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Interpersonal Group Dynamics
Transcript of Interpersonal Group Dynamics
Leader Roles: Leading Effectively in Your Group
Characteristics of an Effective Leader
Harmful Group Member Roles
Member Roles: Participating Effectively in Your Group
The goal of getting the job done.
Member roles that enable a group to get a task done.
1. The Idea Sharer
2. The Idea Seeker
3. The Comprehension Checker
4. The Progress Summarizer
5. The Direction Suggester
6. The Group Motivator
The goal of building good relationships among group members.
Member roles that help to build and maintain a cohesive team.
1. The Participation Encourager
2. The Participation Supporter
3. The Communication Facilitator
4. The Process Observer
5. The Stress Reliever
6. The Conflict Mediator
1. The Free Rider
Contributes little but wants team benefits.
2. The Dominator
Takes over to satisfy personal needs.
3. The Rescuer
Takes over to save the team from perceived disaster.
4. The Distractor
Does things that get the team off-track.
5. The Cynic
Makes negative comments that discourage others.
6. The Aggressor
Acts aggressively towards teammates.
Three Styles of Leadership
1. The Autocratic Leader
2. The Democratic Leader
3. The Laissez-Faire Leader
Leadership and Power
1. Legitimate Power
Power that accompanies designated positions within a group.
2. Reward Power
Power to give benefits to members in order to influence their conduct.
3. Coercive Power
Power to punish members in order to influence their conduct.
3. Task Orientation
4. Social Orientation
4. Charismatic Power
Power resulting from personal qualities. Often associated with an emergent leader who assumes a temporary, unofficial leadership role because his/her special talents.
5. Expert Power
Power resulting from particular knowledge or skill.
Norms: Establishing Effective Rules in your Group
A written/unwritten rule of a group.
Why Groups Have Rules
Whatever is of importance or worth to an individual or a group.
The standards y which a group evaluates a course of action.
The Basic Principles of Ethical Conduct
Doing good to others and not harming them.
Treating all members of the group fairly and equally.
Giving people what they have earned (merit), giving people equal shares (equality), or meeting a persons special needs (need).
Honesty and integrity.
Respecting group members' choices.
Norms Within Your Group
2. Critical Discussion
Ensuring Your Group's Success
The obligation one has to explain or justify ones actions to others.
The act of facing up to and dealing directly with a problem or difficult situation.
Goals: Setting Targets for your Group
The final goal in a series of related goals; also called and end goal.
A goal that must be achieved in order to reach an ultimate goal.
Important Considerations when Setting Goals
1. Include both task and social goals
2. Address both individual and group needs
3. Build in Cooperation
4. Set realistic goals
5. State team goals in specific, measurable terms
The Benefits of Effective Goals
4. Conflict Resolution
5. Performance Evaluation
Dialogue: Speaking and Listening Effectively in your Group
Any physical, physiological, or psychological interference that impedes communication.
Speaking Effectively in a Dialogue
Giving Feedback Effectively in a Dialogue
Use First-person Pronouns in your messages
Convey your frame of reference, and know the receiver's frame of reference
Present your ideas clearly and concisely
Describe your feelings; don't express them
Describe the behavior; don't judge the person
Request feedback, and don't ignore it
Don't force feedback on others
Target Specifics, Not Generalities
Offer Options, Not Advice
Conflict: Resolving Disputes in Your Group
An interpersonal dispute between or among members of a group
A person who is conflict with another person or persons
A person who intervenes between or among disputants in order help them reach an agreement or reconciliation
Four Dangerous Forms of Conflict
1. Personality Conflict
An interpersonal dispute arising from differing personal traits.
2. Resource Conflict
An interpersonal dispute arising from unequal distribution of resources.
4. Status Conflict
An interpersonal dispute arising from the desire to be recognized within a group
The manner in which a group member typically engages in disputes with others
One who withdraws or avoids conflict
One who forces others to do his/her will
The Teddy Bear
One who smooths things over to maintain harmony
One who compromises to resolve differences
One who confronts in order to achieve win-win solutions
3. Power Conflict
An interpersonal dispute arising from the desire to control a group
Rules for Disputing Constructively with others in Your Group
Use your best speaking skills
Use your best listening skills
Jointly define the conflict
Encourage negotiation in good faith
Confront in order to reach an agreement
Building your Group into a Unified Team
Stages of Group Development
How to Build a Group into a Cohesive Team
Be Empathic, Not neutral
Relate to others as Equals, Not Inferiors
Be Cooperative, not competitive
Be genuine, not manipulative
Be open, not closed, to new ideas
Be supportive, not judgmental
Benefits of Team Membership
Critical Discussion: Generating ideas in your group
Process of critical discussion
Rules of critical Discussion
Criticize Ideas, Not people
Encourage Win-Win Approaches
Encourage Everyone to Contribute
Rule # 5
Rule # 6
Understand All Points of View
Rule # 7
Understand All Points of View
Rule # 8
Change Your Mind If the Facts Dictate
Decisions: Solving Problems in Your Group
Problem Solving Process
Factors That The Quality of Group Decisions
3. Heterogeneous Makeup
4. Critical Discussion
5. Use of the problems-solving Process
6. Use of the Eight Decision-making Process
Group Decision -Making Methods
1. Decision by Concesus
2. Decision by Majority Vote
3. Decision by a Minority
4. Decision by a Leader Without Discussion
5. Decision by a Leader after Discussion
6. Decision by a Leader Based on the Most Frequently Expressed Opinion
7. Decision by An Expert Member
8. Decision by an Arbitrator