Norms are formed and enforced only in relation to things that have significance for the group. Norms convey what is distinctive about the group to outsiders and are likely to be enforced if they express the central values of the group and clarify what is distinctive about the group's identity.
In that regard, norms act as means of influencing the behaviour of group members with a minimum of external control. New members are put through a group socialisation process in which they are made aware of group norms. When one violates the norms of the group, social pressure (in the form of explicit or implicit actions signifying disapproval) is brought to bear on the person to conform to the norms. Work groups may, for example, develop norms of acceptable degrees of work effort and levels of output. If someone violates the norms of output and work effort by not working hard enough, pressure is brought to bear on that person to conform to output expectations. A new member of a work group unwittingly violating this norm might be gently advised by more senior members of the group to work harder. Continued violation may result in the group ostracising the member. Other examples include the closing out of a member who tells racist or sexist jokes, or unwillingness to accept a member who hesitates to share resources. As a result of observations of deviant behaviour (norm violation) and its consequences, other group members are reminded of the range of behaviour that is acceptable to the group.