class session 1 groups and teams overview spr 2010
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An Introduction An Introduction
ADLT 612 and the Study ADLT 612 and the Study of Learning in Groups of Learning in Groups and Teamsand Teams
January 26, 2010January 26, 2010
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Welcome!Welcome! Introductions: Who’s whoIntroductions: Who’s who Team assignments: Pick a strawTeam assignments: Pick a straw Overview of the course syllabus and Overview of the course syllabus and
assignmentsassignments Grades: team, individual, and rGradeGrades: team, individual, and rGrade Using the class wiki, Using the class wiki,
http://groupsandteams2010.pbworks.com Setting up a course blogSetting up a course blog
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Assignment # 1 – Team Paper (20 points)Assignment # 1 – Team Paper (20 points)
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Assignment # 2 – Team Presentation (20 points)Assignment # 2 – Team Presentation (20 points)
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Assignment # 3 – Team Leadership in Assignment # 3 – Team Leadership in Facilitation (20 points) Facilitation (20 points)
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Individual Paper – Assessment of Individual Paper – Assessment of Learning in the Team Experience (25 Learning in the Team Experience (25 points)points)
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Assignment # 5 – Reflection, Participation, Assignment # 5 – Reflection, Participation, Involvement (15 points) Involvement (15 points)
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What do you know already What do you know already about the nature of groups about the nature of groups and teams?and teams?
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Problems in Entering a New Group Problems in Entering a New Group
Identity - Identity - Who am I to be?Who am I to be?
Control & Influence - Control & Influence - Will I be able to control Will I be able to control and influence others?and influence others?
Needs & Goals - Needs & Goals - Will the group goals include Will the group goals include my own needs?my own needs?
Acceptance & Intimacy - Acceptance & Intimacy - Will I be liked and Will I be liked and accepted by the group? accepted by the group?
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Self-Oriented Coping ResponsesSelf-Oriented Coping Responses
““Tough” responses: Tough” responses: fighting, controlling, fighting, controlling, and resisting authorityand resisting authority
““Tender” responses: Tender” responses: supporting, helping, supporting, helping, forming alliances, dependencyforming alliances, dependency
Withdrawal or denial responses:Withdrawal or denial responses: passivity, indifference, overuse of “logic and passivity, indifference, overuse of “logic and reason” reason”
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Group Development Group Development
First, a period of self-oriented behavior First, a period of self-oriented behavior
As self-oriented concerns are As self-oriented concerns are addressed, people pay more attention addressed, people pay more attention to each other and the task at handto each other and the task at hand
The work of “building” the group occurs The work of “building” the group occurs simultaneously with task simultaneously with task accomplishmentaccomplishment
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Weisbord’s Conditions for Weisbord’s Conditions for Team Success Team Success
Interdependence - Interdependence - people are working on people are working on
problems in which each person has a stakeproblems in which each person has a stake
Leadership - Leadership - the boss wants to improve team the boss wants to improve team performance and is willing to take some risksperformance and is willing to take some risks
Joint decision - Joint decision - all members agree to participate all members agree to participate
Equal influence - Equal influence - each person has a chance to each person has a chance to influence the agenda influence the agenda
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Questions Asked by New Questions Asked by New Team Members Team Members
Am I in or out?Am I in or out?
Do I have any power or control?Do I have any power or control?
Can I use, develop, and be appreciated Can I use, develop, and be appreciated for my skills and resources?for my skills and resources?
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Tuckman’s Stages of Group Tuckman’s Stages of Group DevelopmentDevelopment
FormingForming
StormingStorming
NormingNorming
PerformingPerforming
Adjourning Adjourning
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Task Dimensions Task Dimensions
TThe relationship between group he relationship between group members and the task they are to members and the task they are to perform. Task refers to the job they have perform. Task refers to the job they have to do and how they go about doing it.to do and how they go about doing it.
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Process dimensionsProcess dimensions
The relationships of group members with The relationships of group members with one another -- how they feel toward one one another -- how they feel toward one another and how they feel about their another and how they feel about their membership in the group. membership in the group.
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Task and Process DimensionsTask and Process Dimensions
Highly interdependent in practice; without Highly interdependent in practice; without both dimensions, group process does not both dimensions, group process does not existexist
Task output is productivityTask output is productivity
Process output is cohesivenessProcess output is cohesiveness
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Relationship Between Cohesiveness Relationship Between Cohesiveness and Productivityand ProductivityPro
du
ctiv
ity
Cohesiveness
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Promoting Cohesiveness in Promoting Cohesiveness in GroupsGroups
Encourage interpersonal attraction through Encourage interpersonal attraction through attitudinal similarity attitudinal similarity
Increase contact timeIncrease contact time
Build perceptions of others as likeableBuild perceptions of others as likeable
Create opportunities for self-disclosure Create opportunities for self-disclosure
Promote group identificationPromote group identification
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Cohesiveness in Groups, Cohesiveness in Groups, con’tcon’t Create historyCreate history
Accomplish somethingAccomplish something
Develop relationships and shared Develop relationships and shared
normsnorms
Promote acceptance of all membersPromote acceptance of all members
Encourage external threatsEncourage external threats
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An Effective Team Possesses... An Effective Team Possesses...
Adequate mechanisms for getting feedbackAdequate mechanisms for getting feedback Optimal cohesionOptimal cohesion Flexible organization and proceduresFlexible organization and procedures Maximum use of member resourcesMaximum use of member resources Clear communicationsClear communications Clear goals accepted by all membersClear goals accepted by all members Feelings of interdependence Feelings of interdependence Shared participation in leadership functions, including Shared participation in leadership functions, including
decision makingdecision making Acceptance of minority views and persons Acceptance of minority views and persons
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ReferencesReferences
Levi, D. (2007). Levi, D. (2007). Group dynamics for teamsGroup dynamics for teams. (2. (2ndnd ed). ed). Thousand Oaks, CA: Sage.Thousand Oaks, CA: Sage.
Schein, E. H. (1999). Schein, E. H. (1999). Process consultation revisited: Process consultation revisited: Building the helping relationshipBuilding the helping relationship. Reading, MA: . Reading, MA: Addison-Wesley.Addison-Wesley.
Weisbord, M. R. (2004). Weisbord, M. R. (2004). Productive workplaces Productive workplaces revisited: Dignity, meaning, and community in the 21revisited: Dignity, meaning, and community in the 21stst centurycentury. San Francisco: Jossey-Bass.. San Francisco: Jossey-Bass.