Types of behavior of people in a group. Types of behavior in a group
Part 3 "Me and YOU"
Psychology of management
1. Basic concepts social psychology
Social psychology is a science that studies human behavior in a group.
A group is people united by real relationships.
The class, the family, the production team, the line if it lasts long enough, they are all groups.
If there is no relationship between people, they cannot be called a group. So, there are a lot of people walking down the street. We talk about the mass when we do not know to which category of people the person next to us belongs.
At the stadium, in the store, in the canteen, at the demonstration, there is no longer a mass, but a crowd. A crowd is a gathering of people where one can assume the presence of a common goal. Therefore, at the stadium, with a high degree of probability, I can assume that next to me is the same fan as me. There is already a topic for conversation if I want to talk to him. When a crowd gathers at a bus stop, it is easier to get to know a person by starting a conversation not about football, but about traffic problems.
One can talk about a group in the proper sense of the word when there is a common goal that unites all its members without exception. The queue is a typical example of such a group: the buyer has the goal of buying, and the seller has the goal of selling. Cadets come to our faculty for the improvement of doctors for two or three months: their goal is to receive a document, ours is to issue it. There is no typo here. If I want to successfully lead a group, I must define common goal. If I think that all doctors have come for new knowledge, then I will fall into a deep mistake, because some do not need them, others know (or think they know) no less than me. Others generally came in order to take a break from family troubles. That is why my task is to organize pedagogical process so that obtaining a diploma is possible only if knowledge is acquired.
Groups are formal and informal. A formal group is a group formed on the basis of any documents: staff list, wedding invitation list, etc. An informal group is a group formed on the basis of personal attachments, sympathies, common needs that cannot be satisfied in a formal group. A formal group is managed by a leader, an informal group by a leader. The power of the leader is determined by official instructions, preliminary verbal agreement, etc. The power of the leader is absolute, which follows from the voluntariness of participation. That is why, if the leader is not the leader at the same time, the group will always be torn apart by contradictions.
How many groups does a person need?
So much to satisfy your needs. If he satisfies all the needs in the family, he does not need more groups. This is possible only in such families where their own production is organized and all family members work in this production, and between family members there is advice and love.
Since there are few such families, in most cases each person is included in at least two groups: family and production. This, with the proper organization of the family and work, is enough for a person to satisfy his needs. But if a person has a third, fourth, etc. group, this indicates that he has trouble in two main ones.
If I earn little even at a very interesting job, then with the greatest love for it, I will earn extra money elsewhere. And this is fraught with a transition to another job. That is why an experienced leader closely monitors and does everything to ensure that his employee earns only on his production. Such a leader does not need to beg for an increase in the salary of an employee who, due to the growth of qualifications, has increased labor productivity. In addition, the salary should not be the same, but its criteria.
If the work is uninteresting and serves only as a source of income, a person has a hobby group. An experienced leader will try to make the work not only highly paid, but also interesting. And if this is not possible, he will create conditions for satisfying a hobby. I know leaders who pay great attention to the development of sports, amateur performances, etc., and consider a football team to be the workshop of their enterprise and a treatise on this a lot of money.
The second reason why a person is looking for another group is the lack of love between spouses. In this case, a new sexual group arises, or the spouse (less often the spouse) becomes an inveterate drunkard, falls ill. All this, of course, will affect labor productivity. It is surprising that in order to improve working conditions, huge investments are often required, and what is needed here is simply educational work, though qualified, therefore, expensive, but it would still be cheaper ... In the chapter "Psychological vampirism" we talked about the technique of establishing sexual relations between spouses. Here will be discussed in detail about the organization of the family and its management. By the way, family relations are immeasurably more complicated than in production, and a person who really manages to establish them can become a leader on a large scale.
Allocate in social psychology the concept of a reference group. The reference group is the group that is the standard for the individual. So, for a small landed nobleman, the reference group was the high society, in which he dreamed of getting into. If a person does not consider the group in which he is a reference group, he will try to leave it. Will he do something to strengthen this group? Naturally not! And what will he do? Trying to snatch a "piece" with which there is a chance to get into the reference group. Therefore, every experienced leader cares about the prestige of his group. Then it is easier and cheaper for him to hire a qualified specialist, it is easier and more expensive to sell his products or services.
2. Behavior of a person in a group (role and masks)
As we already know, human behavior is the result of the interaction of his personality and the personalities of communication partners. But it turns out that behavior also depends on the group in which this interaction occurs. The group influences the behavior of a person. Look at the behavior of two schoolchildren who came to watch a movie at the cinema. Calm and quiet. But here are some classes organizing a collective viewing of the film. Have you been to these sessions? Anyone who's been there knows what's going on! How are our two students behaving? They hoot, whistle, comment, etc. When they go out into the crowd, they will again become well-bred boys. But in the group they could not behave differently. They would be condemned, because in the group they had such a role.
What is a role?
A role is the behavior that a group expects from an individual in the process of performing social functions. During my lecture, I also play the role of a lecturer, and the students the role of listeners. What do students expect from me? Firstly, that I will tell new things for them, secondly, to tell them in an exciting and interesting way, and thirdly, not to offend them. If my behavior matches their expectations (expectations), they will behave quietly, listen carefully and write down the most important things (these are my expectations). Otherwise, they will impose sanctions on me, i.e. they will start reading, drawing, etc. At the same time, they will not meet my expectations. If they depend on me, I can reprimand them, but I still won’t force them to listen. I can just force them to sit still. Now it is clear why it is better to organize the work of the group in such a way that the leader depends on subordinates, the client on the customer, the doctor on the patient, the teacher on the student, and not vice versa, as, unfortunately, often happens with us. After all, if students could freely leave me, I would have no other choice but to learn how to lecture well. Why am I writing better? Because I was completely dependent on you, my dear reader! My first books turned out to be of no use to anyone. I should have either stopped writing or written better.
If I sincerely play my role, then by my performance one can judge what kind of person I am, what are my abilities, temperament, worldview. But quite often the communication is impersonal. It so happens that no one needs my personality. If I am sincere, I will receive “shots”. To prevent this from happening, I put on a mask. A mask is a behavior that a person uses to communicate safely. The masks are in contact. There are many examples of this when it is appropriate. For example, in transport: “Punch, please, a ticket!” - "Thanks!" - "Please!". And sometimes it’s better that a person doesn’t appear here: “What am I, hired here to punch coupons!”
We have many masks, and we put them on automatically. A mask of joy at a wedding, a mask of sorrow at a funeral, a mask of good manners at dinner parties. Sometimes the mask grows so attached to a person that we forget what he was, and he himself does not know what his essence is. So, sometimes on the street from the summer you can recognize a teacher, a military man, a doctor ... A person begins to behave at home as at work. He is wearing a mask. Quite often it cannot be “pricked”, but it is also impossible to “stroke”! He's wearing a mask! Sometimes the person himself does not know what he really is - he knows only his mask!
