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The more cohesive the group, the stronger its norms will be, and the more likely the group will be punitive and intense when deviant behaviour threatens important group interests. The implication of this for managers trying to push through changes is that they should consider the norms of the groups they are dealing with. For example, strong group norms may be a source of resistance to change. To change norms explicit statements from a supervisor/colleague and critical events can be used. For example, teams can use feedback they received at the end of their first task to change norms before the second task. Alternatively, a manager might build on group norms in order to facilitate change. For example, a group that doesn't allow individuals to pull the group down can help each other to learn new tasks and processes.
#question.Training and Development for global assignment.
How does the ‘vision of the project manager’ in this section relate to the way you distinguish the job? Are there aspects of the job which do not appear in the vision? Why might th
Can you help with open and end questions?..
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What about the workspace is already optimized or ideal?
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effective human resource management depends upon sound reward system comment?
Discussion on " The world economy is globalizing at an accelerating pace".
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