Module 3 Flashcards

Question

*Characteristics of effective groups

Answer 1

Effective Groups: (Table 12-3, p. 233)  Goals are clearly identified and collaboratively developed  Open, goal directed communication of feelings and ideas  Power shared equally and rotated among members - depending on the ability and group needs  Decision making is flexible and adapted to group needs  Controversy is viewed as healthy because it builds member involvement and creates stronger solutions  Healthy balance between task and maintenance role functioning  Individual contributions acknowledged and respected -diversity is encouraged.  Interpersonal effectiveness, innovation, & problem solving are evident

Answer 2

Ineffective Groups: (Table 12-3, p. 233)  Goals are vague or imposed on the group without discussion  Communication is guarded; feelings are not always given attention  Power resides in the leader or is delegated with little regards to member needs. It is not shared.  Decision making occurs with little or no consultation -consensus is expected, not negotiated based on data  Controversy and open conflict are not tolerated  Individual resources are not used. Conformity is rewarded and diversity is not respected.  Problem-solving abilities, morale, and interpersonal effectiveness are low and undervalued.

Answer 3

- some individuals will emerge as informal leaders within the group - power is given to members who best clarify the needs of the other group members, or who move the group toward an achievement - they are not always the members making the most statements

Answer 4

- dual points of view can be useful to group - recommended for facilitating groups with psychotic clients because the leadership demands are so intense in these groups - differing theoretical orientations can be problematic

Answer 5

1) Entertain all ideas without censure 2) Test more promising ideas for relevance 3) Explore consequences of each potential solution 4) Identify human and instrumental resources, including availability 5) Achieve agreement about best possible solutions

Answer 6

- defined by Janis (1971, 1982) - occurs when loyalty and approval by other group members become so important that members are afraid to express conflicting ideas and opinions for fear of being excluded by the group - group exerts pressure on members to act as one voice in decision- making - realistic appraisal of issues gets lost - creates irrational decisions and dissatisfaction with goal achievement

Answer 7

1) Illusion of invulnerability 2) Collective rationalisation that disregards warnings 3) Belief in inherent morality of the decision 4) Stereotyped negative views of people outside of group 5) Direct pressure on dissenters to not express their concerns 6) Self-censorship; individual members with doubts don't express them 7) Illusion of unanimity in which majority view is held to be unanimous 8) Self-appointed “mind-guards” within the group who withhold problematic or contradictory data

Answer 8

- a theoretical basis for the group process | - a means of creating healthy group interactions

Answer 9

Assumption #1: All human relationships involve the use of power. Power can be used to create harmony, collective strength, and individual well-being. or serve the selected interests of those in power and not the interests of the whole. Assumption #2: Usually there is one person or group of people who have relative privilege or power in any group Assumption #3: People generally seek peace and cooperation where they are relatively free from competition and power imbalances. A “home,” place of “refuge,” Assumption #4: Western societal public realm tends to associate with male power, the ability to exercise one’s will in the world, and with that which is strong, powerful and savvy. Those in power can and will impose their will on others. Assumption #5: Conflict is inevitable in ALL human relationships. Can be handled constructively through cooperation and mutual desire for the good Assumption #6: People recognize and desire the value of cooperative ways of working together. (Shared governance & participatory management)

Answer 10

1. Praxis: refection and action to transform the world 2. Empowerment: growth of personal ability to enact one’s will in the context of love and respect for others 3. Awareness: growing knowledge of self and others 4. Cooperation: Commitment to group solidarity and integrity 5. Evolvement: Commitment to deliberate growth and change

Answer 11

-Promotes health by reducing stress and distress created by hostile conflict. Provides groups a framework for working through conflict when power inequities are present. Provides for the subconcepts of peace to arise

Answer 12

peace powers and power-over powers

Answer 13

Public- Power over power R/T rules, hierarchy, command, results (ends justify the means), and expediency Private- Peace powers Associated with nurturing, integration of all points of view, distribution of resources, and diversity

Answer 14

Relationship between peace power and power over. Constant interplay between the two dynamics in group relationships. A dialectic tension between the ideals of peace powers and learned habits of power-over pow- ers gives the group a basis for making adjustments that gradually lead toward peace.

Answer 15

Yes the process of “Peace and Power” embodies direct democracy. The peace powers that require a democratic structure include the power of diversity (ev-ery voice is heard), the power of solidarity (each individual is fully engaged in making decisions), and the power of integration (all views, including the minority, are integrated into actions and decisions) . “Peace and Power” processes are designed so that each and every individual is empowered to speak, to act, to learn, and to be fully involved (Chinn, 2013b).

Answer 16

The intent and outcome of PEACE - emphasizing such emancipatory intents as empowerment for all, sharing of skills and knowledge