In an organization, a group is any number of people who share goals, often communicate with one another over a period of time, and are few enough so that each individual may communicate with all the others, person to person.
A team is a small number of employees with complementary competencies who are committed to common performance goals and working relationships for which they hold themselves mutually accountable.
Some managers believe that close-knit informal groups have undesirable effects on an organization. They view groups as a potential source of anti-establishment power, as a way of holding back information when the group doesn’t identify with organizational goals, or as a means of pressuring individuals to slow production.
Norms are the rules and patterns of behavior that are accepted and expected by members of a team or whole organization. They help define the behaviors that members believe to be necessary to help them reach their goals.
Some managers believe that close-knit informal groups have undesirable effects on an organization. They view groups as a potential source of anti-establishment power, as a way of holding back information when the group doesn’t identify with organizational goals, or as a means of pressuring individuals to slow production.
How do norms differ from organizational rules?
Norms are the rules and patterns of behavior that are accepted and expected by members of a team or whole organization. They help define the behaviors that members believe to be necessary to help them reach their goals.
Organizational rules are often required by governmental laws and rules developed by regulatory agencies. At times, employees refuse to accept such rules or simply ignore them. In contrast, norms are informal, unwritten expectations that are enforced by team members. If a member consistently violates these norms, the other members sanction the individual in some way.
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