An Introduction An Introduction

ADLT 612 and the Study ADLT 612 and the Study of Learning in Groups of Learning in Groups and Teamsand Teams

January 18, 2011January 18, 2011

Welcome!Welcome! Introductions: Who’s whoIntroductions: Who’s who Team assignments: Pick a strawTeam assignments: Pick a straw Overview of the course syllabus and Overview of the course syllabus and

assignmentsassignments Grades: team, individual, and peer Grades: team, individual, and peer

assessmentassessment Using the class wiki, Using the class wiki,

http://groupsandteams2011.pbworks.com Setting up a course blogSetting up a course blog

Assignment # 1 – Team Illustration of a Assignment # 1 – Team Illustration of a Group Paradox (15 points)Group Paradox (15 points)

Assignment # 2 – Team Presentation (20 points)Assignment # 2 – Team Presentation (20 points)

Assignment # 3 – Team Leadership in Assignment # 3 – Team Leadership in Facilitation (25 points) Facilitation (25 points)

Individual Paper – Assessment of Individual Paper – Assessment of Learning in the Team Experience (20 Learning in the Team Experience (20 points)points)

Assignment # 5 – Reflection, Participation, Assignment # 5 – Reflection, Participation, Involvement (20 points) Involvement (20 points)

What do you know already What do you know already about the nature of groups about the nature of groups and teams?and teams?

Problems in Entering a New Group Problems in Entering a New Group

Identity - Identity - Who am I to be?Who am I to be?

Control & Influence - Control & Influence - Will I be able to control Will I be able to control and influence others?and influence others?

Needs & Goals - Needs & Goals - Will the group goals include Will the group goals include my own needs?my own needs?

Acceptance & Intimacy - Acceptance & Intimacy - Will I be liked and Will I be liked and accepted by the group? accepted by the group?

Self-Oriented Coping ResponsesSelf-Oriented Coping Responses

““Tough” responses: Tough” responses: fighting, controlling, fighting, controlling, and resisting authorityand resisting authority

““Tender” responses: Tender” responses: supporting, helping, supporting, helping, forming alliances, dependencyforming alliances, dependency

Withdrawal or denial responses:Withdrawal or denial responses: passivity, indifference, overuse of “logic and passivity, indifference, overuse of “logic and reason” reason”

Group Development Group Development

First, a period of self-oriented behavior First, a period of self-oriented behavior

As self-oriented concerns are As self-oriented concerns are addressed, people pay more attention addressed, people pay more attention to each other and the task at handto each other and the task at hand

The work of “building” the group occurs The work of “building” the group occurs simultaneously with task simultaneously with task accomplishmentaccomplishment

Weisbord’s Conditions for Weisbord’s Conditions for Team Success Team Success

Interdependence - Interdependence - people are working on people are working on

problems in which each person has a stakeproblems in which each person has a stake

Leadership - Leadership - the boss wants to improve team the boss wants to improve team performance and is willing to take some risksperformance and is willing to take some risks

Joint decision - Joint decision - all members agree to participate all members agree to participate

Equal influence - Equal influence - each person has a chance to each person has a chance to influence the agenda influence the agenda

Questions Asked by New Questions Asked by New Team Members Team Members

Am I in or out?Am I in or out?

Do I have any power or control?Do I have any power or control?

Can I use, develop, and be appreciated Can I use, develop, and be appreciated for my skills and resources?for my skills and resources?

Tuckman’s Stages of Group Tuckman’s Stages of Group DevelopmentDevelopment

FormingForming

StormingStorming

NormingNorming

PerformingPerforming

Adjourning Adjourning

Task Dimensions Task Dimensions

TThe relationship between group he relationship between group members and the task they are to members and the task they are to perform. Task refers to the job they have perform. Task refers to the job they have to do and how they go about doing it.to do and how they go about doing it.

Process dimensionsProcess dimensions

The relationships of group members with The relationships of group members with one another -- how they feel toward one one another -- how they feel toward one another and how they feel about their another and how they feel about their membership in the group. membership in the group.

Task and Process DimensionsTask and Process Dimensions

Highly interdependent in practice; without Highly interdependent in practice; without both dimensions, group process does not both dimensions, group process does not existexist

Task output is productivityTask output is productivity

Process output is cohesivenessProcess output is cohesiveness

Relationship Between Cohesiveness Relationship Between Cohesiveness and Productivityand ProductivityPro

du

ctiv

ity

Cohesiveness

Promoting Cohesiveness in Promoting Cohesiveness in GroupsGroups

Encourage interpersonal attraction through Encourage interpersonal attraction through attitudinal similarity attitudinal similarity

Increase contact timeIncrease contact time

Build perceptions of others as likeableBuild perceptions of others as likeable

Create opportunities for self-disclosure Create opportunities for self-disclosure

Promote group identificationPromote group identification

Cohesiveness in Groups, Cohesiveness in Groups, con’tcon’t Create historyCreate history

Accomplish somethingAccomplish something

Develop relationships and shared Develop relationships and shared

normsnorms

Promote acceptance of all membersPromote acceptance of all members

Encourage external threatsEncourage external threats

An Effective Team Possesses... An Effective Team Possesses...

Adequate mechanisms for getting feedbackAdequate mechanisms for getting feedback Optimal cohesionOptimal cohesion Flexible organization and proceduresFlexible organization and procedures Maximum use of member resourcesMaximum use of member resources Clear communicationsClear communications Clear goals accepted by all membersClear goals accepted by all members Feelings of interdependence Feelings of interdependence Shared participation in leadership functions, including Shared participation in leadership functions, including

decision makingdecision making Acceptance of minority views and persons Acceptance of minority views and persons

ReferencesReferences

Levi, D. (2011). Levi, D. (2011). Group dynamics for teamsGroup dynamics for teams. (3rd ed). . (3rd ed). Thousand Oaks, CA: Sage.Thousand Oaks, CA: Sage.

Schein, E. H. (1999). Schein, E. H. (1999). Process consultation revisited: Process consultation revisited: Building the helping relationshipBuilding the helping relationship. Reading, MA: . Reading, MA: Addison-Wesley.Addison-Wesley.

Weisbord, M. R. (2004). Weisbord, M. R. (2004). Productive workplaces Productive workplaces revisited: Dignity, meaning, and community in the 21revisited: Dignity, meaning, and community in the 21stst centurycentury. San Francisco: Jossey-Bass.. San Francisco: Jossey-Bass.