Group Dynamics Flashcards
Distinctive Functions of the Facilitator, 6 People oriented leadership:
- Active leadership
- Reflecting Back
- Clarifying
- Linking
- Conveying acceptance
- Achieving Humanness
actively listens to both the content and feelings and attitude as a member of the group expresses themselves.
Active leadership
paraphrasing the essence of what was expressed.
Reflecting back
clarifies the speaker’s thoughts, feelings, and attitudes.
Clarifying
connecting related ideas and what may initially appear as disparate thoughts unrelated to the main issue or theme under discussion
Linking
maximizing participation. Conveys acceptance in word, attitude, and behavior.
Conveying acceptance
sensitivity to one’s own humanness as well to the humanness of individuals in groups. Appreciating people’s strengths, limitations, and potentials.
Achieving humanness
Strong commitment to the belief in the importance and value of the individual and a recognition that each individual has a unique contribution.
Effective leader/group facilitator
5 Effective leader/group facilitator
- Conceptual knowledge
- Group development
- Facilitating styles
- Experiential learning
- Own humanness
dynamics of human behavior.
Conceptual knowledge
knowledge of group interaction and dynamics is also required of the effective facilitator.
Group development
understand and be able to articulate elements of theory.
Facilitating styles
being a member of the group is the best way to single way to learn about groups.
Experiential learning
responsibility of experiencing their own humanness.
Own humanness
Strong commitment to the belief in the importance and value of the individual and a recognition
that each individual has a unique contribution.
Effective leader/group facilitator
Withdraw from active participation in the group and reports findings.
Process observer
requires a set of skills in order to collect and organize data for analysis and diagnosis.
Process Analyst
focusing attention, looking at visible and quantifiable behavior, hearing, and sensing (pakikiramdam)
Active listening
designing recording systems, recording systematically, summarizing observations
Collecting and organizing information
giving feedback of data, checking of perceptions with other members, asking reflective questions
Reporting and consulting
7 Process Elements
• Participation – indication of involvement
• Atmosphere
• Influence
• Leadership
• Cooperation
• Competition
• Conflict
• Sociogram
• Who makes what kinds of contribution?
• What happened in the group?
Collecting and Recording Information
• Be sensitive
• Do not avalanche the group with information
• Don’t praise the group too much
• Don’t punish, preach, or judge
• Discuss role behavior rather than a person’s behavior
• Go lightly on personal clashes
Reporting and Consulting
Evaluating information and deciding about change
- Members should assess the observations
- Group examines the reasons
- Group moves to a decision
POA Report Model
- Group Composition
- Objectives
- Process Element Observed
- Time Frame
- Recording Instruments Used
- Process observation
- Analysis of process observation
- Planned intervention
- Personal Insights
no. of participants, sex, age, occupation, position
Group Composition
reason for the activity
Objectives
participation, communication, atmosphere, etc.
Process Element Observed
number of minutes spent per activity, time conducted and concluded
Time Frame
Sociogram, observation form, etc.
Recording Instruments Used
data observed about visible and quantifiable behavior
Process observation
inferences, conclusions, recorded process observation data.
Analysis of process observation
what would you do?
Planned intervention
personal insights and experience
Personal Insights
Facilitating Styles
- Emotional stimulation
- Caring
- Meaning attribution
- Executive function
evocative and expressive facilitator behavior
Emotional stimulation
develop warm personal relationships characterized by love, understanding and genuineness.
Caring
focuses on ideas, analyzes concepts, and provides frameworks for better understanding of the group’s learning.
Meaning attribution
emphasizes a managerial approach as when the facilitator stops the action and asks members to process the experience.
Executive function
Types of Intervention – Cohen and Smith
• Conceptual Mode
• Experiential Mode
• Structural Mode
ask leading questions that may pull together major concepts and trends.
Ex. “we’ve had a number of ideas tonight, and all of them seem to be directly concerned on how to reach an agreement.”
Conceptual Mode
reporting of a direct experience concerning ongoing behavior.
Ex. “I’m feeling pretty tense and angry over what just occurred.”
Experiential Mode
deliberate use of planned structured activities and skill exercises, which focus on surface or underlying issues and the related emotional involvement
Structural Mode
life is a continuing process of learning through different experiences.
Experiential Learning
Steps in the Experiential Learning Cycle
Step 1: Orientation
Step 2: Instructions
Step 3: Experiencing
Step 4: Data Gathering and Analysis
Step 5: Synthesis and Generalizing
Step 6: Integration
Step 7: Closing Remarks
Specific Methods
• Case studies
• Role Plays
• Simulations
• Games
Creating Practices in Integration
- Consulting dyads or triads
- Goal setting
- Contracting
- Subgrouping
- Practice Session
Evaluation
• How did it go?
• Create an evaluation program
• Types of evaluation
• Formative
• Summative
• Cooperative evaluation
