exam

Question 1

stages of group development

Answer 1

forming: initial/beginning stage, group begins to form a relationship and establish trust
storming: establishing clear group structure and roles, conflict may arise
norming: group enters normal operation, resolved conflicts and everyone is aware of expectations
performing: focused on work tasks and no longer on organisation
adjourning: group has completed tasks and is disbanding, group celebrates

Question 2

group goals

Answer 2

should follow SMART
competition or performance targets
participation and engagement
skills related
socialisation or interaction

Question 3

individual goals (when in a group)

Answer 3

clear communication
ensure safety
work my hardest
all equipment organised

Question 4

SMART

Answer 4

specific
measurable
attainable
realistic
timely

Question 5

how to achieve optimal group performance (facilitate)

Answer 5

task allocation

mentoring

Question 6

task allocation:BALM (facilitate)

Answer 6

break down the goals of group into individual tasks and rank them in order of importance
analyse and list competencies required to complete each
list abilities, skills and knowledge of group members
match individuals based on abilities, skills and knowledge to each task

Question 7

mentoring (facilitation)

Answer 7

about transferring knowledge from one individual to another.
mentees benefit through: learning new skills, enhancing skills, develop confidence
mentors benefit through: developing their skills, improve leadership, sense of satisfaction
organisations benefit through: cost effectiveness, creates an environment that fosters professional growth, developing potential leaders

Question 8

group dynamics (facilitation)

Answer 8

Decision making
Respect
Conflict resolution
Communication
Trust 
Safety

Question 9

approaches to conflict resolution (facilitation)

Answer 9

smoothing: agreement emphasised, disagreement downplayed, low stakes situation
withdrawal: pushing it away, temporary solution
forcing: one party goes all in, relationship not important
confrontation: face-to-face to work on an agreement, used when both need to win + trust
compromise: you know
problem solving: determining the cause of the problem and selecting alternative solutions

Question 10

barriers to facilitation

Answer 10

personality clash: varying behaviours, traits, thinking and reasoning
conflict of interest: when an individual has a certain motive for wanting a particular outcome
others can include;
- lack of group cohesion and commitment to group goals
- conflict between individual and group goals
- poorly defined responsibilities and roles
- poor communication skills

Question 11

group performance plan should outline and record

Answer 11

all outputs of the group
what they are going to do
the desired performance levels
actions required to meet needs and expectations
knowledge skills and resources required to reach goals
timeline for achievement of needs and activity outcomes
how the groups performance will be measured
- facilitator should collate all this information and share it with the group -

Question 12

as a facilitator you can encourage active participation of all group members through

Answer 12

encouraging all group members to participate
building relationships 
making it enjoyable
creating variety
role-modelling
being organised

Question 13

group decision making techniques (facilitation)

Answer 13

majority decision
unanimous decision
compromise
postponing

Question 14

feedback for facilitation

Answer 14

used to motivate, encourage and good performance and discourage a bad one, group members should seek feedback from each other using the feedback sandwhich

Question 15

leadership styles for a facilitator

Answer 15

friendly and approachable 
clear and precise
disciplinarian/authoritarian 
motivational and encouraging
open/laisezz-faire

Question 16

friendly and approachable (facilitator)

Answer 16

suitable for self motivated groups that don’t required discipline, being approachable allows you to gain insight about how individuals feel about the task and working together. maintain professional working relationship

Question 17

clear and precise (facilitator)

Answer 17

organised and efficient, used if task has a number of elements that must be executed in a certain way

Question 18

facilitation techniques

Answer 18

ice breakers, energisers, brainstorming, role-playing

Question 19

collaborative approaches (facilitation)
(things that will help your group achieve a sense of group togetherness, teamwork and unity)

Answer 19

group management skills, listening skills, group decision making (done using assess, identify, alternatives, evaluate, make the decision), negotiating techniques

Question 20

defining roles and responsibilities (facilitation)

Answer 20

needs to be done as without it a group has no direction, objective or accountability. RACI method of defining roles and responsibilities
Responsible: there person who carries out the task
Accountable: person who makes the decision
Consult: the accountable person talks to prior to decision
Inform: who the accountable person needs to contact to inform of the decision so it can be done