Abstract This paper discusses how groupdynamics are central to the effective functioning of the work group. It shows how by understanding the group processes which affect people's roles in their place of work, is an understanding of the three major aspects of groups: managing conflict, communication and trust linked with social interdependence. It reviews these three concepts in turn and shows how although some groups struggle with a new structure, the future lies in achieving good communication, managing conflicts (including the hidden agenda) and developing healthy relationships, which will lead to trust and social interdependence. The success of a group rests not only with these but also with the group members as individuals and their ability to achieve a fuller harmony and healthy balance on the physical, psychological, spiritual and social level.
From the Paper "A conflict situation within groups can be seen as an opportunity to grow, however it can also contain risks to the healthy state of a group. It is not the presence of conflicts but the way they are managed, which determines whether they are a positive or a negative force within a group (Johnson & Johnson, 2000, p.381). Martin Luther King postulated in 1964 (and the sentiment applies to small groups as much as large): "Mankind [sic] must evolve for all human conflict a method, which rejects revenge, aggression, and retaliation. The foundation of such a method is love". Many groups spend considerable time trying to reach agreement which "satisfies our needs and meets our goals" (Johnson & Johnson, 2000, p.383). Conflicts arise in groups over the relevance of agenda. One group member may comment that he/ she is not interested in a specific program being organized by someone else."
Abstract This paper provides a group assessment on two key variables, which are the ability of each group member to communicate and share information and their ability to achieve each individual assigned task. The author points out that data on the group's dynamics will be evaluated in terms of these variables. The paper relates that the results of this evaluation will be addressed and recommendations will be made regarding the group and its effectiveness.
From the Paper "Group settings offer participants a number of challenges in order to facilitate success. Unfortunately, many groups are thrown together for a given purpose without consideration of the contributions that each member may bring to the setting, as well as the possibility that there may be problems with communication or in sharing the workload. A group assessment was conducted with regards to two distinct variables, including the ease in communication amongst group members and the delegation of task assignments that were successfully accomplished by each member. These variables were evaluated in greater to determine the effectiveness of the group dynamic as a whole, and the following discussion will identify the assessment process as a whole."
Abstract This paper discusses group interaction in the workplace. The paper explains that symbolic interaction theory can be utilized to describe the development of the group and its functioning as a cohesive unit to complete the tasks assigned. The paper points out that according to symbolic interaction theorists the human condition requires group living and groupdynamics. The paper then looks at how the interactions we have in these groups is determined by some overt, but many subtle role expectations that can be based on gender, appearance, communication style, race or even understanding of the members of the group of what a certain known individual would perceptually be good at.
From the Paper "The roles that were assigned were to some degree voluntary, and yet there was also a leaning on the part of the group leader to designate roles based on her prior knowledge of the individual student, if she had worked with them before and if she had not based on their own admission of desire or perception, therefore to some degree symbolic interaction took place even in role assignments. As the self is the determining member in a voluntary group it is also interesting to note that many people report feeling inclinations to fill certain roles not necessarily based upon what their skills are but on what they have done in the past or more importantly what they have been guided to in the past by symbolic interaction."
Abstract This paper discusses the issue of groupdynamics and communication by analyzing how the nursing staff on a head injury unit worked together with a team leader and a psychologist to find ways to reduce the escalating levels of aggression among patients. The paper examines factors that affect team effectiveness such as the team's productivity, quality, and timeliness, the strategies it uses to enhance its ability to work together in the future, and how the group experience contributes to the learning and well-being of team members. The paper also stresses the importance of open communication, group decision-making, cohesion, and motivation. The paper concludes that the nursing staff was able to achieve its goals through the strategies they learned and devised as a team, and most importantly, through their cohesion as a work group and their motivation.
From the Paper "The team's task needs to correspond to the team's purpose. The team size should be as small as possible, must include members with adequate task and interpersonal skills, and should be marked by diversity. The size of the team was not a problem and there was ample diversity. Diversity means having people who are not too similar or so different that they cannot communicate or coordinate properly with one another (Wageman, 2005). The problem with the team was more based in personality where some members were introverts and others were not inclined to speak out. All groups are based on the idea of cooperative group norms that reflect the team members' shared pursuits, shared objectives, and mutual interests If the group has strong expectations about cooperation, the members expect each other to engage in information sharing (Ng & Van Dyne, 2005). Once again, the team leader needed to act on the discrepancy. The team leader is there to coordinate and motivate, and to build commitment to the group and its task, and to help find innovative ways to accomplish the tasks (Wageman, 2005)."
