Group Criteria & Group Dynamics
Transcript of Group Criteria & Group Dynamics
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Sociological Criteria of a group
Two or more freely interacting people
(Interdependent -interact and influence each
other);Mutually accountable for achieving common
goals;
Common Identity;
Collective Norms.
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What
Makes
People
Join
Groups?
StatusSecurity
PowerGoal
Achievement
Self-Esteem
Affiliation
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How Good Groups Work(outlined by Douglas McGregor, drawn from his observations of the management of large companies)
Informal atmosphere
Discussion where everyone
participates Clearly defined objective
Active listening by all members
Disagreement exists
Decisions reached by consensus
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How Good Groups Work(outlined by Douglas McGregor, drawn from his observations of the management of large companies)
Criticism is frequent and relatively
comfortable - no personal attack
Free expression in feeling and/or ideas onthe problem
Clear assignments are made and accepted
The leader of the group does not dominate The group is conscious of its own
operation.
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Group behavior and Roles
Behavior in the group can be of 3 types:
1. that which helps the group accomplish its task;
2. that which helps group members get alongbetter (relationships); and
3. self oriented behavior which contributes to
neither group task nor group relationships.
Examples of these types of behavior, called
roles: Task, Relationship, Self oriented Roles
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Task Roles (cont.)
4. Clarifying and elaborating: interpretingideas or suggestions; clearing up confusion;defining terms; indicating alternatives and
issues before the group.5. Summarizing: pulling together relatedideas; restating suggestions after the grouphas discussed them; offering a decision or
conclusion for the group to accept or reject.6. Consensus testing: asking if the group isnearing a decision; taking a straw vote."
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Relationship Roles
1. Harmonizing: attempting to reconcile
disagreements; reducing tension; getting
people to explore differences.
2. Gate keeping: helping to keep
communication channels open; facilitating
the participation of others; suggesting
procedures that permit sharing remarks.
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Relationship Roles (cont.)
3. Encouraging: being friendly, warm, andresponsive to others; indicating by facialexpression or remarks the acceptance of
others' contributions.
4. Compromising: when one's own idea or
status is involved in a conflict, offering acompromise which yields status; admittingerror; modifying one's position in the interestof group cohesion or growth.
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Self-Oriented Roles
1. Dominator: interrupts others; launches on
long monologues; is over-positive and over-
dogmatic; tries to lead group and assert
authority; is generally autocratic.
2. Negativist: rejects ideas suggested by
others; takes a negative attitude on issues;
argues frequently and unnecessarily; is
pessimistic, refuses to cooperate; pouts.
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Self-Oriented Roles (cont.)
3. Aggressor: tries to achieve importance ingroup; boasts; criticizes or blames others;tries to get attention; shows anger or
irritation against group or individuals;deflates importance or position of others ingroup.
4. Playboy: is not interested in the groupexcept as it can help him or her to have agood time.
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Self-Oriented Roles (cont.)
5. Storyteller: likes to tell long "fishing
stories" which are not relevant to the group;
gets off on long tangents.
6. Interrupter: talks over others; engages in
side conversations; whispers to neighbor.
7. Poor me: tries to get the group's attention
to deal with own personal concerns,
discomfort, bad luck, etc.
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Feelings
During any group discussion, feelings are
frequently generated by the interactions
between members. These feelings, however,
are seldom talked about. Observers may have
to make guesses based on tone of voice,
facial expressions, gestures and many other
forms of nonverbal cues.
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Feelings (cont.)
1.What signs of feelings do you observe in
group members? Anger, irritation,
frustration, warmth, affection, excitement,
boredom, defensiveness, competitiveness, etc.
2. Do you see any attempts by group
members to block the expression of feelings,
particularly negative feelings? How is thisdone? Does anyone do this consistently?
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Group Atmosphere
Something about the way a group works
creates an atmosphere which in turn is
revealed in a general impression. Insight can
be gained into the atmosphere characteristic
of a group by finding words which describe
the general impression held by group
members.
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Group Atmosphere
1. Is the atmosphere one of work, play,
satisfaction, taking flight, sluggish, tense, etc.?
2. Who seems to prefer a friendly congenial
atmosphere? Is there any attempt to
suppress conflict or unpleasant feelings?
3. Who seems to prefer an atmosphere of
conflict and disagreement? Do any membersprovoke or annoy others?
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Characteristics of a Mature Group
1. An increasing ability to be self-directed (not dependent on the leader).
2. An increased tolerance in acceptingthat progress takes time.
3. An increasing sensitivity to their ownfeelings and those of others.
4. Improvement in the ability towithstand tension, frustration anddisagreement.
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Characteristics of a Mature Group-Continue
5. A perception of the common denominators whichbind the group as well as areas of individualdifference.
6. A better ability to anticipate realistic results of
behavior and to channel emotions into moresocially acceptable ways of expressing theseemotions.
7. An increased ability to change plans and methods
as new situations develop. 8. A decrease in time needed to recover from
threatening group situations. Peaks and valleysof emotional group crises become less personal.
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Characteristics of a Mature Group-Continue
9. Increased efficiency in locatingproblems, engaging in problem solving
and providing help to individuals as
needed. 10. A willingness to face one's own
responsibilities and to assist others
when help is needed. 11. An acceptance of the right of the
other person to be different.
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Assessing Group Maturity
Assessing group maturity is especiallyimportant for a group leader. An immaturegroup needs direction. Directive
leadership is usually best. If a group is verymature, nondirective leadership is usuallybest. In between the extremes of verymature and very immature, democraticleadership will be the best bet dependingon the situation
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Member Observation Sheet
1 2 3 4 5
1. Asks for information/opinion2. Gives information/opinion
3. Makes suggestion
4. Explains ideas
5. Rejects another's idea
6. Ridicules another person
7. Agrees with another
8. Attentive but quite9. Side conversation
10.Disrupts
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Attributes ofAttributes of
highhigh--performanceperformance
TeamsTeams
ParticipativeParticipative
LLeadershipeadership AlAligned onigned on
PurposePurpose
HighHigh
CommunicationCommunication
CreativeCreative
TalentsTalents
FutureFuture
FocusedFocused
SharedShared
ResponsibilityResponsibility
High-performance Teams
RapidRapid
ResponseResponse
FFocused onocused on
TaskTask
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