And now, with a set of roles and a set of masks, not knowing himself and not knowing the laws of the group, he enters other groups or organizes new ones, i.e. gets a job or creates family life. In order to drive a car, you need to take a course. Here I will try to briefly describe what is happening in the group of which you are a member.
Group device
(Fig. 3.1.)
The group has a large outer boundary. These are the walls of the class where classes are held, the premises where the clinic is located, the fence that does not allow outsiders to enter the factory or military unit.
Figure 3.1 (According to E. Bern)
1. Large outer border
2. Large inner border
3. Small internal boundaries
4. Guide
5. Subordinates
A small circle inside a large one is a large inner border. It separates the leadership of the group from its members. Group members are not always a homogeneous mass. You can successfully manage directly no more than 9-12 people. A group, like a drop of mercury, when a certain size is exceeded, begins to divide into smaller groups. Therefore, when the group begins to exceed the figure mentioned above, it is necessary to divide it so that there are 1-9 people in the primary group and a leader is at the head of it. Then the leader has more large scale There will be about 10 people in charge. In this regard, the army is quite well arranged. There are 3-4 squads in a platoon. Each department has 10 people. Thus, the platoon commander has 4-5 subordinates at his disposal: his deputy and squad leaders. Where are the other three? This is what we are going to talk about in more detail now.
Further, talking about the management system, I will refer to examples of those groups that I had to manage. When I did not know the psychology of management, I had to be the senior doctor of the regiment, the deputy head of the hospital for the medical part. My God, if only I knew then and could do what I know and can do now! Today I manage to make a close-knit team out of 30-40 people who do not know each other in a few weeks. And when the group, having completed its task, ceases to exist, these people continue to communicate with each other, if circumstances permit, and the feeling that somewhere there lives a person who is always glad to you, and you to him, persists for life.
But before continuing, I have to introduce a few more concepts. Groups are divided into small, medium and large. Groups of up to 10 people should be classified as small, middle group has 11-25 people, large - 25-35.
Groups are open and closed. Open groups are designed in such a way that some members leave, others come in their place. Not only the members of the group change, but also the leaders. Thus, production teams can be considered as open groups. Closed groups are formed at the same time to perform a specific task. After its execution, the group ceases to exist. An example is the training groups (20-25 people) who come to our Faculty of Improvement. Having existed for two or three months and having completed their task, our cadets immediately go home. We also create closed groups for psychological training. In large industries, it is necessary to form temporary labor collectives. A typical such team is a team of cosmonauts flying into space. To perform any tasks on the road, a temporary labor collective is also created.
As for psychological training, I see great benefits open group. This group has been around for about 8 years now. Some come, others go. But there always remains a core that visits the group for at least two or three years. It is this that contributes to the fact that a new member in two or three sessions acquires such a number of skills that it would take two or three months to master in a closed group. In this group, new methods can be tested. Free visits and a one-time payment keep the leader in good shape (here it is, dependence on the client!). The fall in attendance, and consequently in earnings, forces him to master new methods and improve old ones. And I had failures. But it is precisely the failures, correctly understood, that contribute to the growth of qualifications. An open group, thus, turns into a kind of club. Sometimes members of the group who have been without a psychologist for several years drop in to us “at the light”. They share their successes, and sometimes they come to solve one or two problems. The disadvantage of an open group is the inability to conduct planned theoretical classes, because everything revolves around solving momentary life problems.
A closed group is good because everyone goes at about the same pace, people and the group itself change before our eyes. Quite often, after the classes are over, interested persons visit open groups.
But back to our group. So, 20-25 people come to us at the same time. We divide them into three groups. Each has a responsible person. For the entire cycle, a headman is selected to communicate with the leadership of the cycle. The management consists of three teachers and a laboratory assistant. Thus, on the cycle, the leader has three teachers, a laboratory assistant and a headman of the cycle. These are four people. And where are the three or five others? These are the leaders of informal groups, which are sure to be in any team, whether it be a class at school, a student group or a production team. The family has the same device. There is a group of leaders - those who hold material wealth in their hands, and members of the group who are dependent on the leadership - children, sometimes quite old, aging parents (grandparents), grandchildren and great-grandchildren. But the family will be discussed later.
And now about informal groups. If the leader does not know about their existence and does not know who the leader is, he will make a number of organizational mistakes. In an effort, as before, to "reach every member of the collective," he can talk not with the leader of the informal group, but with its member. Then any of his request, any order will be carried out not directly, but after a conversation with the leader. And if contact with the leader is not established, then either disobedience or distorted performance can be observed.
I will mention here one common myth about the indiscipline of people. People are very disciplined, there are just very few leaders who can manage according to all the rules of science. The same thing is happening here as well. The leader does not talk with the leader of the informal group, but with its member. As a result, his order is distorted by the advice and prohibitions of the leader. Let us remember that the power of the leader is absolute, and the power of the leader is determined by official instructions.
In our cycle, we usually manage to identify three informal groups. Since this is repeated from year to year, this should be considered a pattern. The first group is educational and careerist, the second is cultural and entertainment, the third is alcohol-sexual.
I gave figurative names to the groups. Maybe this is not very scientific, but it is clear what I'm talking about. I want to emphasize that I have a very good relationship. Bad attitude I have to cultural-entertainment and alcoholic-sexual group. The task of a leader without violence, psychological way destroy these groups, or at least be able to turn the members of the last two groups into careerists. But in the term "careerist" I put a positive content. This is very good if a person wants to make a career. But not through acquaintances, but through personal growth and development professional qualities. Unfortunately, we put negative content into many good words. Here are the words - "career", "adaptation" - we sometimes say, to put it mildly, not very ... I personally understand a career as personal growth. Positions in such cases usually come by themselves. After all, a career, in the true sense of the word, can only be made if you become a professional of the highest class, and occupying a position to which you have not matured is not a career, but a disaster. These are the leaders who get sick. They do not work so much as hold on to the chair, and when they sign papers with their right hand, they hold on to the left handrail of the chair with their left hand, which is more worn than the right one. Pay attention to this when you go into the office to some boss.
It is very easy to learn them in training groups. You just need to let them sit where they want. The cultural and entertainment group is located closer to the exit, and as soon as the end of the lecture is announced, its representatives run headlong out of the audience. Careerists usually sit in the front rows and near the window. The alcohol-sexual group is located in the back rows. But it is better to invite a qualified psychologist to the team. He will draw a psychological portrait of the group for you.
