How Group Norms Affect Individual Behavior PDF

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How Group Norms Affect Individual Behavior CJA/444 Luis Martinez March 11, 2019

The topic of this paper is how group norms exert influence on an individual’s behavior. I will discuss ways employees can avoid the pitfalls of negative peer pressure and how employers can use mentors to foster positive peer pressure to create an effective team. There are many ways that employees can do to avoid the pitfalls of negative peer pressure. The first being not to participate in the first place. However, that can be hard to do when you participating can be just as negative as not joining at all. Another thing that can be done, is to make sure that no one is excluded. If someone feels singled out of that not one wants to be around them when peer pressure is going on, they may feel as if they are not good enough which can cause negative repercussions from HR and supervisors. Another way that employees can avoid the pitfalls is to ensure that all peer pressure that they want everyone to participate in must be positive. Negative peer pressure can hurt morale, as well as other factors that directly and indirectly affect Norms are known as the acceptable standards of behavior shared by members that express what they ought and ought not to do under certain circumstances. Emotions can affect norms. If one person of the group is mad or upset, then the other members can feed off of that emotion and become mad or upset. When you experience peer pressure, it can be harder to behave differently from your coworkers. Peer pressure can be destructive. Destructive behavior is becoming an ethical issue for managers. When behavior is destructive it can cause a feeling of exclusion for those who do not belong or those who do not go along with group norms which can cause stress and hurt for those who do not see eye-to-eye with the rest of the group. Peer pressure can be an automatic negative influence as it can influence workers behavior and thoughts.

Sometime groups can pressure good behavior they can also sway them into bad behavior as well. Though, you can attempt to use peer pressure to encourage workers to work toward team goals, which would be used in an ethical way. Ethical performance can be improved by positive peer pressure, but positive behavior must be used. The following are general characteristics of successful mentoring: Mentors make long term commitments to working together and take the time to build trust. They set high but fair expectations for themselves and their partners and communicate with enough regularity to develop strong relationships. Mentoring has been known to help employers and face competition, so they can attract, support, and retain talented employees at any and all levels. Mentors also improves employee performance, motivation, and accountability and also increase employees cultural competence by expanding their awareness while deepening relationships with other employees. Mentoring can benefit all of the employees, but it may exclusively benefit employees in transition. The workplace and the employees are not the only ones who benefit from the mentors, but mentors may also: Gain personal and professional satisfaction while helping others. They may gain recognition from their peers and the agency for contributing their time and expertise. Mentors can improve their interpersonal skills by exercising many of the same skills required to effectively supervise and manage their own employees and have an opportunity to focus energy outside of just themselves. Mentors may also gain a deeper understanding of other employee’s experiences and they are often prepared for taking on greater responsibilities and leadership roles within the job. This paper was over how group norms exert influence on an individual’s behavior. I discussed ways employees can avoid the pitfalls of negative peer pressure. I also explained how employers can use mentors to foster positive peer pressure to create an effective team. Peer pressure can be both negative and positive, however, both could be avoided to ensure that the

workplace runs smoothly. If peer pressure is used it is best to make sure that no one is singled out and that positive peer pressure is used in place of negative. Workplace peer pressure is a lot different than outside of the workplace. You must what everything you do in the workplace to ensure your job status.

Works Cited Retrieved from: http://www.askearn.org/wp-content/uploads/docs/wmp.pdf Robbins, S. P., & Judge, T. A. (2017). Organizational Behavior. (17th ed.) Upper Saddle River, NJ: Prentice Hall....