Changing Group Norms

This was a very interesting article about group norms. Group norms can actions/gestures/procedures that are followed in a group. An example of a norm here at Juniata is that when we go into Baker, we leave all our books/coats/everything out in the hallway. This reflects our open and trusting culture here at Juniata. It is normal for us to do this action, thus it can be classified as a norm. This article focuses on how to change norms. Often times norms need to be changed because they are outdated, they are not effective, or they are negatively affecting the group. Here are some examples of norms that need to be changed. Technology is rapidly expanding and often times groups settle on norms of past technologies. The material culture changes a lot faster than the non-material culture. If a group is constantly communicating via post-letter, their business will be a lot slower than if they used the telephone or e-mail. This is an example of an outdated and ineffective norm. An example of a negative norm would be if in a company it was the norm to always arrive 10 minutes late; this cuts down on work time, and thus negatively affects the groups productivity.

The article shows several examples of how/when norms need to be changed. It is very difficult to change norms. One way to induce a change is if a very confident, or high status person initiates the new norm. These types of people have more allowance for deviance, and thus makes it easier for them to try out new norms. Crisis can also help induce a change in norms. If a company is failing, it is a crisis, and members will be able to analyze their actions and see where improvements can be made. Unfortunately, often in crisis times, people don't want to change; they want to stick to what makes them comfortable. Sometimes an outsider needs to come in and help a group change their norms to improve their goal completions. Another main point of this article is that it is easier for an individual to change than an organization.

This article applies to conflict intervention because often times you might be walking into a group conflict or negotiation, where the group has norms that are contributing to the conflict. You need to be able to identify them and know how to help them see how their norms affect them. You also need to have the foresight to know what norms might work best for the group.