Free Essay About Group Analysis

Small Group Analysis

The group is composed of seven members and each member comes from different ethnicity with each possessing distinct capabilities.
The purpose of our group is to discuss about different subjects and get answers.
Group aggregate
In gemeinschaft, people lean towards social community instead of their personal needs and wants. On the other hand, gesellschaft involves people who value their needs more than the needs of the association.
One of the rules of our group is agreement. We strive to work together to agree on the solution that expresses in the group. Although our group most often is involved in conflicts, more conflicts means that more opinions are raised, which makes it easy to get the right answer. Thus our group is in gemeinschaft.
In our group, we work and assist each other to overcome challenges. Moreover, the climate in our group is supportive and friendlier amongst us and other groups.
We became involved in the interaction because we identified the need to share our knowledge and learn from each other’s ability in certain subjects.

This group is a result of formed process.

We were brought together because of a given social situation, which is the need to discuss different subjects. The interaction we have is central for any change in the different discussions states that the situation brings temporarily. The means of change in our group is the individual who relates the situation to one or more group members. The individual achieves this by processing relevant inputs from the discussion (Forsyth, 2010).

Tuckman’s Stages of Group Development

Forming, storming, norming, performing, and adjourning (Forsyth, 2010). Forming of the group takes place during the first stages of group building. Here, the behavior of an individual is guided by the desire to be accepted by other members as well as avoid conflicts. Individuals try to avoid serious feelings and concentrate on being busy with tasks such as group organization, duties of each member, and the time to meet. Moreover, group members here focus on collecting information and imitations about each other, and the extent of the assignment and how to tackle it. Although this stage is comfortable, the lack of conflict and threat hinders the achievement of many things. In the second stage, storming, various concepts compete for recognition. The group tackles issues such as the kind of problems they are supposed to solve, how to work individually as well as jointly, and the kind of leadership approach they will use. Group members open up to each other and face each other’s concepts as well as views. In some instances, storming can be resolved fast. However, in others, the group may never step out of this stage. Whether the group will step out of this stage or not is determined by the maturity of some group members, because some members may concentrate on trivial things to avoid real issues. This stage is required in order to help group members grow and it can turn out to be uncomfortable, and contentious to members of the group who are reluctant to conflict. The emphasis at this stage should be on tolerance of group members and their differences. In the third stage, norming, the group manages to have one purpose as well as come to a joint plan for the group. Some members may be forced to leave their own personal concepts and be in agreement with other members in order to enable the team to work well. At this stage, all group members take the duty and have the objective to function for the group’s success. In the fourth stage, performing, the group is a highly performing and is able to work as a team as it finds ways to get the tasks done effectively without unsuitable disagreement or the requirement for outside regulation. The group members at this stage have now become competent, autonomous and able to manage the process of decision making without supervision. In the last stage, the group becomes involved in a process of letting go of the structure of the group and moving on. It involves breaking and entails the termination of tasks, the completion of duties and reduction of dependency. It can be a stressful process especially if the dissolution is unplanned.

Currently my group is in the performing stage.

All members in the group share the same purpose. Thus, we all concentrate on our roles in order to reach our goals. Although each member has his/her own matters to be taken care of, when a task arises in the group, our primary focus usually is on the completion of the assignment. For instance, a group member may be in a bad mood, however, when he or she comes to class and the group is assigned a task, the member will have to focus on the task and put aside his/her personal emotions. During times of discussions, we express our concepts freely.

Leadership

Leadership is the capacity to guide and direct others in a given situation. Leadership involves numerous duties. Thus, a leader needs to be respectful, responsible as well as be capable of carrying out the roles in the group properly. As a leader, responsibility indicates whether the leader will recognize the outcomes when he/she loses or wins (O'Connell & Cuthbertson, 2009).

Calvin displays leadership skills.

His role is to ensure that tasks are completed in time. He posses skills such as proper manner of communicating, he promotes equality and is able too manage conflicts effectively. He guides and lets each member express his/her own ideas freely, promote assertiveness.
Participative leadership, which involves the leader being involved in the process of decision making that, enhances understanding of the problems involved by members who must carry out the decisions. Members become more committed to actions because of their involvement in decision-making (Forsyth, 2010). Members become less competitive and more corporative when working to achieve the group’s goals. When members make decisions jointly, the social commitment to each member becomes greater, which increases commitment to the decision.

Systems Perspective

Trait theory, which focuses similarities of traits
The theory considers identification of certain traits by studying successful leaders. The underlying hypothesis is that if other individuals have these traits, then they can also become good leaders (Forsyth, 2010).
In our group, we do not allow disapproval but communicate friendly, which assists us with higher results in our tasks. We have decided on problem orientation in place of control as the best way to solve our problems. All group members are frank people, which mean we are more confident than controlling. For example, during one session we discussed numerous issues before selecting a single answer. As a group, we selected the most significant solution and illustrated the least significant one. All of us respected each other’s thoughts and talked until we got the right answer.

Group value: we have successfully created a friendly atmosphere in the group environment, which makes every member to feel appreciated.

Sanction: we do not allow the power to be centralized, but distribute it to every member equally.
Boundary maintenance behavior: when a troublemaker in the group begins his/her conflicts, we do not allow him/her to interfere and make hateful statements about other members. We usually ask the troublemakers about there own ideas.

Conclusion

Creating a strong working team involves several elements that primarily revolve around a coordinated group work. An effecting working group involves a proper health check founded on laid down principles and regulations guiding the group’s operation. A group should promote creative and concise application and incorporation of the course education, which results in proper working of the group. Main skills required in a group setting include good communication as well as leadership skills. In future, the group will develop a strong conflict management together with a strong system of communication. One of the reasons for this is that conflicts are the major group killers and are more often brought about by poor communications and information distortions.

References

Forsyth, D. R. (2010). Group dynamics. Belmont, Calif: Wadsworth Cengage Learning.
O'Connell, T. S., & Cuthbertson, B. (2009). Group dynamics in recreation and leisure: Creating conscious groups through an experiential approach. Champaign, IL: Human Kinetics.