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N102 > Unit 11: Intro to Collaboration > Flashcards

Unit 11: Intro to Collaboration Flashcards

1
Q

What is collaboration?

A
  • working respectfully with others towards a shared common goal or outcome
  • solution-oriented
  • working with others cooperatively to solve problems
  • manage conflict
  • involves: directly confronting the issue, acknowledging our feelings, and using open communication
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2
Q

What are groups?

A
  • 3 or more individuals
  • common goal
  • influence and are influenced by each other
  • relationships are interdependent
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3
Q

Which of the 2 is this kind of group?

informal where membership is automatic or voluntary?

A

Primary group

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4
Q

Explain primary group:

A
  • informal structure and close personal relationships
  • automatic (family) or voluntary (friends) membership
  • no determined end date
  • important influence on self-identity and social skills
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5
Q

Explain secondary groups:

A
  • formal structure, leader and specific goals
  • time limited (end time established at the beginning)
  • termination of group once task is completed
  • for short term goals, develop knowledge and skills
  • predetermined organization are also a part of this and examples include therapy or support groups
  • can be non-work related ex. social action, specific task, clinical teams, education groups
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6
Q

When is group therapy contraindicated?

A

In acutely psychotic, actively suicidal, paranoid, excessively hostile or impulsive patients until symptoms are brought under control.

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7
Q

What is group process?

A

It refers to the structural development of small group relationship

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8
Q

List Tuckman’s 5 stage model that is used for small group development:

A
  • forming
  • storming
  • norming
  • performing
  • adjourning
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9
Q

Define the phases of tuckman’s model for small group development:

  • forming
  • storming
  • norming
  • performing
  • adjourning
A

FORMING: form grou, introduce, get to know.
STORMING: focus on power or control issues (boundaries are tested, communication styles, reactions etc.) Disagreements, comparians and goals take place.
NORMING: individual goals become aligned with group. Group specific norms are discussed and put into place. Brainstorming and cohesiveness occurs.
PERFORMING: most work accomplished in this phase. acceptance of each other. Group cohesion. Loyalty and members engaged. Constructive criticism
ADJOURNING: final stage. Review of what’s accomplished. reflect on work. make future plans.

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10
Q

What is the difference betwen task functions and maintenance functions?

A

task - behaviours relevant to the attained of group goals

maintenance - behaviours that help the group maintain harmonious working relationship

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11
Q

List the various task functions in a group dynamic:

A 
Initiating
Seeking information or opinion
Giving info or opinion
Clarifying, elaborating
Summarizing
Consensus taking
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12
Q

List th various maintenance functions in a group dynamic:

A 
Harmonizing
Gatekeeping
Encouraging
Compromising
Setting standards
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13
Q

What kind of functions are the ones listed below and for what?

Define:

Initiating
Seeking information or opinion
Giving info or opinion
Clarifying, elaborating
Summarizing
Consensus taking
A

Task functions for group dynamics

Initiating: identify tasks goals, strategies, solve problems
Seeking information or opinion: request facts, opinions, suggestions for task accomplishment
Giving info or opinion: offer facts or useful info
Clarifying, elaborating: interpret ideas, paraphrase, add info
Summarizing: pull ideas together, restate ideas, seek feedback from group
Consensus taking: has group reached conclusion? test possible outcome

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14
Q

What kind of functions are the ones listed below and for what?

Define:

Harmonizing
Gatekeeping
Encouraging
Compromising
Setting standards
A

Harmonizing - reconcile disagreements, reduce conflict, constructive criticism
Gatekeeping - communication channels (permit greater sharing)
Encouraging - words/body language of acceptance that allows greater sharing
Compromising - admits mistakes; offers concession; modifies position when needed
Setting standards - calls for group to reassess or confirm implicit and explicit group norms when appropriate

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15
Q

What are self roles and name th few in terms of nonfunctional roles?

A

Self roles are roles a person unconsciously uses to meet self needs at theexpense of other members’ needs, group values and goal achievement

Aggressor
Blocker
Joker
Avoider
Self-confessor
Recognition
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16
Q

What kind of nonfunctional self role is this:

Critizes or blames others, personally attacks other members, uses sarcasm and hostility in interactions

“No way, that’s stupid, why would we do that”

A

Aggressor

17
Q

What kind of nonfunctional self role is this:

Instantly rejects ideas or argues an idea to death, cites tangential ideas and opinions, obstructs decision making

“I’m not doing that”

A

Blocker

18
Q

What kind of nonfunctional self role is this:

Disrupts work of the group by constantly joking and refusing to take group task seriously

A

Joker

19
Q

What kind of nonfunctional self role is this:

Whispers to others, daydreams, doodles, acts indifferent and passive

A

Avoider

20
Q

What kind of nonfunctional self role is this:

Uses the group to express personal views and feelings unrelated to group task

(oversharing about themselves)

A

Self-confessor

21
Q

What kind of nonfunctional self role is this:

Seeks attention by excessive talking, seeker trying to gain leader’s favor, expressing extreme ideas or demonstrating peculiar behaviour.

