1. When you are the group's leader, what duties do you think are the most important, and why?
Though group goals are different for different groups, generally, group cohesiveness is the most important aspect in groups. It doesn't matter how well you know a subject, it's how well you can effectively relate it to your group. Imagine if in a group no one knew the other's name or even cared about the others in the group. Though it wouldn't be impossible to get things done. It would be difficult, time consuming, and tiresome.
2. Think of the most creative group you've ever belonged to. What made this group creative?
I have been involved in many creative groups. The most creative group I have been involved in was my speech and debate teams in high school. Tournaments allowed for all of our creative energy to come together and do the best for the team. What made us creative were practicing of our talents in, supporting one another, cohesiveness, and putting others before ourselves.
Tuesday, October 7, 2008
Chapter 12: Manging Conflict in the Small Group
1. What do you think are the most important qualities a mediator should have? Why is each important?
The leader should present alternatives to arguments that arise by:
1. Presenting alternatives (that presents what the subgroup wants and believes and why).
2. Charting alternatives (dissecting both sides of the argument)
3. Search for creative alternatives (by reviewing all elements and listening to the entire groups thoughts and opinions)
4. Resolution occurs when and if a consensus or compromise alternative is adopted.
Overall the mediator should be the negotiater who manages disputes and helps resolve issues.
2. Imagine that you run into the person with whom you are most in conflict. What do you do and say? Are you satisfied with the encounter? Is there anything you'd like to do differently?
When I randomly see someone who I am in conflict with I tend to avoid them if they avoid me. But if they are right in my path I will kindly say, "hello, how are you?" and other positive things. I wish that I would have more courage to sit down and talk with these people and fix our problems. I don't like people to not like me. Before I have sat down with someone who didn't like me and we resolved our conflicts. In the end I have made a close friend because they knew that I truly cared about their friendship. But a few people I know do not like me no matter how many times I ask for forgiveness or try to do better. It's okay, I just try to love them like Jesus would and smile.
The leader should present alternatives to arguments that arise by:
1. Presenting alternatives (that presents what the subgroup wants and believes and why).
2. Charting alternatives (dissecting both sides of the argument)
3. Search for creative alternatives (by reviewing all elements and listening to the entire groups thoughts and opinions)
4. Resolution occurs when and if a consensus or compromise alternative is adopted.
Overall the mediator should be the negotiater who manages disputes and helps resolve issues.
2. Imagine that you run into the person with whom you are most in conflict. What do you do and say? Are you satisfied with the encounter? Is there anything you'd like to do differently?
When I randomly see someone who I am in conflict with I tend to avoid them if they avoid me. But if they are right in my path I will kindly say, "hello, how are you?" and other positive things. I wish that I would have more courage to sit down and talk with these people and fix our problems. I don't like people to not like me. Before I have sat down with someone who didn't like me and we resolved our conflicts. In the end I have made a close friend because they knew that I truly cared about their friendship. But a few people I know do not like me no matter how many times I ask for forgiveness or try to do better. It's okay, I just try to love them like Jesus would and smile.
Chapter 11: Problem Solving and Decision Making in Groups
1. Of the three types of decision making (consensus, majority vote, by the leader), which do you prefer and why?
I prefer majority vote. It seems the most fair and easiest to achieve. Everyone votes and whoever has the highest vote wins.
2. What factors make information seem credible to you? Do you think other people feel the same way you do about credibility?
Several factors make information seem credible such as: who the person or organization is, the knowledge that person has on the given topic, and that person's reputation of credibility.
Though generally most people might agree with my definition of credibility they may disagree on who I think is more credible.
I prefer majority vote. It seems the most fair and easiest to achieve. Everyone votes and whoever has the highest vote wins.
2. What factors make information seem credible to you? Do you think other people feel the same way you do about credibility?
Several factors make information seem credible such as: who the person or organization is, the knowledge that person has on the given topic, and that person's reputation of credibility.
Though generally most people might agree with my definition of credibility they may disagree on who I think is more credible.
Wednesday, October 1, 2008
Chapter 10: Problem Solving and Decision Making in Groups I
1. Describe exactly what you do when you have a problem to solve. How well does this procedure work for you?
Depending on the situation I usually use a method that many Christians use. First, I go to the person and address and try to solve the problem at hand. If that is inconclusive I then go back with someone I respect and try to reason with the person or persons who I am in conflict with. If that still doesn't work I take it before an elder, such as a teacher or leader.
Usually the conflict is resolved within the first meeting, but I have had some instances where it just wasn't worth trying to salvage the relationship because the other person didn't care to salvage it.