Tags: team work, relationship motivation nursing, team leader, unit interpersonal interaction conflict
Abstract This paper discusses group task and maintenance functions, organizational communication and ethics in communication in the workplace. The author points out the effect of individual behavior on groupdynamics.
From the Paper "There are task functions maintenance functions and self-centered functions within group dynamics. Each of these functions is manifested in behaviors of individual members and affects group dynamics. Task functions include such behaviors are opinion giving coordinating clarifying and others. Maintenance functions include such behaviors as gatekeeping harmonizing dramatizing and others. Self-centered functions include behaviors like withdrawing blocking and status seeking-behaviors that serve the needs of the individuals at the expense of the group. Task and maintenance functions lead to behaviors that typically serve ..."
Abstract This paper looks at the sociological concept of groupdynamics. It claims that many theories have been written about the topic, but the best way to experience this phenomena is to watch students on campus. This paper is the personal account and observations of a student studying groupdynamics.
From the paper:
"Groupdynamics is the term given to the scientific study of group behavior, and it is of crucial sociological importance if we wish to advance our knowledge and understanding of the nature of groups, their development and the relationships that exist within and between them. The majority of social scientists examine the concepts of groupdynamics through the collation of empirical research and the development of scientific theories. This paper, however, will focus on the application of these theories and issues in relation to specific aspects of everyday life on campus."
Abstract This paper discusses Bruce Tuckman's studies of groupdynamics. The paper examines his "Forming-Storming-Norming-Performing" model of team development, which focused on better understanding of groupdynamics. The paper explains that Tuckman maintained that groups pass through four important stages as they gain maturity and establish important connections with each other.
From the Paper "In the first stage, a group is highly depended on the leader who directs and guides them since they are not familiar with their roles. There is usually low agreement on what the team should achieve and how. Roles are ambiguously defined and thus chances of conflicts are bright. In the second stage of storming, team members fight for their place in the group. Each tries to vie for the best position or more authority as they ease into their new roles as team members. In this stage, power struggles are common."
Abstract This paper examines and analyzes groupdynamics and team work, discusses related issues, and provides three company examples of how organizations are dealing with groupdynamics.
Abstract This paper starts by defining groupdynamics and examines the popular TV series "Survivor" exemplifies this concept. It states that TV viewers experience a taste of reality when watching the show as it "stars" real people. The essence of the series is forming a solid group and thereafter dismantling it.
From the paper:
"Television, like most media forms, is intended to show, rather than simply tell, something about the human condition. As a viewer, television has the capacity to act as a mirror into our own lives, or the lives of people we know. Current television shows allow viewers to leave the stresses of their own lives, and become a part of the lives of characters we relate to, or who are so far from our own experiences that we forget about our own problems, anxieties and worries, to participate in the often tranquil or happily exciting lives of another person."
Abstract This paper examines whether groupdynamics become increasingly relevant, practical or important as society adjusts to a more technological and united world. The paper explains that although technology has enabled human beings to become more isolated, hiding behind their computer screens on one hand, for an organization to manage the increasingly complex processes required for its operations, encouraging individuals to work in teams is increasingly valued, and the ability to cooperate is seen as an essential character trait in employees. The paper then points out that organizations in the future will face the challenge of having to unite workers who may be less and less well-versed in the emotional skills necessary to create a cohesive group unit. The paper also looks at how, as organizations grow ever-larger, newly merged entities must bring together a variety of individuals from diverse backgrounds and skills to work together.
From the Paper "Group activity is often referred to as "shared cooperative activity" which is something fewer and fewer Americans are seeking in their leisure time activities. Civic affiliation is on the decline yet more and more employers are demanding they engage in teamwork at work, as noted in Putnam's landmark 1995 sociological study Bowling Alone. The image of people bowling alone, side-by-side in the same building, but not involved in the same game demonstrates how an activity that multiple people happen to perform simultaneously is not a group activity, with the type of interactive dynamics necessary for creative and productive dialogue (Pavitt, 2004). Rather, a true group is a collection of people with the intention of pursuing some shared goal, intending to act together, in the pursuit of that agreed-upon purpose. Charles Pavitt adds the caveat that each person in a group must intend that each other person in the aggregate acts in pursuit of the goal."
