The human being is a social being, he needs his fellow humans to survive and develop. But, when it comes to living together, groups of individuals are formed and, to develop productive activities, organized groups that can become teams. However, there are multiple studies and realities that lead us to qualify statements that are as emphatic as they are real, if we resort to our personal experience, as we will try to show, below, in our presentation, along with the dynamic processes that they experience, throughout of its evolution.
Social psychology explains social concepts and phenomena such as, for example, what a social group is, the classification of social groups and the types of social group. In this Psychology-Online article, we will see, among other information, the definition of a social and work group, the characteristics of a social group and, especially, the difference between group and work team through a comparative table.
Characteristics of a group
What is a group? Individuals are grouped according to the purpose of the objectives they are trying to achieve., in such a way that different types of groups are formed, depending on the collective activity, acquiring, in each case, different and specific profiles (Roca, 1996; Poblete, 1998). In order for us to be able to talk about a group in an environment of social relations, it is accepted in the literature in general that there must be at least six characteristics:
- A group must be a set of individuals.
- The main characteristic of a group is that it has a common objective.
- There are some group formation and development processes.
- A group has a structure.
- The members of a social group depend on each other for the satisfaction of individual needs (Thibaut and Kelley 1959).
- A group functions as an open system in interaction with the environment (Dunphy, 1972; González et als., 1996).
- All this in a dynamic and changing context over time, as individuals change, on the other hand.
On the other hand, when groups are unsatisfactory for their members, they stop functioning optimally. If we seek to achieve a certain degree of effectiveness and productivity in achieving the common objective, at the same time its level of organization, complexity and internal dynamics must be increased, leading to the development of a team.
Characteristics of a team
what is a team work? On the other hand, a team is a group, that is, a set of people, but it goes beyond that. A team is a group made up of people who have different profiles and develop different functions to achieve a group objectivewhich is complex and requires several tasks.
In a team, each person plays a role that is essential so that the overall function can be carried out and the joint objectives achieved. They are usually large, complex goals that require different tasks that different members must handle. The tasks of some are closely related to those of others.
A group is not the same as a team. Next we will see the differences between a group and a team.
Differences between a group and a team
Group of people and work team are not equivalent terms. There are several differences between a work group and a work team according to authors. For example, Poblete (2000) summarizes the nuances that allow a mere group of subjects in a team to be considered differentially, in relation to different factors that we will see below:
1. Objectives
The first difference between a team and a work group is regarding the objectives:
- Cluster. The objectives They are decided by the organization and group members are hired to achieve those goals.
- Equipment. In the case of the team, the objectives are defined by everyone, so they are property of the team. Therefore, there is a feeling of belonging.
2. Organization of tasks
- Cluster. The activities are distributedin and the members have their assigned tasks.
- Equipment. The tasks are distributed, but in a way flexible or interchangeable.
3. Effectiveness
- Cluster. Another difference between a group and a work team has to do with effectiveness. In the case of the group, it is measured by the results of the organization.
- Equipment. However, in a team, the effectiveness It is measured by the results of collective work. Therefore, aspects such as social impact or valuation are important.
4. Relationships
- Cluster. Relationships in a group are characterized by permanence, conformity and compliance of the standards.
- Equipment. Relationships in a team are based on trust. The priority in a team is the achievement of collective results and a good atmosphere.
5. Identification
- Cluster. The members of a group feel identified with the organization and are often proud to belong to it.
- Equipment. Exists above all identification with the teamin addition to the organization.
6. Values
- Cluster. The values followed by the members of a group are those of the organization itself. In this article we talk about the.
- Equipment. exist shared values, typical of the teamcompatible with those of the organization.
7. Leadership
One of the main differences between a group and a work team is in reference to leadership.
- Cluster. In a group there is one person normally imposed leader.
- Equipment. Leadership is a role of structure of the team.
8. Information
- Cluster. Another difference between a team and a group is that, in the group, the information it is managed by the leader.
- Equipment. While on the computer, the information is available to the group openly and honestly.
9. Rules
- Cluster. The leader explicitly demands compliance with organizational norms.
