Chapter 3 Understanding Group Dynamics Slides developed by Ronald W. Toseland State University of New York at Albany

Importance of Group Dynamics Examples of extreme group dynamics Hitler Youth Movement Ku Klux Klan Jonestown Branch Dividends Other examples

Promoting Helpful Group Dynamics Identify group dynamics as they emerge during group interaction Assess the impact of group dynamics on group members Impact of group dynamics on the group as a whole Impact of group dynamics on future group functioning Impact of group dynamics on members from different ethnic/racial, socioeconomic, etc. Facilitate group dynamics that meet socioemotional and task needs

Group Dynamics Communication and interaction patterns Cohesion Social integration and influence Group culture

Communication Communication as a process Selective perception Non-verbal messages Noise and other distortions Hearing and visual impairments Cultural interpretations Feedback Communication Sender (meaning encoding) Transmission (distortions in message) Receiver (understanding decoding)

Group Interaction Patterns Maypole, round robin, hot seat, and free floating Cues and reinforcers Emotional bonds Subgroups Size and physical arrangements Power and status

Addressing Subgroups Is the group sufficiently attractive? Promote norms that emphasize members listening and respecting each other Promote norms that restrict communication to one member at a time Change seating arrangements Ask for certain members to interact with other members more frequently Use program materials and exercises that separate subgroup members Assign tasks for members to do outside the group in subgroups with different members

Principles for Practice Members are always communication so assessment should be ongoing Communication patterns can be changed by various means Members communicate for a purpose Help members understand and appreciate the meaning of communications Selective perception- workers should help members listen to what others are saying Messages may be distorted in transmission, so clarify unclear or ambiguous messages Workers should educate members on how to give feedback and model these methods Open, group-centered communication is often, but not always, preferred communication Workers should encourage communication patterns that are appropriate for the group

Reasons For Cohesion The need for affiliation, recognition and security The resources and prestige available through group participation Expectations of the benefits of the group Comparison of the group to other group experiences

Effects of Cohesion Expression of positive and negative feelings Willingness to listen Effective use of feedback and evaluations Greater members’ influence over each other Feelings of self-confidence, self-esteem and personal adjustment Satisfaction with the group experience Perseverance toward goals Willingness to take responsibility for group functioning Greater goal attainment and organizational commitment High level of attendance, fewer dropouts, longer length of participation

Principles for Practice A high level of interaction promotes cohesion – Use program activities and group discussion Help members meet individual & group needs Help members cooperate rather than compete Use naturally occurring intergroup conflict to build intra-group bonds A small enough group to give all members a chance to participate Strive for congruence between members’ expectations and the purpose of the group Groups that offer rewards, resources, status, prestige and pride in membership

Social Integration and Influence Norms Roles Status Hierarchies

Minority Opinions Offer compelling and consistent arguments Ask the group to carefully listen Appear confident Don’t be close-minded to other opinions Take a flexible stand – compromise Use flawed logic in the majorities’ opinions

Principles for Practice Assess if norms, roles and status help members feel integrated & accomplishing goals Facilitate norms, roles and status that structure the group We do not want it to become disorganized, chaotic, unsafe or anxiety producing

Principles for Practice Avoid norms, roles and status hierarchies that restrict members’ own judgment and free will Ability to accomplish agreed upon goals, freedom, and independence of acceptable behavior Make norms, roles and status attractive – the group should be a satisfying experience

Principles for Practice Emphasize the importance of the group’s work and individual member’s contributions Consider incentives for members to participate Rewards and sanctions applied fairly- healthy social integration benefits each member/group

Group Culture Values, beliefs, customs, traditions Three levels Symbols and rituals – ex. AA The way members interact with each other – ex. the way conflict is handled Core beliefs, ideologies, and values held in common

Principles for Practice Workers should help members examine, compare & respect each others’ value systems Workers should help members understand the values of the agency, community and society Balance socio-emotional and task needs Workers should help members with an awareness of stereotypes and avoid them Mediate value conflicts among members and between the agency and society Model values: openness, self-determination, fairness, acceptance of difference

Stages of Group Development Beginning Middle Ending Different Models Open versus closed membership and group development

Principles for Practice Observe and talk about discernible and predictable patterns of group development Workers should help open membership groups develop a simple structure and a clear culture Develop a safe and positive group environment Expressions of difference and even conflict about norms, roles and status are a normal part of group development Develop sufficient structure in early group meetings to increase feelings of satisfaction and safety early in the group’s development Emphasize respect and tolerance and mediate differences about norms, roles, and status to Encourage movement toward the middle stage Stay focused, develop an appropriate culture for work, and overcome obstacles In the ending stage members should: Review and evaluate their work, highlight accomplishments & point out areas that need work Express feelings about endings, & prepare for termination with ceremonies or program activities