Informal Organization's Presentation

1.            Arrange people in groups according to their apparent attitudes towards the class (not by formal groups).  This will represent informal's perception of how the XB members are functioning in class. 

2.            Members who feel that they are not properly placed can move  to a more suitable group.  On the other hand, anyone has the right to kick someone out of a group if they feel the need.

3.         When everyone is settled, each group should establish a name  for itself and for each of the other groups.  This will help clarify the ways in which people perceive themselves and others.  Draw a map showing the groups.  Then, asking one group at a time, get the reasons why they chose the names they chose for themselves and for the other groups.

4.         Conflict will probably occur; let it.  Let it go on for a while (until people are merely repeating previously stated positions but not intensifying the feeling).  Now it is time to clarify the differences among the groups - not to reduce the conflict.

5.         Have each group come up with two things that they want each of the other groups to do.  These requests (commands) should be as succinct as possible  (e.g., "Talk less; act more.")  Allow no feedback until all groups have spoken. 

6.         Briefly list the Stages of Group Development, Forming, Swarming, and Storming, and discuss with the division how revealing the true differences among people can help the organization resolve its internal conflicts.

7.         This act concludes the Informal Organization presentation.    It is now up to the division to make use of what it has learned about subgroups.

    References

R. Beckhard (1969)            "The Confrontation Meeting" in The Planning of Change. New York. Holt, Rinehart, and Winston, Inc.  pp. 478 - 485.

G. C. Homans (1950)   The Human Group. New York; Harcourt Brace Jovanovich.