Early Stages of Group Development

Question 1

1. formation

Answer 1

• announcing a group and recruiting members

- screening and selection group members

Question 2

1. formation

- members functions and possible problems

Answer 2

• members should have adequate knowledge about the nature of the group
• understand impact the group may have on them; need to determine if group is appropriate for them at this time
• members can profit by preparing themselves for the upcoming group by thinking about what they want from the experience and identifying personal issues that will guide their work in a group

Question 3

1. formation

- leaders functions

Answer 3

• identify general goals and specific purposes of the group
• develop clearly written proposal for formation of a group
• announce the group, provide adequate info to prospective participants
• conduct pre-group interviews for screening and orientation purposes
• arrange preliminary group session to get acquainted, present ground rules, prepare members for a successful group experience

Question 4

2. orientation and exploration (initial stage)

Answer 4

• participants test atmosphere and get acquainted
• members learn what is expected, how the group functions, how to participate in a group
• members display socially acceptable behaviour; learn basic attitudes (respect, empathy, acceptance, responding)
• trust vs. mistrust: group cohesion and trust are gradually established if members are willing to express thoughts/feelings
• periods of silence: members may look for direction, wonder about purpose of group

Question 5

2. orientation and exploration

- possible problems

Answer 5

• wait passively for something to happen
• keep to themselves feelings of distrust or fears pertaining to the groups; entrench their own resistance
• keep themselves vague and unknown, make meaningful interaction difficult
• slip into problem-solving and advice-giving stance with other members

Question 6

2. orientation and exploration

- leader functions

Answer 6

• develop ground rules, set norms
• teach basics of group process; interpersonal skills (active listening, responding)
• assist members in expressing fears and expectations, work toward development of trust; share what they are thinking/feeling about current group context
• help establish personal goals
• modelling
• clarify division of responsibility

Question 7

3. dealing with resistance (transition stage)

Answer 7

• test leader and other members to determine how safe the environment is
• some struggle for control and power; conflicts with other members or leader
• learning how to work through conflict and confrontation
• reluctance to get fully involved in working on their personal concerns
• learn to express themselves so that others will listen to them
• observe leader to determine if he/she is trustworthy, learning how to resolve conflict

Question 8

3. dealing with resistance

- possible problems

Answer 8

• members can be categorised as a problem type: limit themselves with a self-imposed label
• resistance to express persistent negative reactions, contribute to climate of distrust
• if confrontations handled poorly, members may retreat into defensive postures, issues will remain hidden
• scapegoating: project their own feelings on
• form subgroups: express negative reactions outside of the group, remain silent in the group

Question 9

3. dealing with resistance

- leader functions

Answer 9

• teach members importance and value of recognising and expressing anxieties, reluctances, reactions to context
• create climate in which they can deal with their resistances openly
• encourage members to keep in mind their personal goals and group goals