SAYLES (1958) proposed a classification of work groups into four types: formal work groups, informal work groups, mixed formal-informal work groups, and pseudo work groups.

Formal work groups

Formal work groups are created by management to achieve specific organizational objectives. They are usually defined by a formal organizational chart, and members are assigned to the group based on their job titles and responsibilities. Formal work groups are typically designed to be efficient and productive, and they often have clear goals and objectives.

Informal work groups

Informal work groups are formed by employees themselves, and they are not sanctioned or recognized by management. These groups often emerge based on shared interests, values, or goals. Informal work groups can provide a sense of community and support for employees, and they can also help to facilitate communication and cooperation between different parts of the organization.

Mixed formal-informal work groups

Mixed formal-informal work groups are a combination of formal and informal work groups. These groups are typically created by management, but they also allow for some degree of employee autonomy and self-organization. Mixed formal-informal work groups can be effective in harnessing the benefits of both formal and informal work groups.

Pseudo work groups

Pseudo work groups are groups that are created by management, but they lack the characteristics of formal or informal work groups. These groups are often created for superficial purposes, such as to improve the organization's image or to give the appearance of employee involvement. Pseudo work groups can be ineffective and demoralizing for employees.