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

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

3. 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

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

5. 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)

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

7. 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

8. 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

9. 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

10. 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

11. 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

12. Social Integration and Influence
Norms
Roles
Status Hierarchies

13. 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

14. 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

15. 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

16. 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

17. 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

18. 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

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

20. 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