. 4. Determine a plan of action to bring about change. 5. Implement and monitor the change strategy. 6. Review the effectiveness of the strategy peridoically and modify where necessary. How Building The Winning Team ? Everyone wants to feel that they are a winning team that the company is moving ahead and that they are an integral part of the groupSome of the guideliness for building winning teams are suggested as follows. 1. Recruiting Right People :- Building the winning team requires more than just recruiting and hiring of talented people. 2. Physical meeting of team members:- Physical meeting of team members is an indispensable aspects of an effective team . 3. Getting People to work together :- One of the most important part of building a winning team is encouraging positive. 4. Checking Negative Influences:- The negative forces creep into every team building exercise. Some of the commobn problem of any team building exercise are. Jealousy Cynicism 5. Lack of Confidence:- Some people lack of confidence in themselves & new attacks on their opinions as attacks on themselves. 6. Other Important Characteristics of Building the Winning Team. a. Participated leadership b. Aligned on purpose c. Task focused d. Shared responsibility e. Innovative f. Problem Solving g. Communicative h. Respective.

Q 14 Write Short Note On DISTRUST? ANS: Distrust is the cofident expectation that another individuals motives, intentions and behaviours are sinister and harmful to ones own interest. In intendependent relationship such a situation of distrust leads to sense of fear and anticipation of discomfort or danger. It prompts are individuals to take steps that reduce our vulnerability is an attempt to protect our interest. Two Types of Distrust:Functional Distrust : Rational decesion making

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O.D.M Computer & Mgt. Education (http://OdmEducation.net) (OBH-312)

Prevent from being cheated. Dysfunctional Distrust: Hampering group performance. Hypervigilence and rumination Secretiveness Conflict Reduced Communication.

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