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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.
WRITTEN STYLE : We have already said that the purpose of writing up an experiment or other piece of practical work is to enable somebody else to repeat your work, and hopefully, o
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technological breadkthrough has brought a radical changes in Human Resource Management
name and explain the aspect that adhered then making final selection decision
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Searching from the internet or your workplace, identify and criticize the selection criteria, the use of froms/checklists, etc.
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