To the career training group includes physicians who seek professional growth and career advancement. These are young doctors who, in their student years, attended circles and prepared themselves for professional activity. Some of them dream of scientific career and, of course, they go out of their way not only to acquire knowledge, but also to leave a memory of themselves. They are also doctors in the age of Jesus Christ. Some have already become heads of departments, but want to go higher, some can already get qualification categories. This group actively attends all classes, including optional ones, asks a lot of questions. They are well-read, but often they do not have a school and at times they get carried away on bends. This group keeps the leaders on their toes. It is very inconvenient if the cadet is more knowledgeable than the teacher. Once or twice still nothing, but if more often ...
Are there analogues of such groups in production? Of course have. They are both simple and difficult. Just a leader who grows on his own. It is difficult for someone who has stopped growing. The fact is that the members of the educational and careerist group dream of taking the place of the leader. If the latter grows, there is no problem. The organization is expanding, and a growing worker in this group will always find a place corresponding to his increased qualifications. If it is not possible to get him a promotion here on the spot, he should be transferred to another organization with a promotion.
The representative of such a group is an enthusiast. He is interested in preserving the group and in some cases works for free (almost wrote "disinterestedly"). So, he can be instructed to make a report at the conference out of turn and thereby help out the leader, he can take on an extra patient. No, he has a plan. He understands that on occasion he will be sent on a scientific mission, and then it will be difficult to get around him. He works both for his authority and for the authority of the group, hoping that the growth of the group will be accompanied by his career growth. Naturally, a manager who has stopped growing will be in conflict with such an employee. In medical institutions, these are young medical residents who dream of becoming heads of departments, sisters who want to take the position of head nurse.
The higher the social status of a group, the more we find careerists in it. At school, there are few careerists among students, and, unfortunately, among teachers. Hence the conservatism of many of our schools. There are much more careerists among students at institutes, but still not as many as we would like. Among the teachers there are much more of them. But, unfortunately, here we see a not very cheerful picture. Many university teachers, having defended candidate and sometimes doctoral dissertations, becoming associate professors, professors, or even heads of departments, become representatives of a cultural and entertainment group, and sometimes they turn into a sexual one, without giving any scientific and pedagogical products, preventing those who are below them. Despite the fact that competitions are formally held every five years, it is almost impossible to fire a representative of a cultural and entertainment group, or even an alcohol-sexual one. When the head of the unit is a representative of such a group, stagnation begins in the team. I know institutes and departments headed by such people. The teams were slowly falling apart. And I saw how they were transformed when a careerist in the sense of the word, as I understand it, became the leader.
The disadvantage of a careerist group is their disunity, inability to organize themselves, to defend their opinion. After all, quite often the leaders give all the attention to the “losers”. They are called to offices, they talk, they promise and they are punished. They thereby acquire a great social experience. Learn to dodge, ask, beg. They rally with each other, provide support, share experiences. Careerists, starting from their school years, work on themselves alone and are actually divided. This is especially noticeable in schools, institutes, army teams among conscripts. After all, the “losers” rule the ball there. And when the years of study end, those who were the first (excellent students) become the last. Representatives of cultural and entertainment and alcohol-sexual groups seize power. It's not always bad. In these groups there are smart and brave people. After all, they are not afraid to enter into conflicts with their superiors. Some of them then learn on the go. But many, having learned to hold on to power, without suffering a flight of thought, crush careerists. They are especially annoyed by people with a "red" diploma. "Careerists" quite often fail to open up. It is with them that I work and teach them to achieve their goal, not by trickery, but by using their mind. Many, having received such training, began to occupy leadership positions at 45, defend dissertations at 50, make discoveries and write books at 60. And if only they had done everything on time! That is, they would defend dissertations at 25, hold leadership positions at 30, and write books at 40. How much have they lost? But society lost even more.
Is it possible to do something in the conditions of our imperfect legislation, when all the attention of school teachers is focused on poor students, and excellent students study without experiencing any difficulties? I think it's possible. For a year I taught psychology at high school. I summarized this experience in two articles that appeared in the book Psychotherapeutic Etudes. Careerists should be trained in school years. My suggestions are the following. Pay attention only to excellent students. For them to organize sections and circles, to collect in separate groups, where their growth requirements would be satisfied. Do not lower the A students to the level of C students, but raise C students to the level of A students. This is practically how it was done. I dismissed those who were not interested in psychology and gave them B's just because they didn't go to class. With the lagging behind, I conducted training in the psychology of communication and the ability to lead. The textbook was the book you are holding, in the first editions. They learned to repulse the losers, improved their relationship with their parents, and most importantly, they also became successful in relationships with the opposite sex, some learned to earn a little themselves. The joys of those who skipped, curiosity played out. Gradually, attendance began to grow. At the beginning of the experiment, out of 20 students in the class (I taught at the lyceum), seven attended psychology lessons. Gradually, from class to class, attendance increased. The slovenly (analogue of the alcoholic-sexual group of adults) and cultural and entertainment groups were splitting up, and the careerist group was rallying. Quite quickly (in 2 months), attendance reached 120%; students from other classes came to the lessons if the teachers were suddenly late. But now the ball was ruled by a careerist group, which itself dealt with slobs.
To the cultural and entertainment group includes doctors who have stopped in their professional growth and have main interests on the side. This is either a household, or commerce, or something else. They are good specialists who have gained a hand in routine work. They perform their duties well, but inside and out. They would not have gone to the courses if it had not been required for a number of reasons (one of them is recertification). For them, studying is just one way to relax. There is no trouble with the members of this group, if you do not involve them in active social work.
There are analogues of such groups in any collectives. In medical institutions, this is the majority of nurses and almost all orderlies and nurses. Duty once every four or five days creates good conditions for working on a personal plot, which is the main source of material wealth, and the realization of other interests. I have seen such faces in professional sports. These were the players who at one time were part of the national team. They still remained good professionals, but now they were playing in the teams of the major leagues, located at the lower levels of the standings, or in the teams of the lower leagues, claiming to enter the higher one. They have already recovered from the star disease and have remained in the sport only in order to earn money. It makes no sense to call such people to enthusiasm. The orderly, if overtime is needed, should be promised a double day off or some other compensation, the football player should be given a clearly defined task and determine the amount of the fee for a job well done. Members of this group can also be transferred to a careerist group, if not for the ridiculous age restrictions, official and unofficial. We, unfortunately, stun the growth of young people only because they are young, and then because they are “old”. I knew one professor who did not take to graduate school over 27 years old. Many of them are not hired to teach at the institute, because they are already over 40. Such and such people from careerists become representatives of cultural and entertainment, and even alcohol-sexual groups. They can be taken from there. Both national and sexual prejudices often interfere with growth. So, one head of the department selected only young men for employees and often got stuck. His logic was that women get married, give birth and stop doing science.
