Quiz 8: The Working Stage

Education

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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In order to determine whether a group has attained the working stage we need to look into the key indicators or signs. These can be • The team members will be working together to meet the common objective. • The team members will focus on giving their best. • The team members will reach the high level of success. • The group will reach the highest degree of attachment and trust. • The group will work independently and there will be less intervention by the leader. • The team members will try to solve the conflict on their own. • The group will reach a conclusion. The characteristics of working stage are as follows:- • Members are ready to take challenges. • Each member will understand their role in the group. • The group will have the problem solving ability. • There will be a shared and participative leadership and the leader intervention is minimal at this stage. • Team members will be highly motivated and give their highest level of performance. • The focus is more on productivity and customer satisfaction. • Team members will be adaptable and flexible. • Members take initiative to perform the task efficiently and effectively. • Members will have confidence and they trust each other. • Members cooperate and coordinate appropriately. • Communication among team members will be open and direct. The group evolves to the working stage only if they have crossed the forming, storming and norming stage. In most of the cases a group may not reach the working stage and may dissolve at the norming stage. The group will evolve the performing or working stage if they work collaboratively and are highly productive. Commitment, cooperation, creativity, trust, confidence etc are very important in order to reach the working stage and these characteristics can be seen in my group class. At working stage, the members focus on meeting the common goal or objective. This is done by giving a highest level of performance. Also accomplishing personal goal at this stage is not given more importance by the team members. If the members work collaboratively to meet a common goal indirectly they are fulfilling their personal goals. In order to fulfill personal goal, it is important to focus on the common goal of the team and work towards the success of the team.

Q 2

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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The degree of preparation for any topic requires the ability of thinking, reading, writing and reacting. It is very important for the group members to have clear understanding of the subject which would help them to give appropriate ideas about the topic. 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 they did not do proper homework about the topic of discussion. Members did not have idea about any information on the topic. They could not relate the information with their understanding. It would be little difficult for the leader to change their mindset or interest in group activities. • 3 or 4 (moderately weak)- This means that the members 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. Leader need to encourage them to be participative in group activities. • 5 or 6 (adequate)- The members had most of the information about the topic and could relate that information with their understanding. They can get more involved in the session and can be easily encouraged by the leader for future sessions to be more participative. • 7 or 8 (moderately strong)- The members 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. They have leadership skills and are self motivated. Leader needs to encourage them to be more active in future sessions. • 9 or 10 (very strong)- The members have 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 and have the ability to guide others in the team. They have strong will power and can lead by examples.

Q 3

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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Essay

The differences between a working and a nonworking group are as follows:- The differences between a working and a nonworking member are as follows:-

Q 4

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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Q 5

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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Q 6

In small groups, explore the following questions: What are three major therapeutic factors that bring about change in clients?

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Q 7

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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Q 8

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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Q 9

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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Q 10

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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Q 11

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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Q 12

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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Q 13

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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Q 14

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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Q 15

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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Q 16

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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Q 17

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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Q 18

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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Quiz 8: The Working Stage

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