Abstract This paper is on group decisions in communicating. Group decision communicating often consists of orientation, conflict, emergence, and reinforcement. Decision-emergence theory is an explanation of the complex communication process that groups go through in doing any projects. These steps often make or break the group.
Abstract Examines the pattern of ideas in this book on groupdynamics. Primacy of the group in individual life experience. Group theory applied to effective problem solving. Factors of effective communication, social interaction, cooperation and leadership. Idea that social interaction can function for good or ill. Dynamics of social interchange. Types of groups.
From the Paper "This research examines the pattern of ideas in Joining Together: Group Theory & Group Skills by Johnson and Johnson, as well as the means by which the authors articulate their view of the primacy of group dynamics in individual life experience. The research will set forth the principal lines of thought in the text and then discuss the value of a solid grounding in group theory to the practice of effective problem solving via effective communication, social interaction, cooperation, and leadership.
Group theory cannot be understood apart from the concept of dynamics, i.e., that groups are living things, functioning as a consequence of communication and leadership (Johnson & Johnson, 2000, p. 38), and functioning in a continual state of change. Indeed, changing patterns of communication and leadership are the ..."
Abstract In today's globalized workplace, teamwork is becoming ever-important. In the modern world, teams can be made up of individuals within a single organization, or virtual teams can be made up of members from different nationalities, or any combination in between. As such, an understanding of teamwork issues that affect team dynamics is more important than ever before. This paper analyzes the impact of diverse cultures, trust issues, and knowledge upon groupdynamics.
From the Paper "Some important characteristics of cross-cultural groups are differences in ideas, opinions, and views. Differences in ideas can stem from different cultural perceptions of how to deal with problems. For example, a North American may see the solution to a problem as individual in nature, while someone from a culture that is more focused on family and group identity may have an idea for a solution that focuses more closely on the organizational or group aspects. Similarly, differences in opinions can also stem from cultural differences, as can differences in views."
Abstract This paper uses Alcoholism Anonymous (AA) as an example to explore group techniques in operation. It examines how it is one of the 12-step programs that has become popular for dealing with addictions and other human problems and how there are currently AA meetings in all large cities and in many small towns. Through a combination of personal observations and a literature review, it analyzes the social and groupdynamics that make the program so successful.
Outline
Introduction
Personal Observation
GroupDynamics Minority Groups Theory in Psychotherapy
From the Paper "Studies have shown, however, that there is widespread acceptance of, and belief in, AA in minority communities. For example, Caetano (1993) looked at both Hispanic and African-American communities, noting that large majorities of his subjects favored AA affiliation for substance abuse problems. However, Caetano also noted that prevalence estimates varied widely on the extent to which Hispanic clients or African-American clients would actually choose attendance at AA to deal with their substance abuse problems. Caetano indicated that Hispanics were actually more likely than either European-American or African-Americans to choose AA for dealing with their problems. In the AA membership survey itself, in 1996, membership was predominantly white, with only 4 percent of members identified as Hispanic and 5 percent identified as African-American (Alcoholics Anonymous, 1997)."
Abstract This paper examines the necessity of teamwork for any organization to function. The paper analyzes different ways of encouraging and promoting teamwork, first using the example of Harley Davidson. The paper examines specifically, how the culture of Harley Davidson influences the work they do and the products they create. Similar examples such as Southwest Airlines and Wal-Mart are also discussed. The paper then expresses the advantage of diversity in the workforce and the benefits of strengthening communication among members of the organization in order to maximize productivity.
From the Paper "Recognition for teamwork is also crucial to the viability of the organization. Asking your team to work together and then recognizing the individual and not the team is counterproductive. Recognition builds self-confidence and self-confidence drives success at the individual and team level. Recognition is just one value held by several organizations. Open communication is another value that is essential to the success of businesses. The culture at Harley Davidson values both individualism and collectivism (Sherriton and Stern, 1996)."
Tags: kevin eikenbery, leadership management teamwork organization diversity
