Group Work Flashcards
History of Group Work 1920s
Moreno created psychodrama and first used the term group psychotherapy
History of Group work 1930s
Alcoholics Anonymous was founded
History of Group work 1940s
Kurt Lewin led T groups this was the predecessor to Rogers encoutner groups of the 60s
History of Group work 1950s
School counselors provided guideance curriculum in group format
History of Group work 1973
Associate for specilaists in group work was form ASGW
Pros of group counseling
More clients, less time
Cost-effective
More resources;
Sense of belonging;
Vicarious learning or spectator therapy;
Cohesion and effects from peers
Cons of group counseling
Less time per client;
Less intensity with the leader;
Pressure to conform to the group; Reality distortions or group experience vs. real-world relationships;
Intimidating; Organizational support can be difficult; Confidentiality; Difficult to organize
Yalom?s Curative Factors
Instillation of hope;
Universality;
Imparting information;
Altruism;
Corrective family recapitulation; Development of socialization techniques;
Interpersonal learning;
Imitative behavior;
cohesiveness;
Catharsis;
Existential factors
Types of Groups
Open,
Closed,
Homogenous,
Heterogenous,
Psychoeducational,
Process,
Task,
support or Peer-Led
psychoeducational group
Goal is education,
Not as much personal sharing required,
Addresses knowledge and/or skills
Process group
Goal is to modify interactional patterns,
More personal sharing is required,
purpose is to facilitate the group process between members
Support Groups
Leader takes an informal role and they are topically focused
Types of support groups
Medical issues,
Parents of children with disabilities, Grief or loss,
12-step recovery groups,
Alcoholics Anonymous,
Narcotics Anonymous,
Al-Anon,
Ala-Teen,
Overeater’s Anonymous,
Sex and Love Addictions Anonymous
Typical length and size of groups
Adult groups - minimum 60 min, Psychotherapy group - 90 min, psychoeducational - up to 2.5 hours,
groups with children - 30 min, groups with teens - 60-90 min, optimal size 6-8 members
Group leadership styles
Authoritarian (Type X),
Democratic (Type Y),
Laissez-faire (Type Z)
Authoritarian
(Type X) Takes control and responsibility; sets agenda, goals, rules; serves as conduit for group member interactions
Democratic
(Type Y) Sets norms, and helps members set agenda, goals, rules; facilitates interaction among group members
Laissez-faire
(Type Z) Lacks structure or direction; allows members total autonomy in deciding norms, agenda, goals, rules; no accountability; allows group process to happen without any facilitation
Sources of power in group situations - Reward
Dispensing rewards
Sources of power in group situations - Coercive
Dispensing punishment or withholding rewards
Sources of power in group situations - Legitimate
Participant sense of duty to follow group leader?s directions
Sources of power in group situations - Referent
Respect and attraction to leader or group member
Sources of power in group situations - Expert
A member has expertise that the group relies on
Sources of power in group situations - Informational
A member has the knowledge to accomplish certain tasks
Sources of power in group situations
Reward, Coercive, Legitimate, Referent, Expert, Informational
Factors affecting group dynamics
Structure, Content, Process, Cohesion, Group stage
Factors affecting group dynamics Structure
Size, function(task, psychoeducation, counseling, etc), member voluntariness, open/closed groups
Factors affecting group dynamics Content
The topic or focus of the group
Factors affecting group dynamics Process
dynamics Interactions between and among leaders and members in the here-and-now.
Factors affecting group dynamics Cohesion
Trust, respect, and comfort level among members
Factors affecting group dynamics Group stage
Earlier stages are marked by tepidness, caution, and resistance; later stages are marked by trust and risk-taking
Special group leadership skills
Linking, Blocking, Drawing out, Diverting, Process illumination, Making the rounds
Special group leadership skills Linking
Connecting group members through shared experiences/content
Special group leadership skills Blocking
Reducing or stopping a behavior of a group member
Special group leadership skills Drawing out
Facilitating more involvement from a quiet group member
Special group leadership skills Diverting
Shifting a conversation from two members to the entire group
Special group leadership skills Process illumination
Bringing attention to the ?here-and-now? of group process
Special group leadership skills Making the rounds
A question that each member responds to around the circle
Problematic group behavior
Monopolizing Manipulation Advice giving Diverting to others Diverting to outside events
Problematic group behavior Monopolizing
Underlying anxieties result in excessive talking,
controlling conversations,
demanding responses from group members
Problematic group behavior Manipulation
Controlling the group through deliberate and subtle tactics, e.g., feigning emotional distress, shifting blame
Problematic group behavior Advice giving
Giving unsolicited suggestions and recommendations to other group members
Problematic group behavior Diverting to others
Avoiding sharing own experiences through diverting focus to other members;
avoids the here-and-now?
Problematic group behavior Diverting to outside events
Avoiding current experiences in the here-and-now by diverting to past events that occurred outside of the group
Levels of Self-disclosure - Johari window
Quadrant I: Public/open knowledge,
Quadrant II: Blindness,
Quadrant III: Private/hidden knowledge;
Quadrant IV: Unknown/unconscious
Johari window - Known to self
Quadrant I: Public/open knowledge (e.g., clothing)
Quadrant III: Private/hidden knowledge (e.g., age, sexual orientation, feeling inadequate)
Johari window - Unknown to self
Quadrant II: Blindness (e.g., facial expressions) Quadrant IV: Unknown/unconscious (e.g., family-of-origin issues)
Pre-Group Orientation includes
Clarify expectations Orientation of group and group leader, limitations of confidentiality, risks, what might be involved in group process Start to discuss basic group rules Confidentiality, attendance, tardiness, recording, socializing outside the group with other members, getting involved intimately with other members
Yalom group life cycle
Orientation > Conflict > Cohesion > Termination
Tuckman group life cycle
Forming > Norming > Storming > Performing > Adjourning
Corey group life cycle
Orientation and exploration > Transition > Working > Consolidation and termination
Group Stage 1: Orientation, forming, norming
Foundation of the group: Trust Tasks: Inclusion and identity, Experiences of group members: Anxious, insecure, tentative
Group Stage 2: Conflict, storming, transition
Sense of becoming real, Anxiety and defensiveness peaks, Conflicts are inevitable (Protectiveness, Recapitulation, Power dynamics
What might members ask in Group stage 2
Am I being judged?, Am I being misunderstood? Am I talking too much? Do members like me? Respect me? What is the expectation? What are the norms?
Group Stage 3: Cohesion, Performing, Working Characteristics
Trust & cohesion Willingness to take risks and show self to others Free and direct interaction Here-and-now communication Non-judgmental confrontation occurs Members feel hopeful that they can change
Working Group
Honest feedback is given and received, and members share when they are withholding, The group works as an orchestra, Members focus on others, as well as themselves, MEMBERS TAKE RISKS
Non-Working Group
Members withhold sharing thoughts and feelings, The group work seems fragmented, Members focus on themselves and not others, Conflict or negative, feelings are ignored, denied or avoided
Stage 4: Consolidation, adjourning, termination
Complete unfinished business, Examine relationships with leader and other members, Reinforce changes of each member, Help members generalize changes
Stage 4: Characteristics
Sadness, grief, loss, and regret, Members may pull back, Members decide what to do next, Members express hopes and concerns for others, Planning for accountability (aftercare plan)
Sociogram Analysis
A sociogram is a tool for charting the relationships within a group. Its a visual representation of the social links and preferences that each person has and has valuable data for leaders.
