Week 5: Group Development and Dynamics

Question 1

What are 5 advantages of working in a group? (Engleberg 9)

Answer 1

1. Better decision making - esp for complex ambiguous tasks
2. Superior resources - variety of perspectives
3. Member satisfaction - socialization, communication
4. Enhanced learning - sharing of ideas, opinions
5. Greater Creativity - More innovative and creative solutions

Question 2

What are 3 disadvantages of working in a group? (Engleberg 10)

Answer 2

1. More Time, Energy, and resources - poor teamwork = waste resources
2. Potential for conflict - disagreement, confrontation
3. People Problems - individual group members creating problems

Question 3

Group norms (Engleberg 29)

Answer 3

Expectations concerning the kinds of behaviors and opinions that are acceptable or unacceptable in a particular group; they are accepted rules of behavior that, when followed ensures effective collaboration among group members

Question 4

What are 5 reasons in why group norms important? (Engleberg 29)

Answer 4

Express values and ethical standards of the group

• Help the group function efficiently and effectively

-Define appropriate and inappropriate task and social behavior

-Enhance productivity in the performing stage of group development

-Ensure group survival when faced with threatening challenges

Question 5

Explicit norms (Engleberg 29)

Answer 5

Group norms that are written or stated verbally and shared with all group members. Often imposed on a group by a leader or by someone outside the group

Question 6

Implicit norms (Engleberg 29)

Answer 6

Group norms that are rarely discussed or openly communicated, but are still expected rules of behavior. Often evolves as members interact with one another

Question 7

Group Task Roles (Engleberg 41)

Answer 7

A consistent set of expected behaviors taken on by specific group members

Consists of 7 roles

-Coordinator (manager of group)

-Information Provider (Researches and shares information and suggestions)

-Opinion Provider (Expresses opinions and interprets opinions of others)

-Questioner (Asks information and opinions)

-Clarifier (Explains, corrects, and summarizes information)

-Analyzer (Assess, evaluates, and suggests options for problems)

-Implementer (Creates action plans from ideas, helps others with tasks)

Question 8

Group Maintenance Roles (Engleberg 42)

Answer 8

Roles that once adopted, help group members get along with one another as they pursue a common goal

-Harmonizer (Reduces tensions, fosters cooperation)

-Motivator (Creates enthusiasm)

-Supporter (Offers encouragement and praises)

-Gatekeeper (Monitors flow of communication, quiet members speak, discourages domination of group)

-Team builder (promotes group identity, pride, and respect)

Question 9

What are 6 disruptive behaviors to group productivity?

Answer 9

1. Dominator (prevents others from participating, asserts dominance, high control needs)
2. Obstructionist (makes negative statements with others)
3. Attacker (puts down others)
4. Egoist (seeks personal attention that disrupts others
5. Support seeker (excessively seeks emotional support and sympathy)
6. Nonparticipant (never or rarely contributes to group work)

Question 10

What are Tuckman’s five Group Developmental Stages? (University of Minnesota 13.2)

Answer 10

1. Forming
2. Storming
3. Norming
4. Performing
5. Adjourning

Question 11

Forming stage (University of Minnesota 13.2)

Answer 11

Group members begin to reduce uncertainty associated with new relationships and/or new tasks through initial interactions that lay the foundation for later group dynamics

Initiated whenever there is a group member change

Question 12

Group Cohesion (University of Manitoba 13.2)

Answer 12

The commitment of members to the purpose of the group and the degree of attraction among individuals within the group, influenced by group feeling’s for one another and their purpose or task

Begins to form during the forming stage of Tuckman’s group developmental stages

Question 13

What are conflicts that can arise during the forming stage of group development? (University of Manitoba 13.2)

Answer 13

• Difficult to bond in larger groups

-Dominant members assert themselves as leaders, building smaller coalitions that can cause conflict in the storming stage

-Too much imposed structure from outside the group can cause resentment and powerlessness

Question 14

What are strategies to deal with conflicts that may arise during the forming stage of group development? (University of Manitoba 13.2)

Answer 14

-Receiving external charge, whereas the goals of the group are determined by an external source

-Decisions about roles inside the group coming from an external source reduces uncertainties

-Preexisting relationships or familiarity with each other can diminish relational uncertainty

-Enacting a manageable amount of uncertainty in the group

Question 15

Storming stage (University of Manitoba 13.2)

Answer 15

People being to perform their various roles, have their ideas heard, and negotiate where they fit in the group’s structure

Question 16

What are conflicts that may arise during the storming stage of group development? (University of Manitoba 13.2

Answer 16

-Group members arent satisfied with their role or decisions made by the group

-Conflicts with group leader

-Interpersonal conflicts that predate formation of the group

Question 17

What are strategies to deal with conflicts that may arise during the storming stage of group development? (University of Manitoba 13.2)

Answer 17

-Focusing on task oriented conflicts instead of interpersonal conflicts

Question 18

Norming stage (University of Manitoba 13.2)

Answer 18

The practices and expectations of the group are solidified, which leads to more stability, productivity, and cohesion within the group

Question 19

What are strategies that can help groups perform in the norming stage? (University of Manitoba 13.2)

Answer 19

Setting implicit and creating explicit group norms

Question 20

What are conflicts that may arise during the norming stage of group development? (University of Manitoba 13.2)

Answer 20

Challenging a group norm/rules because it is not working, or for no good reason

-Group norms can bring negative conformity pressures

-Too much pressure can lead members to feel isolated and create a negative group climate

