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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.
Consider the role of the HR depeartment: Facilitator or Organizer?
Norms are formed and enforced only in relation to things that have significance for the group. Norms convey what is distinctive about the group to outsiders and are likely to be en
What is wrong with the recruitment policy of the company?
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effective human resources management depends upon sound reward system
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