SHADRACK NATAMBA (+256)714/701/782-843010 shadracknatamba@yahoo.com or snatamba@gmail.com or snatamba@ucu.ac.ug
GROUP DYNAMICS
UCU-MICAH
What is a GROUP?
2 or more individuals interacting with each other in order to accomplish tasks
FOUR REQUIREMENTS FOR A GROUP
Purpose – common GOALS are what motivates the group
Leadership – structured so that responsibilities are shared
Communication – connects members and provides for exchange of ideas
Acceptance – members must not discriminate within the group
What is Group Dynamics?
The term “group dynamics” refers to the complex forces that are acting upon every group and causes it to behave the way it does.
Some things don’t change (static) – name, constitution, and purpose
Groups themselves are changing due to the various forces that are acting upon them
Intrapersonal Forces
The forces within a person:
Self-concept
Personality characteristics
Basic needs: food, water, shelter
Physical and emotional conditions
The need to feel as though they are contributing
Objectives or plans that have nothing to do with the group (hidden agenda)
Interpersonal Forces
The forces acting among the group members.
Degree to which members know each other, like or dislike each other, understand each other
Status of individuals – real or assumed
Assumptions regarding others, ideas, or attitudes
Communication among members
Behavior patterns of individuals
Environmental Forces
The external forces surrounding the group.
Total environment: the physical setting and arrangement of a meeting place, including noise, temperature, comfort, time, conditions, etc…
Forces generated by the way other members act: voice, mannerisms, attitudes, speech, patterns, vocabulary, etc…
Functional Roles Examples
Initiator – Proposes or goals; Suggests a procedure or idea for problem solving; Motivates the group to a higher activity level or higher quality
The Gate-Keeper – Attempts to keep the lines of communication open; Encourages ideas and participation; Proposes regulations to allow communication to flow
The Compromiser – Yields to another person to keep harmony in the group; Compromises his/her own position for the effectiveness of the group
The Information Seeker – Requests facts; Seeks relevant information about group concerns; Asks for suggestions and ideas
The Information Giver – Offers facts providing relevant information about group concerns; States beliefs and gives suggestions
The Harmonizer – Mediates differences among other members; Attempts to reconcile disagreements; Relieves tension in conflict situations
The Encourager – Agrees with and accepts the contributions of others; Indicates warmth and solidarity in his/her attitude of group members; Offers commendation and praise
The Follower – Goes along with the movement of the group; Accepts the ideas of others; Serves as an audience in group discussion and decision
The Recorder – Writes down suggestion; makes a record of group decisions
Non-Functional Roles Examples
The Aggressor – Deflates the status of others; Attacks the group of the problem it is working on; Jokes aggressively; Tries to take credit for another member’s contribution
The Blocker – Tends to be negative and stubbornly resistant; Disagrees and opposes without reason; Attempts to maintain or bring back an issue after the group has rejected or by-passed it
The Recognition Seeker – Works in various ways to call attention to him or herself; boasts and reports on personal achievements; Acts in unusual ways; Struggles to prevent being placed in an inferior position
The Playboy – Makes a display of his//her lack o f involvement; Is cynical an nonchalant; Goofs off and cracks inappropriate jokes
The Dominator – Asserts authority or superiority in manipulating the group; Asserts superior status or right to attention; Gives directions authoritatively; Interrupts the contributions of others
The Deserter – Shows little or no interest in group activities; Withdraws from any active participation in accomplishing the groups tasks; Daydreams
Conflict Resolution
What is conflict?
A problematic situation where the concerns or interests of two or more parties appear incompatible.
Why does conflict exist in groups like it would be in UCU-MICAH?
Because group members see the needs of the group differently due to different values, goals and/or prior experiences
When conflict is ignored, or approached on a win/lose basis:
Communication breaks down
hostility develop
The ability of the group to function is impaired
Conflict can be healthy if it is handled and resolved amicably.
How can conflict be a positive force in a group?
Can enhance a group or organization by exploring differences that are created by the conflict. If it is dealt with openly, people can be stimulated to creativity, alternatives are considered, better ideas are generated, a better course of action results, and more positive relationships develop.
Most problems are caused by the way people choose to handle conflict.
Ways of Dealing with group Conflict
Competition – “I win. You lose.” I get all my needs met; you get nothing
Accommodation – “I lose. You Win.” I give in; you get everything.
Avoidance – “I lose. You lose.” Neither of us gets anything.
Compromise – “We both win. We both lose.” Each of us gets a little and gives a little.
Collaboration – “No win – no lose.” We redefine the problem and find a creative solution that satisfies both of our needs.
Conflict Intervention and Prevention
Behavior Management – You are responsible for your own behavior. Your behavior and the behavior of the other members greatly influences the effectiveness of each session.
Showing you Care –Be welcoming, greet members by name and with a smile, be interested in them, laugh with others but not at them or their mistakes, be aware of accomplishments and take time to compliment them on their involvement and efforts
Using the Right Words – Ask “What do you understand?” vs. “What don’t you understand?” People don’t like to admit when they are confused. Use encouragement to motivate, give praise and recognition when needed.
Gaining and Maintaining Control – As a leader, you might be tested as group members may see how far they can push the rules. Three keys that will work with control: be firm – establish limits of behavior, be fair- people accept rules that are fairly set and applied, be consistent, difficult to follow a rule that keeps changing or is sporadically applied.
Types of Behavior
Passive Behavior – allow others to choose for you, lose in win-lose situations. Others achieve their goals at your expense.
Aggressive Behavior – choose for others, win-lose situations you must win. Self-enhancing, direct,
Assertive Behavior – choose for self, convert win-lose situations into win-win, appropriately honest, self-respecting, direct, straight forward
Constructive Criticism
“I” vs. “You” Statements:
You take control over your feelings and thoughts, instead of trying to take power from others.
Ex: “I don’t like the way you treat people” VS “You shouldn’t say that”
Problem vs. Person:
Focus on the problem you wish to resolve, not the person involved in the problem
Specific vs. Vague:
Know exactly what problem you are addressing. Vagueness will not pinpoint the problem but may in fact hinder the resolution of that problem
Timely vs. Untimely:
Give your feedback as soon as a problem arises. You do not want to dredge up the past. Focus on what is going on here and now.
Constructive Criticism Cont’d
Brief vs. Lengthy:
Avoid drowning the receiver in criticism. Make it short and to the point.
Sometimes/Often vs. Always Never:
Use “sometimes” or “often.” Very few situations in this world “always” or “never” happen, although we are tempted to say they do.
Effect vs. Cause:
Explain the effect of the problem rather than the cause. By examining the effect, the basis for criticism is clear. Identifying the cause once again places blame.
Changeable vs. Non-changeable:
Be critical of problems that can be changed. Effective, constructive criticism forces on changeable matters. Non-changeable situations can only be hindered by criticism.
The Final Statement:
Always try to finish the conversation on a positive note. Pick out something that will encourage the person to improve and motivate them.
God bless you.
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