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| people in the same place at same time who lack interaction – airline passengers, shoppers, drivers waiting at a traffic light |
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| collectivity with shared characteristic or status – students, elderly, Native Americans |
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collection of people who know and interact with one another and share identity
symbolic interaction among members
recognition of group membership (identity)
consensus on shared values and goals
social structure – status, roles, rules |
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those against which we measure ourselves
Influences a person’s behavior and attitudes, regardless of whether they are a member |
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| those to which we belong and feel a sense of identity– may be divisive but supports members and reinforces identity |
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| – those to which we don’t belong and feel a sense of hostility towards – exclusion may be painful or brutal or competitive |
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| 2 – action depends on both members to exist; basic unit; fragile |
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| 3- contain shifting coalitions; building blocks for larger structures |
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| – Highly structured secondary group formed for the purpose of meeting specific goals; relative permanence, formal structure, stratification, formal program |
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| voluntary ones that people join for non-material reasons (pursue a common interest or gain prestige) |
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| involuntary ones that separate people from the larger society; forced to join them |
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| Utilitarian organizations |
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| ones people voluntarily join for practical, material reasons |
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Term
| Weber’s ideal bureaucracy |
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Definition
rational and efficient. Ideal type- theoretical device to show characteristics as they would be in circumstances had not changed them.
Characteristics:
Division of labor with system of roles and specialization
Hierarchy of supervision
Work proceeds with records and files
Everyone knows and follows rules
Selection/promotion based on merit and tenure
Workers receive training in their jobs
Job is full time duty of every worker
Impersonality – everyone should be treated the same without personal feelings
BUT doesn’t exist in reality – would be dehumanized if it did |
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Term
| Problems with bureaucracy |
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Definition
Inefficiency and rigidity
Bureaucratic personality – adherence to rules becomes more important than original objectives
Goal displacement when rules become an end rather than a means to a end. Survival of the organization is more important than goal achievement.
Self protective behavior of officials at the top
Information blockage from top and bottom of the organization
Resistance to change – leads to bureaucratic enlargement and encourages incompetence
Perpetuation of inequalities in race, class and gender |
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| Robert Michel’s Iron law of oligarchy |
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Definition
| in large organizations power falls into the hands of a few by default – rank and file defer to those who have time and energy to keep power |
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| McDonaldization of Bureaucracy |
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Definition
| with emphasis on efficiency, predictability, quantity over quality, and control through nonhuman technology |
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| Informal side of bureaucracy |
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| those aspects of workers’ activities that ignore, bypass or do not match official rules and procedures of the bureaucracy |
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Definition
total quality management
Involve workers in decision making, Quality and customer service, Responsive to market demands, Fewer layers of organization, Highly trained, flexible people, MBWA, Empowerment Team building, Customer first, worker second, manager last
*Lifetime employment in Japan only
Problems: recession still leads to layoffs; workers don’t control corporation |
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| Instrumental leadership and Expressive leadership |
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| goal or task oriented; most appropriate if underlying purpose is to complete a task or accomplish a goal |
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| emotional support for members – appropriate when harmony, solidarity and high morale are needed |
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| Authoritarian leaders, Democratic leaders , and Laissez faire leaders |
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| make all major decisions and assign tasks to members (may foster inter-group hostility) |
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| encourage group discussion and decision making through consensus building (supportive behavior but indecisive in crisis) |
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| are only minimally involved in decision-making. They encourage group members to make their own decisions |
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| is the process of maintaining or changing behavior to comply with norms established by society or a group |
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| pressure toward group conformity was so great that participants were willing to contradict their best judgments. Studied visual perception in groups. Size of group and social cohesion influenced response to group pressure. |
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Definition
| found people are willing to obey authority even if it would hurt another person. None of the subjects challenged the process of giving electric shock to determine if punishment improves a person’s memory. |
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Term
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Definition
| process by which members of cohesive group arrive at a decision that many individual members privately believe is unwise; mode of thinking that people engage in when they are deeply involved in cohesive in-group when the members’ striving for unanimity override their motivation to realistically appraise alternative courses of action. |
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