Documentos de Académico
Documentos de Profesional
Documentos de Cultura
Groups usually produce more and better solutions to problems than do individuals working alone.
Shaw, M. E. Group Dynamics: the Psychology of Small Group Behavior. 2nd ed. New York: McGraw-Hill, 1976
Task Demand
Are the demands of the production or season equivalent to our current ability?
Do we have enough time available to examine all the issues, acquire information, and consider all alternatives?
Resources
Do we have the right type and quantities of materials?
Process
How are we planning?
Group Size
Are we too small and feel the project is too large for us to meet? Are we too large and feel that the level of involvement from all members is varying? As the group size increases, are we: 1) creating more complex and indirect communication patterns 2) meeting the level or organization needed to fit the group size 3) losing productivity due to fewer demands on individuals 4) losing personal satisfaction in the process due to accomplishments feeling watered-down
Group Composition
How different are the members in terms of education, race, gender, prior experiences, skill sets, and attitudes?
Potential Payoff
What is the reward for the group and the individual?
A leader is essentially defined as one who can influence a group to develop something which would not have happened had the leader not been present.*
*Seaman, Don F. Working Effectively with Task-Oriented Groups. New York: McGraw-Hill, 1981.
2) Democratic- All for one, and one for all 3) Laissez-faire- If it aint broke, dont fix it
Group Climate
Group Climate refers to the atmosphere in which the group interacts with each other. Defensive Climates Evaluation Control Strategy Neutrality Superiority Supportive Climates Description Problem Orientation Spontaneity Empathy Equality
Conflict
Oxford American Dictionary describes conflict as a disagreement between people with different ideas or beliefs Conflict is not really harmful to the group as long as it fosters creative discussions about the task to be accomplished. * Conflict can be detrimental to a group when it 1) Prohibits the group from completing its task 2) Interferes with the quality of the groups decision 3) Threatens the existence of the group
*Seaman, Don F. Working Effectively with Task-Oriented Groups. New York: McGraw-Hill, 1981.
Block
Types of Conflict
Pseudo-Conflict
Simple Conflict
Ego Conflict
2) 3) 4)
Questions to Ask
Is the task too large or impossible for the group? Are the members clear about the task? Is there any confusion? Do members not agree with the groups decisions? Are members involved for status reasons? Do all members wish to be a part of the group? Does every member have the pertinent information needed? Is the conflict destructive or is it fostering ideas? Are there any hidden agendas within the group? Are members apathetic about the work at hand?
Myth # 2 All Conflict occurs because people do not understand each other
Groupthink
Groupthinkthe illusion of agreement. This occurs when a group strives to minimize conflict and reach a consensus without critically testing, analyzing, and evaluating ideas
Non-Verbal Communication
Vocalics-sounds a person makes that accompany his or her verbal messages (also called paralanguage)
Kinesics-body language
Eye Behavior
As a Leader
Pick an appropriate room size Pick appropriate type of room and style Engage others in eye contact Encourage non talkers out of corners Phrase questions so they require more than a yes/no answer Be controversial
Bibliography
Beebe, Steven A., John T. Masterson, Communicating in Small Groups; Principles and Practices, 4th Ed. Harper Collins College Publishers, New York, 1994 Bertcher, Harvey J. Group Participation; Techniques for Leaders and Members,. 2nd Ed. Sage Publications, Thousand Oaks, 1994 Book, Cassandra, Kathleen Galvin, Instruction in and about Small Group Discussion, Educational Resources Information Center (ERIC), Urbana, IL, 1975 Cragan, John F., David W. Wright, Communication in Small Group Discussions; A Case Study Approach. West Publishing Co. St. Paul, MN 1980 Hare, A. Paul, Creativity in Small Groups, Sage Publications, Beverly Hills, 1982 Hartley, Peter, Group Communication, Routledge, New York, 1997 Seaman, Don F. Working Effectively with Task-Oriented Groups, McGraw-Hill Book Company, New York, 1981 Shaw, M. E., Group Dynamics: the Psychology of Small Group Behavior. 2nd Ed., McGraw-Hill Book Company, New York, 1976 Ulschak, Francis L., Leslie Nathanson, Peter G. Gillian, Small Group Problem Solving; An Aid to Organizational Effectiveness,. Addison-Wesley, Reading, MA. 1981