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SOWK 505 Exam > flash cards > Flashcards

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2
Q

Purpose

A
  • The reason the group is together/goals?
  • What do members think purpose is?
  • Determines how you lead members in a group.
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3
Q

Time

A
  • Where are you in the session?
  • Where is group in development process?
  • Beginning: don’t push
  • Middle: push to go deeper
  • End: don’t push, might open Pandora’s box
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4
Q

Treatment Group Purpose

A
  • To facilitate the socio-emotional needs of members
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5
Q

Task Group purpose

A
  • To get the task done
  • Purpose not intrinsically nor immediately linked to needs of members in the group
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6
Q

Types of Treatment Group

A
  1. Support
  2. Education
  3. Growth
  4. Therapy
  5. Socialization
  6. Self-Help
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7
Q

Support Group Typology

(Purpose, Leadership, Focus, Bond, Composition, Communication)

A
  • Purpose: Help members cope with stressful life events and revitalize coping abilities
  • Leadership: Facilitator, empathic understanding, mutual aid
  • Focus: Ability of individual to cope with life experience, communication, mutual aid
  • Bond: shared stressful experience, stigmatizing
  • Composition: based on shared life experience, often diverse
  • Communication: sharing of info, experiences, coping strategies, disclosure
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8
Q

Education Group Typology

(Purpose, Leadership, Focus, Bond, Composition, Communication)

A
  • Purpose: Education through presentations, discussions and experience
  • Leadership: Leader as teacher
  • Focus: Individual learning, group structured for learning
  • Bond: Common interest in learning, development of skills
  • Composition: similarity of education/skill level
  • Communication: Frequently leader-to-member, didactic, low self-disclosure
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9
Q

Growth Group Typology

(Purpose, Leadership, Focus, Bond, Composition, Communication)

A
  • Purpose: Develop members’ potential awareness, insight
  • Leadership: Leader as facilitator and role model
  • Focus: Either member or group focus, depending on approach, individual growth through group experiecne
  • Bond: Common goals among members, contract to use group to grow
  • Composition: diverse, based on members’ ability to work toward growth/development
  • Communication: highly interactive, members take responsibility for communications, self disclosure is moderate to high
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10
Q

Therapy Group Typology

(Purpose, Leadership, Focus, Bond, Composition, Communication)

A
  • Purpose: Behavior change, correction, rehabilitation, coping, problem solving through behavior change intervention
  • Leadership: Leader as expert, authority figure
  • Focus: individual members’ problems, concerns or goals
  • Bond: common purpose with separate member goals, relationship of member with worker, group or other members
  • Composition: diverse or people with similar concerns/problems
  • Communication: leader-to-member or member-to-member, self disclosure is moderate to high
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11
Q

Self-Help Group Typology

(Purpose, Leadership, Focus, Bond, Composition, Communication)

A
  • Purpose: Help members solve own problems
  • Leadership: Leader is lay person with problem shared by members
  • Focus: Members working together to solve own problems
  • Bond: Acceptance that all members are equal and can help each other
  • Composition: based solely on shared problem or concern
  • Communication: diverse and open to membership, welcoming, member-to-member communication, self-disclosure is high
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12
Q

Definition of a Small Group (6)

A
  1. Definable membership: 2 or more members identified by name or type
  2. Group consciousness: collective sense of unity
  3. Sense of shared purpose: shared goals, clarity of purpose MUST BE CLEAR
  4. Interdependence in satisfaction of needs: need to be independent, as time goes on, group changes the way it looks at itself
  5. Interaction: member communication with one another and reaction to one another
  6. Ability to act in unitary manner: group able to act as single organism and make decisions as a whole
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13
Q

Process VS Content

A
  • Content: what happened (meeting minutes)
  • Process: how it happened (discussions to come to a decision)
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14
Q

Mutual Aid

A
  • group is primary source of change
  • worker’s role to help members work together to achieve their goals
  • leaders make it a safe place, but members are key
  • power of group from members’ ability to help each other
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15
Q

Empowerment

A
  • Process of increasing personal, interpersonal and political power so individuals and communities can improve environments
  • Members need to feel capable and knowledgable about change
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16
Q

Yalom’s Therapeutic Factors

A
  1. Instillation of Hope
  2. Universality
  3. Imparting Information
  4. Altruism
  5. Corrective Recapitualation of Primary Family Group
  6. Development of Socializing Techniques
  7. Imitative Behavior
  8. Catharsis
  9. Existential Factors
  10. Cohesion
  11. Interpersonal Learning
  12. Group as a Social Microcosm
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17
Q

Closed VS Open Groups

A
  • Closed: fixed membership, not open to drop-ins
  • Open: open membership, don’t know if members are returning
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18
Q

Model for working with Involuntary Members in Groups

A
  • acknowledge resistance
  • make them feel part of group
  • help them accept they need to be there
  • assist them with willingness to be clients
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19
Q

Conflicts in Groups

A
  • Conflict is normal
  • Conflict is healthy - if handled effectively
  • Engage conflict, expect it, welcome it
20
Q

Professional Association (definition)