Alcoholic-sexual group represents the most uncomfortable part of the employees in any team, especially in its alcoholic part. This is discussed in detail in the chapter "Psychological vampirism". Here I would like to once again emphasize our position in working with alcoholics: a tough contract that excludes the possibility of further stay in the team if the violation is associated with the use of alcoholic beverages. The problem of sex should be solved on a scientific basis. The leader needs to understand the importance of solving this issue. Educational and medical advisory work is needed here. This group also includes those people who went to work in order to “change their positions” for a year or two before serving in the army or until the next attempt to enter the institute. They do not have much interest in the goals of the group, they easily join the representatives of the alcoholic-sexual group. Systematic competent work with them can lead to the fact that they will move into the “careerist” group. Alcohol groups are especially powerful in budgetary organizations. They develop gradually, and once formed, they can seriously slow down the development of production. In commercial establishments, they are quickly dealt with. The following information will help managers navigate this issue.
██ ██ To all those who lost hope and gave up. The author, like Kozma Prutkov, believes that a person's happiness is in his own hands. And if he knows how to communicate with himself, he finds mutual language with loved ones, able to manage a group and quickly get used to a new situation, he is doomed to happiness. The author uses his rich clinical experience and experience psychological counseling, gives simple recommendations on how to establish communication. Life is an easy thing, and if it's hard for you, then you are doing something wrong. Joy is what is felt after some creative or socially significant action that was not performed for the purpose of obtaining benefits.
Group psychology as objective factor. The psychology of a group is not only the sum of the values, attitudes and beliefs inherent in each member of the group, the principle
addition. Group psychology is characterized, rather, by the principle of multiplication, raising individual psychological categories to a power, which, firstly, will give group psychology an intensity, imperiousness that far exceeds the influence of individual psychological influence, and, secondly, gives group psychology is objective, i.e., independent of the will of individual members of the group, character. Group norms appear to the individual as an objective factor in the form of pre-established assessment criteria, stereotypes, and patterns of behavior.
A number of studies have noted that an important feature of the socialization process is the formation of general norms for the group on which the individual depends, and the operation of these norms as factors in the self-regulation of group behavior. In other words, the psychological dependence of the individual on the group is the motive for his acceptance of norms common to the whole group. This is a key moment in the process of socialization, i.e., the process of assimilation and active reproduction by an individual of social experience, the assimilation of values, beliefs, and socially significant forms of behavior.
Main characteristics social environment one way or another, they are embodied in people. Socio-psychological structures of such social groups as a family, a production group, groups of joint leisure activities, an educational group, a military unit, groups connected by a community of living together, and other forms of direct interaction of people in the case of a real inclusion of an individual in the system of interpersonal relations in such groups cause the emergence of a serious influence on the corresponding person, an influence aimed at ensuring the desired (from the point of view of this social group) behavior.
Psychological structure groups and an informal leader. The psychological structure of the group is a complex network of psychological relationships and interdependencies. Separate elements of such a structure are the individual positions occupied by each individual in the process of his self-affirmation in the group. This structure also includes separate small groups that unite individuals according to psychological characteristics.
The psychological structure is also expressed in certain types of relationships that arise between individuals in everyday communication. The psychological structure of derivatives. Its formation is conditioned by a number of objective and subjective factors, but, once formed, it itself is a factor that has a huge impact on the personality. Because of this, it requires consideration, study and intervention.
The psychological structure of informal groups is characterized by a number of important features. In the course of constant interaction of individuals, their relations begin to be ranked according to the degree of their importance for the members of the group; intra-group relations acquire a structure based on the degree of preference given to each other by members of such a group. In each fugitive, the members of the group inevitably stand out from their environment, to whom the members of the group give the greatest preference.
The one from among the members of the group, in relation to whom it manifests itself largest number preferences, becomes the leader of the social group smallest number preferences (outcasts). This structure takes shape spontaneously, but once formed, it begins to largely determine the behavior of its members. Of fundamental importance is the role of the leader of the social group.
The central sign of leadership is the ability to influence the beliefs and activities of the members of the group. The leader of a social group is the one who initiates actions, issues orders, resolves disputes between its members and makes binding decisions on them. The leader approves or disapproves of the actions of the group members, encourages or suppresses such actions. Members of the social group act, think and feel as the leader wishes, yielding to his influence to a much greater extent than to the same influence of any other member of the group.
The activities of formal (recognized by society, law) groups become more effective if the informal groups that inevitably develop within their framework are focused on achieving the goals of their formal group, and the informal leader either supports the activities of the formal leader of the group, or (which is optimal) himself becomes its official leader. Antisocial, criminal groups - informal groups, folding
spontaneous, and under these conditions, the behavior, meaning, role of their leader ("authority") is of particular importance.
The psychological structure of the group serves as a powerful catalyst for individual behavior, however, depending on the content of the relevant group norms, it can be a catalyst for socially useful or socially harmful forms of behavior. A social group can be characterized by two kinds of shortcomings. Thus, defects in its external structure are possible. A typical example of such a weakened social group is a family where one of the parents is absent. There may be cases when, behind the outwardly normal structure of the social norm, there are serious defects in the relations between all members. Such shortcomings often do not correspond to those socially useful goals that determine the activity of a given social group, deprive relations in this group of their real content, and come into conflict with them.
Polarization of group membership. At dawn human history within the framework of the first communities of people, there also appears an awareness of mutual belonging to each other, unity, i.e., the idea of “we” arises (we are a tribe, we are a clan, we are a family, etc.). It is significant, however, that the notion of "we" arises only when the given community collided with another community and it became necessary to separate itself from any "they". Awareness of oneself by a group of people as a certain community is accomplished only through the opposition of this “own” community to that “other”, “foreign” community or group. The very concept of "we" is possible only in connection with and in relation to the category "they". First of all, “we” is not “they”, and only after that there is an awareness and selection of content characteristics inherent in this “we”.
The idea of the difference between “we” and “they” can reflect either an insignificant degree of substantiality, content, or intensify up to attributing a qualitative, essential property to such a difference, to a complete, cardinal (polar) opposition of “us” to “them”, to beliefs in the existence of a complete difference, an absolute incompatibility of the categories "we" and "they". This difference can be characterized by a certain degree of negativism in relation to "them" - from relatively neutral-
to the point of being negative and hostile. In this extreme case, the categories of good and evil are polarized, and, as is clear, good is “we”, “ours”, and evil is “they”, not “ours”, “alien”.
In the latter case, “they” may be assigned the role of the source of those troubles and deprivations, the causes of which are unknown or unclear, or (which is very difficult to admit) the source of our troubles is “we” ourselves. In such a situation, the possibility arises, which is very often realized, of the appearance in the public consciousness of fictitious, unreal, imaginary, but ominous “they”, on which responsibility for all troubles is thrown. Imaginary "they", gaining their place in the public consciousness, gain strength, become a reality in the actions and aspirations of people, fulfilling their social function. This function consists in substituting fictitious "they" where there is a lack of real "they" to form certain social communities and groups.
