Kh ch#2 ppt.

Chapter 2: Developing Effective Groups & Teams

WHAT ARE GROUPS?- Interaction – this is the social actions that occur between individuals in a

group. - Goal interdependence: groups share accomplishing a common goal.- Behavioral interdependence: each member influences and is influenced

by other members as they work together to achieve that common goal.- Context interdependence: members work within a particular environment which they influence, and which also has an influence on them. - Structure – the group creates and identifies individual roles, group behavioral norms, values, and so forth.

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WHAT ARE GROUPS?- All groups and teams are uniquely different, that is, the people that make them up, the conditions for which they exist, and the environment they exist in are all different from one another.

- When we study groups we look for particular characteristics and common properties such as interaction, interdependence, structure, cohesiveness, and goals.

interaction: this is the social actions that occur between individuals in a group.

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- interdependence: there are three criteria that mutually affect one another: goal interdependence: groups share accomplishing a

common goal.behavioral interdependence: each member influences

and is influenced by other members as they work together to achieve that common goal.

context interdependence: members work within a particular environment which they influence,

and which also has an influence on them. - structure: the group creates and identifies individual roles,

group behavioral norms, values, and so forth. Continued:


- cohesiveness – after a group is formed, it develops a type of character all of its own.

- goals – are the broader, general outcomes you want to see as a result of the group’s efforts.

Chapter 2: Developing Effective Groups & TeamsWHY GROUPS OR TEAMS?

- Work-oriented groups: decision-making and problem-solving. Decision-making groups make a choice among two or more

alternatives to solve a problem.Problem-solving groups tackle problem solving - there is a gap

between the current situation and a desired solution. - Team building: creating an environment that fosters teamwork. - Teamwork: cooperative behavior between group discussion members is

positively reinforced. - The first question should be “what’s the problem?”- The second question should be “what’s the best way to solve it?”- The group or team provides “value-added work.”


THE NATURE OF GROUP DYNAMICS- The field of group dynamics combines theory, research, and practice.

theory identifies the characteristics of effective groups.research either confirms or disconfirms the theory.practical procedures based on sound theory are implemented in

the real world to see if they work.

- Group dynamics: the scientific study of behavior in groups to advance our knowledge about the nature of groups, group development,

and the interrelations between groups and individuals, other groups, and larger entities.


MACRO-THEORIES OF GROUP DYNAMICS- Kurt Lewin’s “field theory,” also known as force field analysis, comes from the idea that in order to explain behavior one must look at all dynamic interactions (behavior) between individuals and their environment; that all interactions influence outcomes. - Robert F. Bales “Interaction Process Analysis” aims to explain the pattern of responses in which groups work toward a goal of a group decision-making problem. - George C. Homans “Systems Theory of Informal Work Groups” sought

to establish a general statement about human behavior that could be used to form increasingly more general sociological theories.


GROUPS AND SYSTEMS- General system theory : developed by biologist Ludwig von Bertalanffy in 1936, is a way to think about and study the multidisciplinary approaches to knowledge. - Four basic system models:

open system: is defined as an organized set of interrelated and interacting parts that attempts to maintain its own balance

amid the influences from its surrounding environment. closed system – a system that has fixed and impervious boundaries that does not allow for much interaction between itself and

its environment.

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Chapter 2: Developing Effective Groups & TeamsGROUPS AND SYSTEMS

static system – neither system elements nor the system itself changes much over time in relation to the environment.

dynamic system – the system constantly changes the environment and is changed by the environment.

- Basic principles of a systems approach to groups: nonsummativity: a system is greater than the sum of its parts. subsystem : is a self-contained unit, it is a part of a wider and

higher order, and can be understood only within the context of the entire system.

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information systems: groups rely on information as their primary resource.

interrelated and mutually influential: systems do not work in a vacuum, they must exist within some type of environment or context.

planned set of objectives and their relationships: Objectives are targets that input, process, and output are directed.

goal-directed, governed by feedback, and have the ability to adapt to change: strives to achieve a common goal; Feedback monitors

the effectiveness and the efficiency of the various parts of the system; the system positively responds to its environment.

