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Quiz 8 :

The Working Stage

Quiz 8 :

The Working Stage

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In small groups, explore the following questions: What are the major differences between a working and a nonworking group? Between a working and a nonworking member?
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The differences between a working and a nonworking group are as follows:-
img The differences between a working and a nonworking member are as follows:-
img

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Changing Membership in Open Groups. Assume that you are leading a group with a changing membership. Although there is a core of members who attend consistently, clients eventually terminate, and new members join the group. What obstacles will the members have to deal with if this group is to reach a working stage? How would you work to increase cohesion in this type of group? How would you handle the reality of members' terminating and new members' assimilating into the group?
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The nature of the group keeps on changing with the progress of the task or with time. In an open group where the members keeps on changing with time, it becomes little difficult for the members to reach the working stage. These are some obstacles faced by the team members in an open group are:-
• Unequal participation by all the members. The new members may not work efficiently as compared to the old members and may take some more time to learn the task.
• Conflict would be common where the members may not trust each other so soon and they will take time to understand and respect each other.
• Decision making will take time as all the members may not work collaboratively.
• Lack of creativity would be common as the new members may take time to understand the working style of each other and the group.
• Lack of motivation due to less cohesion and trust.
• Underperformance would be common as members will not be motivated to work together.
• Time consuming as the new members may take time to understand their roles and responsibilities in the team.
• Different working style of team members may also create obstacle to reach the working stage.
• Lack of communication is common as the size of the group may change with time and there is less interaction with the new members.
The role of leader is very important in increasing the cohesion in an open group. The leader should take responsibility to make the members comfortable with each other. These are the few roles that a leader should play in order to increase the cohesion in an open groups.
• Leaders should be clear about the goals and objectives.
• Proper and timely communication with the team members is very important.
• Leader should assign the roles and responsibility to each person in a group and keep a track of it effectively.
• Leader should be adaptable to change.
• They should be more directive and control the decision making process.
• Leader should encourage questions, conduct team meetings regularly, and resolve conflicts appropriately.
• The leader should give feedback in timely manner with respect to the goals and objectives and progress of the group.
In open groups where the members' terminate and new members' assimilate, it is very important for the leaders to handle the situation for the progress of the task.
• The leader should encourage the group members to find common ground when performing a task.
• The leader should make each member believe that their role is important for the success of the group.
• The leader should make the new member comfortable in the group environment and should encourage the old members to understand and gain trust.
• It is very important for a leader to establish trust, respect and confidence among its members.
• The leader should set expectation from all the team members and should control their activities effectively in order to avoid or eliminate conflict situation.
• The leader should encourage group members to meet the targets by working collaboratively.

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Directions: This evaluation exercise can be given to members at the end of each group session you may be leading to give you a quick index of the level of satisfaction of the members. You can summarize the results and begin a session with the trends you are noticing from the evaluation sheets. Have the members circle the appropriate number for each item, using the following scale: 1 or 2 = very weak 3 or 4 = moderately weak 5 or 6 = adequate 7 or 8 = moderately strong 9 or 10 = very strong How would you rate the group leader's level of involvement and investment in today's session? 1 2 3 4 5 6 7 8 9 10
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The group leader's level of involvement requires that the leader to have knowledge and information about the topic of discussion. It is very important for the group leader to have clear understanding of the subject which would help him to give appropriate ideas about the topic. Leader can understand, manage and control the session appropriately and come to conclusion by taking ideas from the members which would benefit the group. They should be clear in making decision about the issue by understanding the members' feelings.
The leader needs to identify the trend based on the evaluation exercise given to the members at the end of each group session. The evaluation exercise also helps the leader to improve or change his or her way of conducting group sessions. This would help the leader to bring changes in the behavior pattern of the members.
There are five scales on which the members would give their rating.
• 1 or 2 (very weak)- If members have selected this scale then it means that the members are not satisfied with the leaders style of dealing with the issue. The session was not interactive at all. Only the leader had information and it was a one-way communication. The members were unable to relate what was being told in the session. Leader did not share their personal feelings and failed to build trust among each other. The leader failed to understand their feeling and the decision was made based on the facts.
• 3 or 4 (moderately weak)- This means that the group did little bit of homework about the topic and were able to relate few of the information given by the leader with their understanding on the subject. They hesitate to participate or involve completely with the leader because of the lack of knowledge. It was a one-way communication and the leader was only giving ideas and information. Leader did not share their personal feelings and failed to build trust among each other. Also, the leader failed to understand their feelings and took decision based on his understanding.
• 5 or 6 (adequate)- The group had most of the information about the topic and could relate that information with their understanding. They participate in group activities and give basic ideas to the leader. Leader did not share their personal feelings completely and was not successful in building trust with the members. Leader was making the session interactive and making it a two-way communication. They are neutral with the decision taken by the leader. Too much personal information was not shared by the members.
• 7 or 8 (moderately strong)- The group had good knowledge about the topic and were able to relate those information with their understanding. They are participative and show interest in group activities. Leader conducted the interactive session and allowed everyone to share their feelings and ideas. Leader also shared their personal feelings and built trust among each other.
• 9 or 10 (very strong)- The group had all the information about the topic of the session. They have clear understanding on the subject. They are participative, active, self-motivated and are future leaders. They can take initiative. They have strong will power and can lead by examples. They have confidence and trust in each other. The leader also shared personal feeling and was successful in building trust with the members.