It is fundamentally important that the community "we" is formed by imitation of the members of this group to each other, as a result of the desire to be similar to one another. The representation of "they" is built by emphasizing the traits attributed to "them", and such traits are accordingly used to unite "us" by forbidding us to imitate "them". The category of "they" is needed to shape and strengthen "us" so that "we" do not act like "they". The difference from those who are “not us” stimulates the likeness of “among us”, denial, negative attitude towards “them”, enhances the likeness among “us”.
Disorganization of social communities and groups. The dynamics of social processes (demographic, migration, urbanization, industrialization) as an undesirable result can have a destructive effect on social groups and communities, lead to their partial disorganization. The phenomena of disorganization are reflected both in the external (formal) structure of social communities, and in their internal, meaningful, functional characteristics.
Thus, from the outside, social processes such as migration, the development of cities, industry, etc. lead to the disintegration of large families, to the impossibility of maintaining the joint family residence of two or three generations, to the replacement of traditional
of the “nuclear” family (husband, wife, child); in production groups - to the weakening of professional solidarity (disintegration of guilds); in territorial ones - to the loss of social, ethnic homogeneity, a sense of territorial belonging, an increase in the number of migrants in the composition of the indigenous population, to a violation of the natural balanced age and sex structure.
The disorganization of the functions of such communities is expressed in the loosening of group values, the inconsistency of standards and patterns of behavior, the weakening of the normative structure of the group, which, in turn, leads to an increase in deviations in the behavior of members of communities and social groups. Thus, among the 20 regions of Russia with the highest rate of migrant arrivals, there are 18 regions with the highest crime rate.
The disorganization of social groups leads to deviations in the behavior of all members in the following cases:
participation of the individual in various social groups, which impose on him conflicting systems of social values and patterns of behavior;
participation of the individual in disorganized groups, which are characterized by uncertainty social roles, social requirements for the individual; lack of public control, unclear criteria for evaluating behavior.
Such phenomena are associated with the weakening socio-psychological the effect of community, which serves as a means of ensuring intra-group cohesion and mutual understanding, directed against tendencies leading to a violation of community.
Under these conditions, normal social groups are not always able to perform a number of their essential functions, i.e., to provide the individual with a consistent, internally consistent system of standards of behavior, a sense of solidarity and belonging to a community, to provide an ordered system of levels of social prestige and recognition. The degree of unity of people in social groups, their cohesion, the unity of their positions are a value inversely proportional to the number of social deviations. If the degree of unity (integration) of a social group (class, society) grows, then the number of
deviations in the behavior of members of this group, and, conversely, an increase in the number of deviations in behavior is an indicator of the weakening of the integrated ™ of social groups.
Under these conditions, the ineffectiveness of the influence on the individual of the primary social group, the weakness of the process of his socialization (the inclusion of a person in the system of values and norms of behavior characteristic of society as a whole) lead to an increase in the impact on him of spontaneously formed groups that oppose themselves to socially recognized norms. and values that provide the individual with a sense of belonging and group solidarity by including him in antisocial, criminal activity. These are various criminal gangs, drug user groups, etc.
In social psychology, there are four main types of behavior of people in a small group.
Separating type. Well expressed individual orientation. The optimal solution of problems is possible only in conditions of relative isolation from the group, independently.
driven type. The tendency to conformity, imitation, voluntary submission is expressed. The optimal solution of a group task is possible in contact with more confident and competent members of the group.
leading type. The individual is oriented toward power in the group. The optimal solution of problems is possible under the condition of subordinating other members of the group to oneself.
collaborating type. The individual constantly strives to solve problems jointly with others and follows the group in cases of reasonable decisions.
Knowledge of the types of behavior of group members helps the psychotherapist in the distribution of roles, contributes to a deeper understanding of the mechanisms of psychological incompatibility of its individual members.
The coincidence of a formal and informal leader in one person simplifies the situation, a mismatch makes the group process more complicated.
Group Process
The concept of a group process (group dynamics) was first introduced by Kurt Lewin in 1936. The central idea of this concept is that the laws of behavior of individuals in groups should be sought in the knowledge of the “social and psychological forces” that determine them.
In the future, this concept in relation to psycho-correctional groups was developed by Rogers, Shut-
Cem and others (see section: "Carl Rogers and Client-Centered Therapy").
Kelman (Kelman, 1963) considers group psychotherapy as a "situation of social influence", and identifies three stages in the group process: compliance; identification; assignment.
According to Kelman, members of a psychotherapeutic group are, firstly, subject to the influence of the psychotherapist and other members of the group; secondly, they identify with the psychotherapist and with each other; thirdly, they appropriate group experience. Kelman believes that in order to achieve a therapeutic effect, it is not enough to “compliance” with the norms and rules of the group - it is also necessary to assimilate what has been learned and master it. Group members must learn new feeling skills (pliability), respond to the group (identification), and apply them to specific real-life situations (appropriation).
From the moment of its creation to the completion of the treatment process, a psychocorrectional group goes through several stages (phases) of its development.
Most researchers of this issue come to the conclusion that the group process, starting from the stage of adaptation, through the resolution of intra-group conflicts (the second stage), eventually comes to cohesion and effective problem solving (Tuckman, 1965; Bennis, Shepard, 1974 and etc.).
This staging of group development stems from Schutz's theory of interpersonal relationships (Schutz, 1958). According to Schutz, in the early stages of the development of a group, its members tend to inclusion in the situation. At this stage, a sense of belonging to the group begins to form and a desire to establish adequate relationships with all its members. In the second stage, the need for situation control, negativism. There is rivalry and a desire for independence, a desire to stand out, to take a leading position. In the third stage begins to dominate need for affection Group members establish a close emotional bond with each other. To the fore
cohesion, a sense of openness, closeness, empathy.
Kratochvil (Kratochvil, 1978) distinguishes four phases group development.
The first phase (orientation and dependence). There is an adaptation to new people and an orientation: “What kind of treatment is this?” "What do we do?" "How will this help me?" Group members are anxious, insecure, dependent. Some withdraw into themselves, others talk about their illnesses, but at the same time everyone is waiting for information and instructions from a psychotherapist.
The second phase (conflicts and protest). There is a tendency to self-affirmation, the distribution of roles begins: active and passive, leading and "oppressed", "favorites" and "unloved ones", etc. Dissatisfaction arises both with each other and with the psychotherapist, and as a result - disappointment in the method itself treatment.
If at the first stage of the formation of the group the psychotherapist was an idol for all members of the group, now he is being thrown off the pedestal, reduced to the level of "an idler and a charlatan". Dissatisfaction with the psychotherapist is further enhanced if he refuses a leading, authoritarian role. Emotionally stressful intensity reaches its climax:
discussions of the patient turn into a "comradely court", a conversation with a psychotherapist - into a conflict. If the psychotherapist is not experienced enough, then the collapse of the group is possible at this phase.
