Norm crystallization refers to the process by which social norms become solidified and stable within a group. Once these norms are established, they tend to persist and influence the behavior of group members, effectively perpetuating themselves through social reinforcement and collective adherence.

Organizational citizenship behavior (OCB) refers to discretionary individual behavior that is not directly recognized by the formal reward system but promotes the effective functioning of the organization. Altruism, contextual performance, and generalized compliance are core dimensions of OCB. Responsibility is generally considered a fundamental requirement of a job role rather than a discretionary 'extra' behavior.

Groupthink is a psychological phenomenon where the desire for harmony or conformity in a group results in an irrational or dysfunctional decision-making outcome. Members suppress dissenting viewpoints to maintain consensus, which leads to a decline in the group's collective mental efficiency and critical analysis of alternatives.

Herbert Spencer, a prominent figure in early sociology, often analyzed society through an evolutionary lens. His classification of society into three distinct groups or classes was part of his broader theory on social organization and the development of complex social structures. This framework helped early sociologists understand how different segments of society interact and contribute to the overall stability and function of the social organism.

Groupthink describes a psychological phenomenon where a group prioritizes harmony, conformity, and unanimous agreement over critical evaluation of alternatives. This often leads to flawed decision-making processes because dissenting opinions are suppressed, and members feel pressured to align with the perceived consensus to maintain group cohesion, even when the decision is objectively poor.

Social loafing is the tendency for individuals to put forth less effort when working collectively than when working alone. This is closely linked to the diffusion of responsibility, where the presence of others leads individuals to feel less personally accountable for the group's outcome, thereby reducing their individual motivation to contribute fully to the task at hand.

Organizational commitment is generally defined by three dimensions: affective commitment (emotional attachment), continuance commitment (perceived cost of leaving), and normative commitment (obligation to remain). These involve believing in organizational goals, wanting to stay, and being willing to work hard for the organization. While interpersonal support is a positive workplace behavior, it is not a defining component of an individual's commitment to the organization itself.

The nuclear family is defined as a basic social unit comprising two parents and their dependent children. This structure is distinguished from the extended family, which includes grandparents, aunts, uncles, and other relatives. While the nuclear family has historically been viewed as the standard unit in many Western societies, it represents only one of many possible configurations of family life.

Impulsive aggression, also known as reactive or hostile aggression, is characterized by an immediate, emotional response to a perceived provocation or threat. It is distinct from instrumental aggression, which is goal-oriented and calculated to achieve a specific reward. Because it is triggered by anger or frustration, impulsive aggression lacks the strategic planning found in instrumental forms of behavior.

Psychological safety is a critical team dynamic where members feel secure enough to express ideas, ask questions, or admit mistakes without fear of being belittled or punished. This concept, popularized by Amy Edmondson, is essential for effective team learning, innovation, and performance, as it encourages open communication and the mitigation of groupthink by fostering an environment of mutual trust and respect.