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Directions: This evaluation exercise can be given to members at the end of each group session you may be leading to give you a quick index of the level of satisfaction of the members. You can summarize the results and begin a session with the trends you are noticing from the evaluation sheets. Have the members circle the appropriate number for each item, using the following scale: 1 or 2 = very weak 3 or 4 = moderately weak 5 or 6 = adequate 7 or 8 = moderately strong 9 or 10 = very strong Rate yourself on the degree to which you saw yourself today as willing to take risks, to share with other members what you thought and felt, and to be an active participant. 1 2 3 4 5 6 7 8 9 10
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Directions: This evaluation exercise can be given to members at the end of each group session you may be leading to give you a quick index of the level of satisfaction of the members. You can summarize the results and begin a session with the trends you are noticing from the evaluation sheets. Have the members circle the appropriate number for each item, using the following scale: 1 or 2 = very weak 3 or 4 = moderately weak 5 or 6 = adequate 7 or 8 = moderately strong 9 or 10 = very strong How would you rate your involvement in the group today? 1 2 3 4 5 6 7 8 9 10
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In small groups, explore the following questions: What specific guidelines would you follow to determine whether self-disclosure would be appropriate and facilitative for you as a leader?
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Personal and Appropriate Self-Disclosure. What guidelines would you offer to members on appropriate self-disclosure? Can you explain to members the value of being personal and sharing who they are? How might you respond to this statement made by a member? "I don't see why there is so much emphasis on telling others what I think and feel. I've always been a private person, and all this personal talk makes me feel uncomfortable." How might you deal with this member in a voluntary group? In an involuntary group?
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In small groups, explore the following questions: What would you want to teach members during the working stage about giving and receiving feedback?
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Effective Confrontation. There are important differences between effective and ineffective confrontation. How would you explain this difference to group members? Think about how you might respond to a person who had been in your group for some time and who said, "I don't see why we focus so much on problems and on confronting people with negative feelings. All this makes me want to retreat. I'm afraid to say much because I'd rather hear positive feedback."
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Directions: This evaluation exercise can be given to members at the end of each group session you may be leading to give you a quick index of the level of satisfaction of the members. You can summarize the results and begin a session with the trends you are noticing from the evaluation sheets. Have the members circle the appropriate number for each item, using the following scale: 1 or 2 = very weak 3 or 4 = moderately weak 5 or 6 = adequate 7 or 8 = moderately strong 9 or 10 = very strong What degree of preparation (reacting, thinking about the topic, reading, and writing) did you do for this week? 1 2 3 4 5 6 7 8 9 10
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Directions: This evaluation exercise can be given to members at the end of each group session you may be leading to give you a quick index of the level of satisfaction of the members. You can summarize the results and begin a session with the trends you are noticing from the evaluation sheets. Have the members circle the appropriate number for each item, using the following scale: 1 or 2 = very weak 3 or 4 = moderately weak 5 or 6 = adequate 7 or 8 = moderately strong 9 or 10 = very strong Rate your leader on the dimensions of his or her ability today to create a good working climate as characterized by warmth, respect, support, empathy, and trust. 1 2 3 4 5 6 7 8 9 10
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Directions: This evaluation exercise can be given to members at the end of each group session you may be leading to give you a quick index of the level of satisfaction of the members. You can summarize the results and begin a session with the trends you are noticing from the evaluation sheets. Have the members circle the appropriate number for each item, using the following scale: 1 or 2 = very weak 3 or 4 = moderately weak 5 or 6 = adequate 7 or 8 = moderately strong 9 or 10 = very strong To what degree do you feel that the group dealt with issues in a personal and meaningful way (sharing feelings as opposed to intellectual discussion)? 1 2 3 4 5 6 7 8 9 10
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In small groups, explore the following questions: What are three major therapeutic factors that bring about change in clients?
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Directions: This evaluation exercise can be given to members at the end of each group session you may be leading to give you a quick index of the level of satisfaction of the members. You can summarize the results and begin a session with the trends you are noticing from the evaluation sheets. Have the members circle the appropriate number for each item, using the following scale: 1 or 2 = very weak 3 or 4 = moderately weak 5 or 6 = adequate 7 or 8 = moderately strong 9 or 10 = very strong To what degree do you feel satisfied with your experience in the group? 1 2 3 4 5 6 7 8 9 10
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Directions: This evaluation exercise can be given to members at the end of each group session you may be leading to give you a quick index of the level of satisfaction of the members. You can summarize the results and begin a session with the trends you are noticing from the evaluation sheets. Have the members circle the appropriate number for each item, using the following scale: 1 or 2 = very weak 3 or 4 = moderately weak 5 or 6 = adequate 7 or 8 = moderately strong 9 or 10 = very strong How would you rate the group's level of involvement? 1 2 3 4 5 6 7 8 9 10
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In small groups, explore the following questions: Although productive work can occur at all the stages of a group, not all groups reach what are described in this chapter as being characteristic of a working stage. What prevents a group from reaching a working stage?
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Key Indicators. What signs do you look for to determine whether a group has attained the working stage? Identify specific characteristics you see as especially related to this stage. To what degree has your group class evolved to the working stage? To what degree are you accomplishing your personal goals in the group?
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Directions: This evaluation exercise can be given to members at the end of each group session you may be leading to give you a quick index of the level of satisfaction of the members. You can summarize the results and begin a session with the trends you are noticing from the evaluation sheets. Have the members circle the appropriate number for each item, using the following scale: 1 or 2 = very weak 3 or 4 = moderately weak 5 or 6 = adequate 7 or 8 = moderately strong 9 or 10 = very strong To what degree do you experience trust within the group? 1 2 3 4 5 6 7 8 9 10
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