Third phase (development and cooperation). Emotional tension decreases, the number and severity of conflicts decrease. There is a consolidation of group norms and values. The struggle for leadership recedes into the background. There is a need for belonging to a group, a sense of responsibility for common interests becomes relevant. Mutual understanding, sincerity, intimacy are born between members of the group. Dialogues become more frank and trusting. The individual develops a sense of security, the confidence that the group will protect him. There is a desire to open up, relations with a psychotherapist normalize.
The fourth phase (purposeful activity). The group becomes a working collective, a mature social system. Its members reflect, consult, make decisions. Positive feedback is being established, which is not violated even in cases where negative emotions and conflicts are deliberately allowed to be discussed.
In domestic psychotherapy, it is customary to single out the adaptive, frustrating, constructive and implementation phases of group dynamics (Slutsky, Tsapkin, 1985, etc.). In principle, this dynamic is no different from the dynamics described by Rogers, Kratochvil et al.
What are healing factors psychotherapy group? According to Jalom (1975), there are ten.
Cohesion. This is a characteristic of the degree of connectedness, the unity of interpersonal relations in a group. The increase in cohesion contributes to the strengthening of interaction between group members, intensifies the processes of social influence, and increases the satisfaction of everyone.
The suggestion of hope. Belief in the success of the group process already has a therapeutic effect in itself.
Generalization. People tend to see their life problems and illnesses as unique. In the process of group development, they become aware that others have similar problems and illnesses. This identification of one's own problems and experiences has a therapeutic effect.
Altruism. Behavior focused on the satisfaction of other people's interests without conscious consideration of their benefits for themselves. Behavior aimed at providing disinterested assistance to any member of the group, regardless of what social position he occupies outside the group.
Provision of information. This refers to the information and reasoning necessary for a member of the group for self-awareness and self-disclosure.
Multiple transfer. Any difficulties in the field of communication and social adaptation, being determined by the events of the present and the past, must
manifest themselves in group communication. The emotional attachment of the patient to the psychotherapist and to other members of the group is considered, investigated and, if necessary, subjected to a rational and realistic assessment.
Interpersonal learning. The group serves as a testing ground for the study of positive and negative emotional reactions and testing new behaviors. Group members are convinced that they can openly ask for help and support from others and selflessly help themselves.
Development of interpersonal skills. In a group, all its members explicitly or implicitly improve their ability to communicate. used to develop interpersonal skills various techniques, including Feedback and role play.
imitating behavior. Teaching appropriate behavior through observation and imitation of the behavior of others. At the beginning of the group process, the behavior of the psychotherapist or other group members who have received his approval is imitated. Gradually, group members begin to experiment, using the many patterns of behavior offered in the group for support.
Catharsis. Discussing hidden or repressed (“unacceptable”) needs in a group, focusing on unanalyzed emotions such as guilt or hostility, leads to self-understanding, self-disclosure, and ultimately to relief.
Kratochvil (Kratochvil, 1978) gives a different list of therapeutic factors of the psychotherapeutic group:
participation in the work of the group;
· emotional support;
helping others;
· self-manifestation;
reaction;
· Feedback;
Insight (understanding of previously unrealized relationships);
· collective emotional experience;
Testing and training new ways of behaving;
obtaining new information and social skills.
In conclusion, it should be emphasized that none of the listed factors individually has a decisive therapeutic value. The therapeutic effect is exerted by the group process, the whole group as a whole.
group ethics
The most important in this problem are questions concerning the ethics of the group leader, the psychotherapist, and questions of intra-group ethics.
A reasonable requirement that should be presented to a psychotherapist is the level of his professional training. Many people believe that any certified doctor or psychologist can conduct group psychotherapy. This is a profound delusion, generated by ignorance, first of all, of the mechanisms of the therapeutic effect of group psychotherapy.
Training of competent specialists for group psychotherapy - a rather complicated, time-consuming task and must include at least three stages of training.
The first stage is teaching the therapeutic basics and techniques of group psychotherapy; the second is an internship in a group led by an experienced specialist, the third is personal participation in the group process.
Theoretical basis and the main forms of group psychotherapy are mastered during primary specialization. But experience shows that this is not enough.
The best option for the second stage of training is to work "in pairs" with an experienced psychotherapist. The role of leader is always played by a more trained doctor, but sometimes it is useful to transfer this role to a trainee in the process of training so that he can take responsibility for leadership, and most importantly, “feel” the group. Subsequently, the leadership of the group can be temporarily entrusted to the trainee, but subject to the presence, supervision and support of a professional.
It is very important for a psychotherapist to acquire personal experience group member. A good testing ground for this is
there is a training group. Leaders in such a T-group can be appointed in turn, and the rest act as participants. Participants of the T-group in such conditions acquire an understanding not only of how the leader of the group feels, but also of how participants feel when they experience difficulties of frustration, interpersonal relationships, and self-disclosure.
In the West, for example, at the Institute of Psychiatry and Neurology in Warsaw, programs of 2-year and 4-year training courses for doctors for group psychotherapy have been developed (Kosevska, Chabala, 1990).
Intra-group ethics includes a range of issues, the most important of which are:
Consent or disagreement to participate in the group process;
Freedom of choice to participate in certain activities of the group;
Prevention of mental trauma.
Parloff (1970) emphasizes that professional leaders groups should limit themselves to modest advertising and speak openly about the limits of their competence and capabilities. At the same time, information about the goals, methods, duration and principles of group psychotherapy, on the contrary, should be as complete as possible. This allows the patient to correctly decide whether to participate in this type of treatment or not.
The second question concerns the more intimate mechanisms of the group process. Therefore, each participant has the right not to participate in certain actions or situations during the work of the group. At the same time, neither the leader of the group, nor the group itself should exert excessive pressure on such a participant, much less force him to sincerity and self-disclosure.
The third question is closely related to the second. The thoughtful selection of individual members in the formation of the group is also important.
Finally, confidentiality is mandatory for the leader and the group as a whole. Everything that is discussed in the group should not go beyond it. Otherwise, the batch process may be interrupted.
TRAINING GROUPS
The history of the creation of training groups is closely connected with the name of the sociologist and psychologist Kurt Lewin. Working first in the laboratory and then in the "field" conditions, Levin came to the conclusion that people in a group constantly influence each other. He argued: “In order to identify their inadequate attitudes and develop new forms of behavior, people must learn to see themselves as others see them” (Lewin, 1951). His "field theory" laid the foundation for "group dynamics" and became the cornerstone in the creation of group psychotherapy.