A

Recognition

22
Q

List the characteristics of an effective group?

A
  • clear goals
  • open communication
  • equal power
  • flexible decision making
  • controversy is viewed healthy
  • balance b/ween task and maintenance role functioning
  • individual contributions are acknowledged and respected
  • diversity is encouraged
  • interpersonal effectiveness, innovation and problem solving adequacy are evident
23
Q

List the characteristics of an ineffective group?

A
  • vague goals
  • guarded communication
  • unequal power (i.e leader)
  • inflexible decision making
  • controversy/open-conflict not tolerated
  • one sided focus b/ween task or maintenance role functioning
  • individual contributions not used.
  • diversity is not respected.
  • problem solving abilities, morale, and interpersonal effectiveness are low and undervalued.
24
Q

What term refers to extreme cohesiveness?

A

Group think

25
Q

Is Group think a positive phenomena?

A

No. It is negative becase group members may not agree with group outcome but do so simply for sake of harmony.

26
Q

What term refers to - when realistic evaluation of issues does not occur because group members minimize the conflict in an effort to reach consensus.

A

Group think

27
Q

What term best decribes - when members striving for unanimty override their motivations to realistically apprase alternative course of action

A

Group Think

28
Q

List warning signs of group think:

A
  • illusion of invulnerability
  • collective rationalization that disregards warnings
  • belief in inherent morality of the decision (“we are right because ____”)
  • stereotyped or negative views of ppl outside the group
  • direct pressure on dissenters (ppl who disagree)
  • self-censorship (individuals who have doubts so not share them then)
  • illusion if unanimity which is held to be unanimous (viewpoint of a few addressed as viewpoint of all)
  • self appointed minguards who withhold data
29
Q

What term is this - according to groupthink theory, is a member of a group who serves as an informational filter, providing limited information to the group and, consciously or subconsciously, utilizing a variety of strategies to control dissent and to direct the decision-making process toward a specific, limited range of possibilities.

A

Mindguards

30
Q

What warning sign is demonstrated when an individual dismisses a discussed strategy by saying “on we are not going to talk about that” or avoids it all together

A

Mindguarding

31
Q

Most of the group’s work is accomplished in which phase?

A

Performing phase

32
Q

What are some guidelines to giving effetive feeback behaviour?

A
  • plain language
  • simplify unfamiliar terms and concepts
  • clear, concrete, honest message
  • non-verval behaviours match verbal behaviours
  • seek feedback to validate accurate reception of information
  • one idea at a time
  • ideas in logical sequence
  • choose correct placec/time
  • offer suggestions
  • ask permission before giving
33
Q

Strategies for receiving feedback?

A
  • listen respectfully
  • avoid becoming defensive
  • clarify if you don’t understand
  • ask for guidance on future performance
  • demonstrate appreciation for the feedback
  • take action to integrate the feedback
  • DONT say “don’t be offended but”
34
Q

What is incivility?

A

Persistent uncivil behaviours at workplace also known as bullying

35
Q

Bullying, verbal abuse, horizontal violence, lateral violence, in-gighting, mobbing and harassment or scapegoating are examples of ?

A

UNCIVILITY

36
Q

Define disruptive behavior and name the 2 kind:

A

Disruptive behaviour is defined as a lack of civility or lack of respect which occurs within professional relationships.

Overt and Covert behaviours are 2 kinds of discruptive behaviours

37
Q

What is the main difference between overt and covert behaviours?

A

Overt can be seen by you and others whereas covert cannot be.

38
Q

Give examples of overt behaviours:

A 
rudeness
verbal abuse
intimidation
put-downs
angry outburts
yelling
blaming
criticizing team members in front of others
sexual harassment
threatening physical confrontation
39
Q

Give examples of covert behaviours:

A 
passive-aggressive communication
withholding need-to-know info
withholding help
assigning heavy workload
refusing to perform assigned tasks
impatience or reluctance to answer questions
refusal to return phone calls or pages
speaking in a condescending tone

N102 (4 decks)

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