Final Rendering

Unit 2: Types of Group and Group Structure

It is hoped that at the end of this unit, you will be able to;

i. Classify group into its two classes ii. Explain group structure.

3.0 Main Content

It is not in all situations that the change agent work with individuals, on some occasions, his work is better appreciated within a group or groups. In this context therefore, the change agent must understand the workings of group, types and structure to enhance his professional competence.

3.1 Types of groups

Groups may be classified into two (i) Formal group

(ii) Informal group

(a) Formal groups – groups are structured to pursue a specific task, they are established by an organization to achieve organizational goals. Formal groups may take the form of command groups, tasks groups and functional groups. Command group consists of a supervisor and the subordinates, task groups consist of people who work together to achieve a common task within a specified period of time, examples of task groups are, ad-hoc committees project groups, and standing committees. Functional groups are created by the organization to accomplish specific goals within unspecified time frame.

Functional groups remain after the achievement of their current goals and objectives.

(b) Informal groups – Groups are formed naturally and in response to the common interests and shared values of individuals. They are established for the accomplishment of organizational goals and do not have specified time frame, examples of informal groups are, interests group, friendship groups and reference groups.

3.2 Group structure

Group structure is a pattern of relationships among members that hold the group together and help it to assigned goals. Structured group can be described in a variety of ways, such as group size, group roles, group norms and group cohesiveness.

(a) Group size – Group size may vary from 2 people to a very large number of people. Small groups are between 2-10 people, it has an advantage of quick decision and are more effective while large groups may waste time by deciding on processes and trying to decide who should participate next, but also have advantages on numbers of people to interact with. It is difficult for members of large groups to identify with one another and experience cohesion.

(b) Group roles – In formal groups roles are usually assigned to members. Group roles can be classified into work roles, maintenance roles and blocking roles.

i. Work roles: are task oriented activities that involve accomplishing the group goals. They involve a variety of specific roles such as initiator, informer, clarifies, summarizes and reality tester.

ii. Maintenance roles: are social emotional activities that help members maintain their involvement in the group and raise their personal commitment to the group. The maintenance roles are harmonizer, gatekeeper, consensus tester, encourager and compromiser.

Harmonizers reduce tension in the group and reconcile difference and explore opportunities. Gatekeepers keep communication channels open and make suggestions that encourage participation. The concensus tester will task if the group is hearing a decision and test possible conclusion. Encouragers are friendly warm and responsive to other group members while the compromiser modifies decisions, offers compromises and admitting errors.

iii. Blocking roles: – Are activities that disrupt the group. They may take the form of dominating discussions. Verbally a tackling other

group members and distracting the group with trivial information or unnecessary humor.

3.3 Group Norms

Norms are acceptable standards of behaviour within a group that are shared by members of the group. Norms define the boundaries of acceptable and unacceptable behaviour. They are created in order to facilitate group survival, make behaviour more predictable, avoid embarrassing situations and express the values of the group. Groups exert pressure on members to force them to conform to the group’s standard.

3.4 Group cohesiveness

Cohesiveness refers to the bonding of the group members and their desire to remain part of the group. Groups tend to be more cohesive when they are in intense competition with other groups or face a serious external threat to their survival. Smaller groups and those that spend time together also tend to be more cohesive.

The advantages of cohesiveness are workers satisfaction, low turnover and absenteeism and higher productivity, however, highly cohesive groups may be detrimental to organizational performance if their goals are misaligned with organizational goals; they are also liable to group think. Group think occurs when members exert pressure on each other to come to a consensus in decision making. Group think results into careless judgements, unrealistic appraisal of alternative courses of action and lack of reality thinking.

4.0 Conclusion

Havine gone through this unit you would by now able to mention the types of group and offer explanation on group structure, group norms and group cohesiveness.

5.0 Summary

In this unit you have learn that;

i. Types of groups are formed and informal

ii. Group structure is made up of group size and group roles iii Group norms are acceptable standards of behavious within a

group

iv. Group cohesiveness refers to the bonding of the group members.

6.0 Tutor Marked Assignment 1. Explain types of group 2. What are group norms?

References and further readings

FAO (1973); Agricultural Extension. A Reference Manual. In Maunder (ed Rome, FAO.

Frey L. R. and Wolf (2004); The symbolic and interpretive perspective on group dynamics. Small group research 35 No 3 pp 277 316 (2)

Hellrielqel, D and Slocum, J.W. (2004); Organisation Behavour 10th edition.