However, the first training group (T-group) arose by chance. Several natural scientists (Leland Bradford, Ronald Lippitt, Kurt Lewin) created a group of business people and businessmen in 1946, the purpose of which was to jointly study basic social laws (for example, the law of employment) and "losing" various situations associated with their use. In addition to developing optimal solutions and behaviors related to the application of laws, this group carried the first experience of self-disclosure and self-awareness through feedback.
The bands quickly gained popularity as a new effective method training, and the following year a National Training Laboratory (NLT) was established in Bethel, Maine. The main tasks of T-groups, or, as they were then called, “basic skills training groups”, were to teach its participants the basic laws of interpersonal communication, the ability to lead and make the right decisions in difficult situations. Naturally, such groups were not therapeutically oriented at first.
Later, T-groups, according to their intended purpose, began to be divided into groups of skills (training of managers, business people), groups of interpersonal relations (problems of family, sex) and groups of "sensitivity" (groups focused on growth and self-improvement
personality, overcoming indecision, etc.). Nevertheless, the emphasis in T-groups for a long time was on teaching healthy people such role functions as communication with superiors and subordinates, developing optimal solutions in difficult situations, searching for methods to improve organizational performance, etc. (Shein, Bennis, 1965 ).
The founders of T-groups saw the following positive beginnings at the heart of their, as they believed, teaching method:
Application social sciences(psychology, sociology) in practical life;
Focus on democratic (as opposed to authoritarian) teaching methods;
The ability in the learning process to establish relationships of mutual understanding and mutual assistance, the willingness to delve into the problems of any member of the group.
Each social group performs a certain system of roles in the life of the organization, the significance of which depends on the significance of each of its members. And the latter can be both exaggerated and reduced. It depends on the character of the person, the environment from which she came to the group, the level of her interests, and the like. A person, joining a group, must clearly and realistically (at least for himself) determine his intentions, rights and obligations in relation to other participants. However, as the American sociologist D. Tarner notes, even if one or another person determines "his" place in this group, this does not mean that it will be easy for her to solve her problems in the context of the life of other members. It is necessary that the place and functions of this person be understood by other members of the group, although their number will be determined by several individuals.
Types of behavior in groups
Each of us, writes D. Tarner, has many roles in life and, in accordance with them, many "persons" and types of behavior. For example, we behave very differently at work than in the family, even differently among friends, etc. From how a person behaves in a small group, you can tell a lot: whether she has her own dignity, or her no, or cordial and polite, or boorish, inclined to compromise, or such a "truth-lover" that proves others to a heart attack, etc. It is in a small group that the essence of a person is determined.
For example, some specific person - a member of a small group, is fond of the leadership of the organization, everywhere it sets an example to follow, marks it with awards, etc., but in a small group there is a completely different opinion about the "leader", and they sometimes do not understand how they cannot notice it there, "above". Research shows, writes D. Tarner, that over time, a person with a "double" and sometimes "triple" face fails in life, because the ability (primates line "requires enormous nervous effort.
The question may sometimes arise, where is such a real person - in a small group or in the office of the director of the company, in the family or somewhere else? She is herself, says Tarner, in the first, and in the second, and in the third cases. Man is a social being, it accumulates in itself everything that exists in society. But if the majority of people, under the influence of family, school, literature, art, religion, etc., form in themselves everything that is better, more humane, fair, then the other part are the worst features of social life.
There is also a third type of people, writes Tarner. There are fewer of these, and it is they who, when their essence is revealed, cause disgust (at least outwardly) and condemnation not only of the first, but also of the second part of society.
Representatives of this type of people are sometimes quite sincerely convinced that they have nothing to hide their behavior. Such is life, and people, they believe, must adapt to different life situations. Life is an ocean, your birth throws you into it, how and where you follow is your business.
When a person comes to a particular group, she meets here a more or less established system of values, which can sometimes differ significantly from those that exist in the organization as a whole. To become a full member of the group, a person must accept the "rules of the game" of its other members. Of course, it also happens that some values are accepted even with pleasure, but we cannot agree with others. In this case, notes Yan Turovsky, a person must make a choice: either "break" himself and submit to the common values of the group, or leave it. You can, of course, live in a group and with various "persons", as mentioned above, but this is beyond the power of an honest, decent person.
Groups of normative and relative comparison
Each person, joining a group, tries to determine a priori: a) who does this group represent? b) who will she be in this group? In Western sociology, two types of groups are defined: normative and relative comparison.
For the first time, the term "comparison groups" was introduced into sociological literature in 1942. X. Newman. He came to the conclusion that every person, being a member of a group, from time to time asks himself the question: what is the status of our group? who am I here? Who were we before and who can we become?
According to the results of a study by R. Merton, L. Festinger, S.A. Streuffer and others, the Normative Comparison Group is a group in which its members determine their status in accordance with their origin, level of education, economic position in society, in political and government beau monde and the like. For example, a Polish gentry, who knew well who his ancestors were, was ready to work in low-paid mental work some 70-80 years ago, but in no case be engaged in trade, and even more so physical labor.
Another example. The days are not far off when Soviet people they argued in a similar way: there is bread, then for bread, chosen for the holiday and weekdays, there is order in the family, there is no war. What else is needed? For most people in our country today, this is an achievement, but it is no secret that the norm for the owner of several companies is to own several well-furnished apartments, a house-estate, a prestigious foreign car, and the opportunity to relax abroad.
Employees want to have the appropriate status (and not necessarily material) high school(for example, faculty), civil servants, army officers, diplomats, and the like.
A relative comparison group is a group in which people compare their previous status with their current status. The American sociologist Theodore M. Newcomb, revealing the content of a comparative comparison, only that a person who left the rural environment and entered the ranks of the intelligentsia, all the time in his daily behavior will not only affirm his current one, but also try to remember his former one as little as possible. status.
It is known that back in the 30s of the 20th century, American blacks experienced the echoes of the former racist attitude towards them of a significant part of the white population. But the situation changed dramatically when the Negro got into american army. Here he was no different from his white colleagues in a platoon, company, battalion, etc. Even the most notorious racist could not afford to offend a black soldier in any way, and only because he wore the uniform of a defender of the state that proclaimed democratic rights and freedom.
Some sociologists, in addition to the groups of normative and comparative comparison, also distinguish groups of aggregate comparison. So, for example, N. Goodman tries to prove that some matching groups perform not one, but more features. For example, the family, he believes, is a combination of three comparisons: parents teach children, form their responsibility before God and the law (normative comparison), they also serve as a model for them (comparative comparison), express their approval or dissatisfaction with the behavior of children. The latter, according to Goodman, is an aggregate function.
Even in very small groups, traits of the human psyche begin to appear, hardly noticeable in individual person. Her socio-biological needs begin to emerge, uniforms become more important, the struggle for leadership, the concept of "us" and "not us" arises, which acquire significant power in large groups.