Question 21

Performing stage (University of Manitoba 13.2)

Answer 21

Group members work relatively smoothly toward the completion of a task or achievement of a purpose

Question 22

What are strategies that can help group performance during the performing stage? (University of Manitoba 13.2)

Answer 22

Socializing outside of official group time can provide needed relief

-Relational aspects of group interaction can provide underlying support

-Developing synergy, resulting from the pooling of skills, ideas, experiences, and resources, which can lead group members to exceed their expectations and perform better than they could individually

-Setting short-term attainable group goals to build group cohesion and boosting group morale

Question 23

Adjourning stage (University of Manitoba 13.2)

Answer 23

Group dissolves because it has completed its purpose or goal, membership is declining and support for the group no longer exists, or because of some other internal or external cause

Question 24

What are strategies that can help group performance during the adjourning stage? (University of Manitoba 13.2)

Answer 24

Performing guided and purposeful reflection

Question 25

Social Cohesion (University of Manitoba 13.3)

Answer 25

Attraction and liking among group members

Question 26

What are 8 benefits of appropriate levels of group cohesiveness? (University of Manitoba 13.3)

Answer 26

Able to set goals easily -Exhibit a high commitment to achieving the purpose of the group -More productivity -Experience fewer attendance issues -Results in group members willing to stick with the group during times of difficulty -Resulting in satisfied group members who identify with, promote, and defend the gorup -Having members who are willing to listen to each other and offer support and constructive criticism -Experiencing less anger and tension

Question 27

Group think (University of Manitoba 13.3)

Answer 27

Negative group phenomenon characterized by a lack of critical evaluation of proposed ideas or courses of action that results from high levels of cohesion or high conformity pressures

Question 28

What are 7 strategies to avoiding group think? (University of Manitoba 13.3)

Answer 28

Ensure group decision-making power isnt in the hands of a few in the group -Track each person's input and output so that it can be discussed -Encourage minority or dissenting opinions -Allow members to submit ideas prior to discussion so that it isnt swayed during the discussion -Question each decision regarding it's weaknesses and potential negative consequences -Have decisions reviewed by an outside party -Have a reflection before a decision is implemented where group members can express reservations or second thoughts

Question 29

What are three types of conflicts? (University of Manitoba 13.3)

Answer 29

Procedural Conflict 2. Substantive Conflict 3. Interpersonal Conflict

Question 30

Procedural conflict (University of Manitoba 13.3)

Answer 30

How" Emerges from disagreements or trouble with the mechanisms of group operations, where group members differ in their beliefs about how something should be done Can be solved by a group leader or through proposals

Question 31

Substantive Conflict (University of Manitoba 13.3)

Answer 31

What" Focuses on group members' differing beliefs, attitudes, values or ideas related to the purpose or task of the group (ex: what something means, what is acceptable, etc.) Can be solved by open discussions and debates, researching what other groups have done, providing additional information to support further decisions

Question 32

Interpersonal conflict (University of Manitoba 13.3)

Answer 32

Who" Conflict between individual members of the group, whereas it can be relevant or completely irrelevant to the functioning purpose of the group Can be solved by leaders acting as mediators between conflicting individuals

Question 33

What are some general strategies for managing group conflict? (University of Manitoba 13.3)

Answer 33

Clarify the issue at hand, getting to know every group member's perspective of the problem 2. Creative a positive discussion climate and encourage + reward active listening 3. Discuss needs rather than solutions, ensuring that each group member's needs are met 4. Set boundaries for discussion and prevent unproductive interactions 5. Use "we" instead of "I" to maintain group cohesion and identity

Question 34

Leadership (University of Manitoba 14.1)

Answer 34

A complex of beliefs, communication patterns, and behaviors that influence the functioning of a group and move a group toward the completion of its task

Question 35

What are 4 leadership styles? (University of Manitoba 14.1)

Answer 35

anticipative leade1. Directive leaders 2. Prs 3. Supportive leaders 4. Achievement oriented leaders

Question 36

Directive Leaders (University of Manitoba 14.1)

Answer 36

Leaders that help provide psychological structure for their group members by clearly communicating expectations, keeping a schedule and agenda, providing specific guidance as group members work toward the completion of their task, and taking the lead on setting and communicating group rules and procedures Must be good motivators who encourage productivity through positive reinforcement and reward rather than through threat and punishment

Question 37

Directive Leaders (University of Manitoba 14.1)

Answer 37

Leaders that help provide psychological structure for their group members by clearly communicating expectations, keeping a schedule and agenda, providing specific guidance as group members work toward the completion of their task, and taking the lead on setting and communicating group rules and procedures Must be good motivators who encourage productivity through positive reinforcement and reward rather than through threat and punishment

Question 38

Participative Leaders (University of Manitoba 14.1)

Answer 38

Leaders that work to include group members in the decision-making process by soliciting and considering their opinions and suggestions, increases pressures to group conformity by encouraging members to buy into the group's norms and goals more

Question 39

Supportive Leaders (University of Manitoba 14.1)

Answer 39

Leaders that show concern for their follower's needs and emotions through a positive and friendly group climate, enables a positive climate and helps increase group member's positive feels about the task and other group members

Question 40

Achievement-Oriented Leaders (University of Manitoba 14.1)

Answer 40

Leaders that strive for excellence and set challenge goals, constantly seeking improvement and exhibiting confidence that group members can meet their high expectations