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GROUPS AND SYSTEMSself-regulation and control: groups are goal-oriented and regulate their behavior to achieve those goals.

equilibrium, also referred to as balance or homeostasis: is self-maintenance; the system monitors itself to ensure that it is

always in balance. - The function of a system is to process energy, information, or materials into a product or outcome for use within the system, or outside of the system (the environment) or both.- All systems have common elements: boundary, input, throughput, output, process, feedback, control, environment, and a goal.

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boundary – the line or point where a system or subsystem can be differentiated from its environment or from other subsystems.

input – is the energy of group members and information used by the system.

throughput – is the processes used by the system to convert information from the environment into products that

are usable by either the system or the environment. output – the product which results from the system’s processing

of information. Continued:


process – the processes used to convert information into a final report that is usable by either the system itself or the environment.

feedback – information about some aspect of data, members, environment, or the process that can be used to

evaluate and monitor the system to guide it to more effective performance.

control – the activities and processes used to evaluate input, throughput, and output in order to make corrections.

environment – the external conditions, resources, stimuli, people, and so forth, that influence group function.

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goals - are the broader, general outcomes you want to see as a result of the group’s efforts.

entropy – the tendency for a system to develop order and energy over time.

equifinality – there is more than one way that objectives can be achieved with varying inputs.


INITIAL ELEMENTS IN GROUP SYSTEMS- Individual Members: each member is unique. They have their own personality, self-esteem, personal needs, abilities, values, attitudes, ethnicity, and socio-cultural-economic background. - Group size: a rule of thumb places the optimum group size between five

and seven members.- Group Charge: groups come together for a purpose. They are formed for reasons that provide a collective goal which should unify members. - Group Record: a group record is the history of the past work by the group.


ROLES IN GROUPSTypes of Roles

- Role is a name we give to a complex of many different kinds of behavioral observations. - Two basic categories of roles: formal and informal.

A formal role is a position either assigned by an organization or specifically designated by the group itself.

An informal role is a result of group transactions that emphasize functions, not positions like formal roles.

Task roles (activities) are performative, they move the group toward goal achievement.

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maintenance roles (interactions) are the relationships which the activity of one member of the group has to that of

another, they are the communication behaviors that occur between people in performing those tasks.

self-centered, serve individual needs or goals while, at the same time, disrupting or impeding group goal achievement.



Types of Task Roles:Initiating-contributing (orienting): proposes new ideas or

suggestions for rethinking the group goal or new directions on problem-solving techniques.

Information giver: considers themselves a well-spring of information; offering facts and information, and

personal experiences relevant to the group’s charge.Information seeking: seeks clarifications; authoritative

information and facts relevant to the problem, evidence; seeks suggestions and ideas from others.

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Types of Task Roles:Opinion seeker: asks for viewpoints and opinions from others;

states beliefs, values, judgments, and conclusions.Clarifier-Elaborator: expands on suggestions made by others

with examples and anecdotal evidence of their own; explains what others have said.

Coordinator: indicates relationships between facts and ideas; tries to combine ideas and suggestions; organizes the group’s

work; promotes teamwork and cooperation. Continued:



Types of Task Roles:Recorder (Summarizer): takes notes, prepares minutes, and

reviews what has been previously said; serves as the group recorder of discussions.

Leader-Director: manages group process; keeps group on track and moving toward its goal; mediates problems within the

group.Procedural assistant: facilitates group progress by performing incidental duties such as handing out materials, making sure that there are refreshments, etc.



Types of Maintenance Roles:Establishing norms: offering a behavioral code of conduct for

members; challenges inappropriate and unproductive behavior; rebukes members when they violate those

norms.Ecourager-supporter: is the cheerleader for the group; a morale

building; provides praise and acceptance of members; encourages full member participation and tolerance of diverse thought; recognizes the value of others.

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Harmonizer: keeps the peace; mediated member differences; tries to reconcile disagreement; uses humor to reduce tension in times of conflict; suggests compromise or new alternatives; placates angry members.

Gatekeeper: controls the flow of information and channels of communication; encourages or limits participation; promotes open discussion.

Supporter: concurs with the position of another member; advocates their ideas and proposals.



Types of Self-centered Roles:Aggressor: criticizes and attempts to diminish the contributions

of others.Withdrawing: the opposite of aggression. Blocking: preventing progress toward group goals by constantly

raising objections.Recognition seeker: dominates the discussion; boasts about self-

achievements, expertise or experience.

Kh ch#2 ppt.

Education

Transcript of Kh ch#2 ppt.