Crowd Behavior
When dealing with a large mass of people, care must be taken. By careless behavior, huge forces, as the Russian scientist AM Zimichev notes, can be wasted, and sometimes even a small effort will cause big changes. The scientist refers to the features of the psychology of large masses of people:
1. In the crowd comes the equalization of individual characteristics between people, the barriers that hold them back in everyday life are removed.
2. There are prerequisites for the emergence of a uniform, even if it is not introduced, it will appear by itself.
3. Increased propensity for emotional unrest. Feelings are easily born in the crowd: laughter, excitement, anger, fear, delight, joy. One can turn into another, while their strength, multiplied by the power of the crowd, becomes destructive.
4. The role of the example of others as a factor of motivation is increasing. If everyone around will do one thing, then an individual will do the same, even if she alone did not do it.
5. There is an ability to become more active and follow the leader. As an example, a herd of sheep runs after the leader.
6. It becomes possible to focus on the execution of an impossible task. The crowd can be raised to build a low structure, although calls to destroy something become more effective; there are no limits to what is possible.
7. There is a rejection of evidence, logic and common sense. If the crowd is raised to storm the White House, then a few guards will not stop it. Members of the crowd are ready to smash their own heads, and well, if only themselves.
The group is one of the fundamental forms social interaction. People, like many of the representatives of our smaller brothers, unite in groups to meet a variety of needs. going on this process through the interaction of members of the association with each other.
Differences in behavior
How a person manifests himself in a group can be represented using the very a simple example. Imagine that the room is a common person. He can rest, he can go to dinner, and if he pleases, he will pack his bag and go for a walk. But a completely different picture can be seen in the case when the said individual is a member of the group. Free behavior is possible only if he is in the company of close friends or relatives. In other cases, a person alone and one who is part of a group are practically different people. Psychologists say: only after assessing how a person manifests himself in a group, one can judge his character and personal qualities. It is impossible to form an opinion about an individual without knowing how he behaves in a society of his own kind.
Group types
Exists great amount groups. These are various social associations, family circle, classroom, student group. A person can get into some associations by chance, he becomes a part of others of his own free will. Some are easy to leave, while others are almost impossible. How a person manifests himself in a group, in short, largely depends on its type. Among all their diversity, large and small associations are distinguished. The large ones include unions based on professional interests, ethnic groups, social formations associated with geographic location. The life time of such associations is longer than the time of an individual person, it depends on historical events.
crowds
Crowds that arise spontaneously also belong to the category of groups. They manifest themselves in the form of political rallies, spontaneous actions. The existence of the crowd is short-lived. She disappears as suddenly as she appears. Crowds are often uncontrollable, one of their main properties is a high emotional charge. How does a person behave in a group of this kind?
The first property that determines its behavior is anonymity. A person is lost in the “faceless crowd” and practically ceases to be responsible for his actions. It is from here that the cruelty of the crowd, its aggressiveness, comes. In such a group, the individual creates a false feeling that he is free from other types of social ties - for example, he forgets that he is part of a work team, a family.
"Dissolving" in the crowd
The way a person manifests himself in a group of this type is largely determined by the mentioned anonymity and irresponsibility. The individual is completely given over to such instincts, which, in his right mind, he would never give free rein. He is unable to process information rationally. If an isolated individual retains the ability to criticize, observe, then in a person in a crowd it completely disappears.
In a crowd, the individual is subject to association with its other members. Such a group directly affects a person with its presence, he feels its power. This impact can be expressed in two ways - either by strengthening the behavior of the individual, or by suppressing it. A person feels irresistible which is due to its huge numbers. There is no such thing as impossibility here. That is why the individual surrenders himself to the power of instincts.
Man as part of a team
As has been pointed out, a person's behavior changes when he becomes part of a group. Communication of a person in a group significantly affects his motivation, the scope of assessments and other characteristics. His interests are becoming wider, because now he is not only busy with himself, but also focuses on the problems of other members of the association.
In addition, in the team a person is endowed with a certain “weight”. People can be in exactly the same positions, do the same work. However, they will have completely different "weight" within the team. For many, this characteristic is of particular value, because outside the group a person could never gain significance.
The group also affects the self-esteem of the individual, his self-perception. A member of the group gradually identifies with it, which leads to changes in this area. He begins to relate differently to his place under the sun, he develops a new type of worldview.
Role and status
How a person manifests himself in a group (social science or psychology are usually the subjects in the study of which schoolchildren analyze this issue) depends on the individual position of a member of a particular association, his status. Each group gives its member a certain status. He, in turn, assumes a particular role. The status of a person in a group is a position in relation to other members of the association. A role is a specific set of functions that are assigned to a group member by other group members. It also depends on the specifics of the activity that is characteristic of this group. There are a large number of typologies of roles in a social association. However, most of them are built according to the criteria of power and subordination or preference and rejection.
Types of social statuses
The best way to understand the various social statuses and roles fit a group with a rigid social hierarchy. Usually it is characterized by a lack of resources, and within such associations there are problems with their fair distribution. Not the last role in groups of this kind is played by its low leader (or leader). He may have no concept of morality and values. A person's place in a group with a rigid social hierarchy is usually indicated by a letter of the Greek alphabet. It has the following roles:
- Alpha is the "leader of the pack". The leader enjoys priority in the distribution of wealth, he has the greatest authority.
- Beta is the second person in the group after the leader. Often beta is smarter than alpha. However, he is not as energetic. He occupies the second place in the hierarchy and therefore has a corresponding right to the distribution of goods. Often, beta is a kind of custodian of the accepted rules.
- Gamma-1. These are close associates of the leader of the group, his associates.
- Gamma-2. Group members with this status are usually the most. As a rule, they are inert and often become objects of manipulation by more "high-ranking" members of the association.
- Gamma-3. This subgroup is also forced to obey, but its representatives are often dissatisfied with the status assigned to them. To them, higher-ranking members apply a "carrot and stick" policy. The role of the “carrot” is usually the opportunity to become close to the upper strata of the group, and the “stick” is the deprivation of rights, a decrease in the amount of remuneration received, sometimes expulsion from the group, as well as physical violence.
- Gamma-4. This is a kind of "jester" who is allowed to make critical and caustic remarks about other members of the group. Naturally, such permission is given to him by representatives of higher ranks. Gamma-4 has a special role: it maintains the appearance of "free speech" and "democracy" in the group.
- Omega is an individual who takes on all the aggression of the association. The role of an omega is needed in order for the group to be cohesive. With the help of a person with this status, other members of the association gain a sense of "we". In the event that a person does not agree with this role and leaves the group, another candidate will soon be in this position.
Goals of group members
Usually the behavior of a group member is aimed at achieving one of two goals - solving practical problems or building relationships. It is difficult for one person to perform both functions at once, so each member of the association either solves practical problems or contributes to the development of harmonious relations in the team.