1. Communication in Small Groups Chapter 5

2. Brainstorming Exercise

3. Group Archetypes #Group archetypesDistinctive contextual featuresTheoretical foci 2self-managing work team quasi-independent group in complex organization seeking efficiency group competence and task effectiveness 3deliberative jury zero-history groups seeking unanimity on specific legal questions social influence and decision making 4 groupthink (in committee), consensual democracy, and parliamentary council committees/councils with ongoing decision-making responsibility effective discussion procedures 5 task force, heist team, and X-team ad hoc groups subject to external forces demanding innovation diversity, creativity, and information flows 6athletic team teams with well-established role conventions pursuing narrow goals teamwork, leadership, roles, and status 7 harmonious/acrimonious family, band, gang intimate and relationally charged entities with unity pressure relational communication, cohesion, and interpersonal conflict 8 consciousness-raising and activist groups countercultural sites of identity invention and/or affirmation norms, socialization, symbolic convergence, and social identity 9 support, play, therapeutic, and collaborative learning groups safe, exploratory spaces promoting personal growth unconscious behavior, individual learning, and group development

4. Group Effectiveness Comparisons (Optional: Poll students on effectiveness of their journal group, and plot results based on other variables, such as these…) Group size Group diversity of interests Shared history (maturity)

5. xxx Brainstorming Score High Low 320 Comparison: Diversity of Interests (Blank chart for optional exercise) 80 160 240

6. Group Size Brainstorming Score 3 4 5 6 7 8 320 Comparison: Group Size 80 160 240

7. % of Grp with Unique Cultural Expertise Brainstorming Score 100% None 320 Comparison: Diversity of Interests 80 160 240 50%

8. Hours Spent Together Brainstorming Score High Low 320 Comparison: Shared History 80 160 240 Medium

9. Objective Demographic Faultlines in Group Effectiveness of Group Process Negative attitude toward diversity (Subgroups perceived when real faultlines exist) Positive attitudes toward diversity (No subgroups ever perceived) Severe None Low High Diversity and Faultlines

10. Integration of physical resources Idea generation Information seeking and exchange Attention to group structure and process Originality and quality of decisions and/or recommendations Effectiveness of coordinated action Satisfaction with process and outcomes Equality and dynamism of group structure Maturity and cohesion of group Group size and resources Distribution of expertise and external ties Members’ status consciousness and openness to diversity, change, and new ideas Emphasis on innovation and diversity Strength of link between status and expertise Resources devoted to training Economic pressure to innovate Changing workforce demographics Social stratification Anti-discrimination laws Cultural orientations (individualist/collectivist, hierarchical/egalitarian) Group diversity, creativity, information

11. Head Chef: “Pies are our specialty.” Dpty. Chef: “Groundnuts are popular in Nigeria.” Head Chef: “The nearby market sells groundnuts.” Head Waiter: “Pies are our specialty!” 1.1 Pies are our specialty (66% chance of mention) 2.1 The nearby market sells groundnuts (66% chance) 3.1 Groundnuts and peanuts are synonymous (66% chance) Decision: We shall make groundnut pie for the Nigerian emissary. 1.2 Pies are our specialty (40% chance) 4.1 Our key limes have gone rotten (30% chance) 5.1 Groundnuts are popular in Nigeria (30% chance) 1.3 Pies are our specialty (60% chance) 5.2 Groundnuts are popular in Nigeria (30% chance) 6.1 Nigerian emissary has a peanut allergy (10% chance) Lead Chef Takes up 50% of meeting time; no information bias. Deputy Chef Takes up 25% of time; slightly favors shared information. Head Waiter Takes up 25% of time; strong bias toward shared info. Group members’ information stocksGroup discussionGroup decision