A
  • coalition of members advocating for members and members’ clients
  • education
  • promotion
  • dues
  • newsletters
21
Q

Developmental Model of Groups

A
  • Groups are not static, they change over time.
  • appropriate interventions for each stage
22
Q

Aim of beginning sessions

A
  • create comfort, connection, belongingness
  • greater participant –> cohesion, achievement of goals, bond, motivation
23
Q

Social Capital (Robert Putnam)

A
  • connections and networks among individuals which lead to trust
  • how many, deep, useful connections do you have?
  • higher social capital leads to living longer (helps decrease isolation)
24
Q

Stages of Group Development

A
  1. Pre-Affiliation
  2. Power and Control
  3. Intimacy
  4. Differentiation
  5. Separation
25
Q

Pre-Affiliation Key Considerations

A
  1. closeness
  2. approach-avoidance (main struggle)
  3. ambivalence about being involved
  4. relationships are not intimate
26
Q

Pre-Affiliation Member Behavior

A

Member:

  • attempts to meet needs without taking too many risks
  • participate in general and stereotypical ways
  • size up other members/workers to determine liklihood of comfort
  • attempt to understand group in context of past groups/experiences
27
Q

Pre-Affiliation Worker Role

A
  • normalize ambivalence
  • gently invite trust
  • allow and generally support distance
  • encourage development of cohesion & stimulate interaction
  • use easily mastered activities to engage members’ participation
  • help est. workable contract
28
Q

Pre-Affiliation Frame of Reference

A

Society:

members seek to make sense of the group experience in the context of past group experiences

29
Q

Consensus

A

Everyone is on the same page - everyone had a chance to participate and sound opinions.

Pro: allows everyone to be on the same page

Con: takes time/participation from all members

30
Q

Power & Control Key Considerations

A
  1. Entered after individuals have decided the group is worth investing in.
  2. Social system begins to develop.
  3. Focal issues: power, control, status, hierarchy, ranking
  4. Conflict expected, normalized & recognized
  5. status & hierarchy established
  6. patterns of communication are identifiable
  7. group becomes more important to members
  8. worker still major source of gratification
  9. 3 issues must be resolved: rebellion & autonomy, normative crisis, protection & support
31
Q

Power & Control Member Behavior

A

Members:

  • struggle to establish their place in the group
  • challenge the worker and other members
  • est. alliances, cliques and subgroups
  • engage in scapegoating
  • dropout - most likely during this stage (storm & stress)
32
Q

Power & Control Worker Role

A
  • permits rebellion while providing safety
  • remains steady, non-punitive, non-defensive
  • clarify power struggles and conflicts
  • provide activities for mastery that help preserve individuals
  • stop scapegoating process
33
Q

Power & Control Frame of Reference

A

Transition:

Members are transitioning from a non-intimate to intimate connection with other members

34
Q

Intimacy Key Affiliations

A
  • greater personal involvement
  • group is like family (sibling rivalry)
  • members look to group and worker to get needs met
  • greater recognition of significance of group experience
  • group seen as place where growth and change can take place
35
Q

Intimacy Member Behavior

A
  • more open about feelings toward group/members
  • greater ability to carry out projects
  • transference
  • still some power & control issues
36
Q

Intimacy Worker Role

A
  • contribute to give consistently
  • flexible in degree of responsibility taken
  • clarify positive/negative feelings
37
Q

Intimacy Frame of Reference

A

Family:

Comparison and transference of individuals, families and groups

38
Q

Differentiation Key Considerations

A
  • members see/accept each other as unique rather than personifications of family
  • relationships & events are evaluated on more rational reality basis - not P&C
  • recognition & respect for individual needs and rights
  • group identity and norms are clear
  • cohesion
  • group organizes self more efficiently w/o rigid roles/hierarchies
  • group experiences become own frame of reference
  • real work gets accomplished
  • group can “run itself”, worker no longer central
39
Q

Differentiation Worker Role

A
  • act as facilitator, source of resources
  • help group run itself
  • encourage group to act as unit w/other groups and wider community
40
Q

Differentiation Frame of Reference

A

Group Internal:

Group has a clear identity and focus is on members

41
Q

Separation Key Considerations

A
  • group ends when purpose achieved (ideal)
  • members move apart and find new ways to meet needs
  • group becomes frame of reference for future group experiences
  • dealing with loss is critical theme
42
Q

Separation Member Behavior

A
  • denial - “you never told me group was ending…”
  • regression - old beh’rs re-surface
  • recap of earlier experiences - wanting summaries
  • flight/withdrawal - physical or emotional
  • pleas - continue group
  • clingy - want to continue connection with worker
43
Q

Separation Worker Role

A
  • prep group for termination
  • be willing to let go
  • help group evaluate and give feedback about experience
  • help group identify process toward goals (review & summarize)
  • facilitate expression of feelings about ending
  • use closing activities to facilitate ending
  • prep resources/referrals for continued help
  • address issues of potential gifts
  • deal with requests for reunion/group continuation
44
Q

Separation Frame of Reference

A

Group External:

members take group experiences and use it for understanding future groups/society

frame of reference comes full circle

SOWK 505 Exam (1 decks)

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