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General mutual relations Informal Official,

Basic concepts the Power and a policy of the Right and a duty,

Basic attention to the Person of the Post,

Source of the power Proceeds from group,

Management to behaviour of Norm of the Rule,

Source of management of the Sanction Compensation and the penalty Is delegated by a management.

Apparently from the table, in informal groups the dominant role is played by members of groups and their mutual relation, in formal - official roles in terms of the official rights and duties of individuals. The informal power, thus, addresses to the person as to the person and, hence, has personal character; the formal as to the official, it is established officially. This the leader of informal group receives the power from fellow workers, formal from an organisation management. The behaviour in informal group is regulated by group sanctions, in the formal Rules and duty regulations. At last group sanctions serve in informal group as influence methods on management of behaviour, in formal Rewardings and penalties.

All these distinctions promote creation in informal groups of special interpersonal relations which make at times stronger impact on behaviour of workers, than the administrative power. Therefore, though informal groups are created not at will of the management, each manager should reckon with them. How informal groups with formal co-operate, efficiency of the organisation depends finally. Informal groups have many the advantages. They facilitate administrative loading of management: if members of such group divide the organisation purposes carry out the control. Informal groups promote cooperation and cooperation, reception of satisfaction from work, serve some kind of the valve for an exit of emotions of workers, improve communications in the organisation. Use of all these possibilities for increase of efficiency of the organisation? A direct duty of management. Exist a number of the rules checked up in practice which each manager should adhere in the work with informal groups.

Their essence is reduced to, that:

1. To recognise existence of informal group and to realise that its suppression will cause organisation easing.

2. To listen to opinions of members and leaders of informal groups, that the nobility their mood.

3. Before accepting any actions, to count their possible consequences for informal group.

4. For easing of resistance to changes in the organisation from outside informal group to involve its members in acceptance of administrative decisions.

5. In due time to give out to workers the exact information, interfering with that to distribution of hearings. Chapter 3. Formation of group and its basic characteristics In the literature there are some models of formation of group, and in each of them stages of its life cycle are called differently. For example, James L.Gibson, John Ivantsevich and James H. Donneli - younger consider that each group passes in the development through stages: a mutual recognition, dialogue and decision-making, motivation and efficiency, the control and the organisation. According to L. V. Kartashovoj, Т. V. Nikonovoj and Т. O. Solomanidinoj, such stages five: an initial stage of formation, a stage of the intragroup conflict, maintenance of unity of group, a stage of the highest working capacity and a final stage (for time groups). Е. G. Moll, as well as the American scientists, allocates also 4 stages: group formation, a stage a storm and a storm, an execution stage. A lack of all these definitions is their some randomness, absence of methodological criterion. At the heart of author's model the concept based on processes which define features of development of each group lies. These processes, in the conventional opinion of psychologists, are that: adaptation, identification, integration and communications. Adaptation characterises the initial stage of formation of group when its members learn and accept each other, form problems, develop norms of behaviour when start to be shown structure, hierarchy, the status, roles, leadership. Identification is connected with formation of feeling of an accessory of the individual to group. This process proceeds at three levels: the emotional as ability to empathize.

How ability to become on the point of view of other person or all group and behavioural? As aspiration to obey to developing group norms. Integration marks itself a stage when the race for power in group is already finished, group norms, roles of everyone that is when association of individuals has turned to individual collective are finalised. Integration leads to transformation of collective into the self-regulated social organism well adapted for in common-individual activity. For the given stage of development of group following signs are characteristic: the purposes are accurately designated; compatibility of individuals in group is reached; the leader of group has proved the right to leadership in practice; the group successfully carries out the problems put before it; the size of group allows to know opinion of its each member and to estimate it. People feel the accessory to group, hang together, overcoming in common difficulties and solving group problems. Conflicts and the

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