Describe how group norms impact the performance of a group and explain what a supervisor can do when those norms hinder performance

What will be an ideal response?

All groups have established norms, or acceptable standards that are shared by the group's members. Norms dictate things such as output levels, absenteeism rates, promptness or tardiness, and the amount of socializing allowed on the job. Workgroups typically provide their members with explicit cues on how hard to work, what level of output to have, when to look busy, when it's acceptable to goof off, and the like. These norms affect an individual employee's performance. They are so powerful that performance predictions based solely on an employee's ability and level of personal motivation often prove to be wrong.

To diminish the negative aspects of conformity, supervisors should create a climate of openness in which employees are free to discuss problems without fear of retaliation. Studies consistently show that a group's cohesiveness and productivity depend on the performance-related norms they establish. The more cohesive the group, the more its members will follow its goals. With performance-related norms of high output, quality work, and cooperation with individuals outside the group, a cohesive group is more productive than a less cohesive group.