- Equipment. Norms are rules of the game accepted and demanded by everyone tacit or explicit and supervised by the leader.
Without going into the great complexity and exhaustiveness that would be involved in analyzing such differences, the minimum that a group must require to be productive, for example in a work organization, Navarro et als. (2011) collects previous contributions (Meneses et al., (2008)) and indicates the following:
- The interrelationship between the members.
- Identification with the group.
- The coordination of behaviors, resources and technologies.
- The orientation of members towards achieving the team’s goals.
Types of social and work groups
Although there is no univocal and unanimous taxonomy or classification of groups when performing a job, due to the variety of groups, cultures, countries and tasks, one of the most accepted is the one referred to by Hackman (1987), which refers to the degree of power and autonomy that is granted in a group (García-Salmones, 2008). Thus, he distinguishes several types of groups:
- Targeted groups: with external supervision or without autonomy, for example, the crews of ships or airplanes).
- Self-directed groups: The delegated authority is for carrying out tactical issues, such as determining objectives, calendar, work organization, contact with clients and suppliers. The organization determines the mission, scope of operations and budget for each of the teams. Quality circles are a good example.
- Self-defined groups: This type of group is treated as an independent company from the parent organization and the team is authorized to make decisions as if it were an independent small business. This formula is usually found in cooperative-type businesses, communes or social clubs.
- self-governed groups: These are the groups that have the highest level of autonomy. An example is the dynamics observed by top management teams: the member executives cooperate and are jointly responsible for the internal operations of the organization.
If we move away from organized groups focused on productive activity, the truth is that Any human being, throughout his or her life, is part of a group of peers. in order to be able to achieve a common objective that, otherwise, would be much more complicated. We join with others to satisfy some individual need, be it affiliation (provides security, protection, physical defense, emotional support) or simply because we like the type of activities they do or because we share their objectives (or even due to individual incapacity). to be able to face challenges that we could not overcome without the support of other subjects).
But in the formation of groups, certain dynamic processes are observed, as explained in the following article about .
We need to belong to groups
All of us, undoubtedly, are part of a group. Survival as human individuals would be of questionable viability without the support of other conspecifics. (the family, a clan of emotional and protective ties), at least in the first evolutionary stages of the human being. As we grow, we become part of other groups (school, work, sports or recreational clubs, communities of owners, religious, political and social organization activities), of increasing difficulty in terms of established relationships – functioning, organization, communication. , contribution – and, in the adult stage, when we join the work environment we do it, first voluntarily and then we are subjected to a dynamic – in this case, more forced -, experienced by the different subgroups in which we have to participate .
In any case, Worchel’s dynamic circle, although it does not fully explain the processes experienced in all groups, refers quite accurately to some of the phases we go through in our participation in some of the groups. the groups we are part ofvoluntarily or involuntarily.
This article is merely informative, at Psychology-Online we do not have the power to make a diagnosis or recommend a treatment. We invite you to go to a psychologist to treat your particular case.
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Bibliography
- Dunphy, D. C. (1972). The primary group; London: Appleton Century Croft.
- García-Salmones, L. (2008). Satisfaction and effectiveness. A study with work groups in a productive environment. doctoral thesis. UNED (National University of Distance Education). Faculty of Psychology. Department of Social and Organizational Psychology. Madrid.
- González, MP, Silva, M. and Cornejo, JM (1996). Effective work teams. EUB, Barcelona.
- Hackman, R. (1987). The design of work teams. In J. Lorsch (Ed.) Handbook of organizational behavior, pp. 315-342. Englewood Cliffs, NJ: Prentice Hall.
- Jiménez Burillo, F. (1981). Social Psychologyl, Madrid. UNED, 1981.
- Meneses, R., Ortega, R., Navarro, J. and Quijano, SD (2008). Criteria for assessing the level of group development (LGD) of work groups. Groupness, entitativity, and groupality as theoretical perspectives. Small Group Research, 39(4), 492-514.
- Navarro, José; Quijano, Santiago D. de; Berger, Rita; Meneses, Rocío. (2011). Groups in organizations: basic tool to manage increasing uncertainty and ambiguity. Papers of…