How group norms exert influence on an individual’s behavior

How group norms exert influence on an individual’s behavior

Group norms are the informal rules of actions and code of conduct that offer defined regulations and conformity to group actions and work. The guidelines are supposed to be followed by every member of the team. The effect of these norms exerts influence on individual behavior leading to an effective team. Group norms can influence individual behavior in different ways.

Every team has rules and standards, forming the group norms, and they influence individual behavior since every individual is expected to conform to the group of regulations. The norms determine how a person operates within the team or organization. Norms can be presented via various factors of the working team. Social norms determine how a person behaves when they are with other team members, and the person is likely to demonstrate social values and traits of the team. A performance norm decides a person’s output and input within the operating team. A person is likely to operate as a group of duties and responsibilities as expected by colleagues in the team to make sure their entire task is accomplished. Therefore, without group norms, a person would not be aware of how to behave in social situations.

Ways employees can avoid the pitfalls of negative peer pressure

Peer pressure happens when a peer team exerts effect to persuade a person to shift their actions, values and attitudes to meet group norms. This follows people to work where a colleague may be willing to take you like company for a drink, but one is not interested. Another example is where a co-worker is asking you, someone, to cover their shift for them. One is supposed to step back and think about the behavior one would be going to make due to peer influence. People should use their thinking capability and awareness and avoid depending on their colleague’s foolish reasoning, and this can help in overcoming what people may be pressured to do.

There is direct and indirect peer pressure at work. For instance, one may arrive for a meeting 15 minutes late. If one co-worker asks you if you just woke up, this is direct peer pressure. In this case, it is advisable to be upfront with all every individual who may put pressure on you responsibly and maturely. Another case is where a colleague may ask for his shift to be covered. It is better to tell them no “why should I have to cover your shift, I am not entitled to making my decisions concerning what I do or don’t”. This can allow a person to become assertive and notify other people that one can make their decision without influence from others.

It is also advisable to know when to intervene as a leader. When there is a conflicting shift into a condition where one employee is pressuring a co-worker, it is also essential for managers to act as a mediator. After finding a solution, it is better if the potential outcomes of peer pressure with the workers are discussed. Employees should also be aware that dissent is acceptable. When working within a group, one normally wants the members to operate together cohesively. However, particular people become ostracized, specifically when with descanting ideas. Diverse thoughts are good for the company and will assist in preventing groupthink. Another way that one can avoid the pitfalls of negative peer pressure is by conducting the team-building exercise. Allowing workers to obtain trust via team-building exercise can decrease peer pressure. The employees can learn to value each other’s ideas and assist them in learning how to react to various outlooks.  A manager can also remind the workers of the organization goals and values. As they work in a team, a worker can get caught in the minutiae, therefore, resulting in a situation involving peer pressure. This is where employees should be reminded of the overall mission of the organization.

How employees can use mentors to foster positive peer pressure to create an effective team

Mentors in the workplace are essential since they can talk about various issues, including equal opportunities, discrimination, or even sexual harassment. Most of these mentors in the workplace have adequate training in dealing with such issues in the workplace. Any employee can benefit from mentors, especially during transition, including transition into increased responsibility, new professional responsibility or new workplace. Every transition needs getting familiar with a new context. The mentor acts as a confident, a sounding board and as the guide. The mentor will assist the employee deal with peer pressure, persisting via challenges, gaining confidence and managing stress. A mentor will assist the worker to accomplish their work without influence from peer pressure.

Mentoring can increase the effectiveness in teams and thereby assist in elevating the quality of work, develop a more positive work environment, shore up worker retention and increase productivity. When employees work with mentors, they manage to foster positive peer pressure, thereby increasing employee productivity.  Every employee desires a good opinion from their co-workers. The usefulness of peer pressure relies on the existence of a robust team spirit. Positive peer pressure generates strong rapport and genuine desire for workers to support each other. Positive peer pressure can foster effective teams. An effective team has clear direction, honest and open communication; support risk and change; define roes; mutually accountable; communicate freely; has common goals; encourage differences in opinions; has collaboration, and encourages team trust. Therefore, it is upon managers to provide mentors for the employees for the benefit of the organization.