Thomson south Western (3)

Unit 2: Resistance and Conducive forces to change in Rural Societies 1.0 Introduction

2.0 Objectives 3.0 Main content

3.1 Characteristics of the change /innovation 3.1.1 Relative advantage

3.1.2 Cost

3.1.3 Complexity 3.1.4 Visibility 3.1.5 Durability 3.1.6 Compatibility

3.2 General factors Affecting Acceptance of change 3.2.1 The role of change agent

3.2.2 Community characteristics 3.2.3 Inertia

3.2.4 Habit

3.2.5 Fear, suspicious and anxiety 3.2.6 Vested interest

3.2.7 Rejection of stranger 4.0 Conclusion

5.0 Summary

6.0 Tutor-Marked Assignment

7.0 References/further readings

1.0 Intoduction

In this unit, we will learn about resistance and conducive forces to change in rural societies. In unit six, we learnt about the first part of resistance and conducive forces to change. In this second part, there are other factors to be mentioned that resist change and some other factors serve as impetus to the acceptance of change. These factors, either they resist change or assist acceptance are interest in the change itself.

2.0 Objectives

It is hoped that at the end of this unit, you will be able to;

• Explain the resistant and conclusive forces to change in rural areas.

• Discuss the general factors affecting acceptance of change

3.0 Main Content

3.1 Characteristics of change/ Innovation.

Apart from the individual’s intrinsic inertia, the major factors that affects resistance and conduciveness of change/innovation in rural societies are the characteristics of the change/innovation itself. These may be discussed under the following categories.

3.1.1 Relative advantage: This can be defined as the degree to which a

change/innovation is superior to one it is meant to supersede which can be expressed either in economic or social terms.

3.1.2 Cost: Though a change may be perceived to have greater advantage over the current one in practice, however, it may not be adopted because of its cost. The cost may be considered, in terms of what the adopter is

supposed to give up and what he is to gain, in adopting the change/innovation.

3.1.3 Complexity: This refers to the degree to which an innovation is relatively difficult to understand or use. New ideas which are not complex, that is, relatively simple to understand and apply are adopted more rapidly than those which are more complex (Jibowo, 1992).

3.1.4 Visibility: This refers to the extent to which their results or operation are early seen. The tangibility of the result of an innovation arouses in the rural people the interest to adopt whereas those results that are not easily observed can ignite pessimistic look.

3.1.5 Divisibility: This refers to the extent to which an innovation can be tried in parts or on a limited scale.

3.1.6 Compatibility: This refers to the extent to which an innovation is consistent with existing values, norms and past experiences of the adopter. Innovations which are compatible with these factors are more readily adopted than those which are not.

3.2 Factors Affecting Acceptance of change

3.2.1 The Role of the change agent. The identity or personality of the change agent greatly affects the adoption of a change. The agent’s frequency of contact with farmers, his professional competence, human relation skills, positive attitude towards extension work, motivation, commitment and other factors affect adoption of change.

3.2.2 Community characteristics: The activities of a group greatly influence what the individual does. Community that has long stand of cooperation and peaceful co-existence that tolerates strangers, who are forward looking and progressive, relatively high level of social amenities an who form themselves into cooperatives adopt change more than that with opposite attributes.

3.2.3 Inertia: People who have lived long under a particular condition and have perfectly adjusted to it, may find it very difficult to change.

3.2.4 Habit: People find it difficult to change what has become their habit, especially if such a change will look like a deviation from norms of a society.

3.2.5 Fear, Suspicion and Anxiety: Some people intrinsically fear change and are constantly suspicious of change agent because they are anxious about their survival within the old setting which they find themselves.

3.2.6 Vested interest: Social change meets with community resistance whenever it threatens the vested interests of key individuals or groups in the community. Rejection of strange people naturally holds strangers with some suspicions, particularly in rural areas.

4.0 Conclusion

In this unit we have discussed the resistant and conducive forces to change in rural societies. It is therefore certain that while some factors pose resistance to change some other factors make change accepted.

5.0 Summary

You have learnt in this unit that;

• the characteristics of the change such as relative advantage, cost, complexity, visibility, divisibility and compatibility, visibility are resistant and conducive forces to change in rural societies.

• the general factors affecting the acceptance of change such as the role of change agent, community characteristics, inertia, habit, fear, suspicion and anxiety, vested interest and rejection of stranger.

6.0 Tutor-Marked Assignment

1. Describe how the characteristics of change can resist or make change conducive in the rural societies.

2. Discuss at least four other general factors that can resist or encourage adoption of change in the rural societies.

7.0 References and Further Reading

1. Jibowo A. A. (2000): Essentials of Rural Sociology, Gbemi Sodipo Press Ltd., Abeokuta, Nigeria.