2. What examples of logical fallacies have you experienced? Which have you been guilty of using?
I have seen all the logical fallacies (Overgeneralizing, Ad Hominenm Attacks, Suggesting Inappropriate Causal Relationships, False Dilemmas, Faulty Analogies, & Evaluating Information and Reasoning from the World Wide Web) play out in some form in my lifetime. The one that I can be guilty of using is a False Dilemma. It is either-or thinking that assumes, incorrectly, that only two choices or courses of action are possible. I have found myself assuming that certain things are a certain way when they really could be a variety of ways.
Depending on the situation I usually use a method that many Christians use. First, I go to the person and address and try to solve the problem at hand. If that is inconclusive I then go back with someone I respect and try to reason with the person or persons who I am in conflict with. If that still doesn't work I take it before an elder, such as a teacher or leader.
Usually the conflict is resolved within the first meeting, but I have had some instances where it just wasn't worth trying to salvage the relationship because the other person didn't care to salvage it.
2. What examples of logical fallacies have you experienced? Which have you been guilty of using?
I have seen all the logical fallacies (Overgeneralizing, Ad Hominenm Attacks, Suggesting Inappropriate Causal Relationships, False Dilemmas, Faulty Analogies, & Evaluating Information and Reasoning from the World Wide Web) play out in some form in my lifetime. The one that I can be guilty of using is a False Dilemma. It is either-or thinking that assumes, incorrectly, that only two choices or courses of action are possible. I have found myself assuming that certain things are a certain way when they really could be a variety of ways.
Chapter 9: Perspectives on Leadership in Small Groups
1. If everyone in the group is responsible for how the group functions, what do you think the leader should do?
The leader should go above and beyond all aspects of responsibility for the group. They should not only be a leading example to the rest of the group, but help everyone in any way possible. They should use their power to influence the behavior of others for the best! They should use the Communicative Competencies Model which says:
(1) Effective small group leaders communicate actively, clearly, and concisely.
(2) Effective group leaders communicate a good grasp of the group's task.
(3) Effective group leaders inspire team members' confidence in themselves.
(4) Effective group leaders skillfully mediate information and ideas supplied by all members.
(5) Effective group leaders express their opinions provisionally.
(6) Effective group leaders express group-centered concern.
(7) Effective group leaders model a collaborative climate by respecting and supporting others.
(8) Effective group leaders promote celebration of diversity and sensitive diversity management.
(9) Effective group leaders share rewards and credit with the group.
Through these steps leaders can become more effective!
2. Under what type of leadership are you most comfortable working? Why?
Though I enjoy being the main leader, I am usually the public relations manager. My job is to get out in the public and sell whatever my group has to offer. I enjoy people and I am comfortable in this stage of leadership, but I most enjoy being the main leader. By being head over a group I can monitor the group's effort, keep us on track, motivate the group, help where ever necessary, and be a somewhat cheerleader for the group!
The leader should go above and beyond all aspects of responsibility for the group. They should not only be a leading example to the rest of the group, but help everyone in any way possible. They should use their power to influence the behavior of others for the best! They should use the Communicative Competencies Model which says:
(1) Effective small group leaders communicate actively, clearly, and concisely.
(2) Effective group leaders communicate a good grasp of the group's task.
(3) Effective group leaders inspire team members' confidence in themselves.
(4) Effective group leaders skillfully mediate information and ideas supplied by all members.
(5) Effective group leaders express their opinions provisionally.
(6) Effective group leaders express group-centered concern.
(7) Effective group leaders model a collaborative climate by respecting and supporting others.
(8) Effective group leaders promote celebration of diversity and sensitive diversity management.
(9) Effective group leaders share rewards and credit with the group.
Through these steps leaders can become more effective!
2. Under what type of leadership are you most comfortable working? Why?
Though I enjoy being the main leader, I am usually the public relations manager. My job is to get out in the public and sell whatever my group has to offer. I enjoy people and I am comfortable in this stage of leadership, but I most enjoy being the main leader. By being head over a group I can monitor the group's effort, keep us on track, motivate the group, help where ever necessary, and be a somewhat cheerleader for the group!
Friday, September 26, 2008
Chapter 8: Communication and Group Culture
1. What is the most unproductive or annoying norm you have ever observed in a group? How could you try to change that norm?
The most annoying norm is when one person in the group takes charge and does not allow for cohesiveness among the group members. Though one person taking charge may be productive it's important for the group to have a well-rounded group effort. I can help change this norm by making sure that everyone is included in the decision making process and by making sure I am not "that person," who is taking over the group.
2. What is the most harmful individualistic behavior you have observed in a group? How did you deal with that behavior?
I think the most harmful behavior is when one person takes charge and gives no room for other input. It's hard to deal with someone who thinks they are better than the rest of the group and that they know what's best for the group. When I feel bothered by someone like that in a group I generally tend to stay away from them. But when that person comes in direct contact with me or my group, I usually take them aside and ask if we can resolve this issue. If they refuse to resolve our differences face to face I ask for a group meeting and we discuss how to resolve the problems at hand.
The most annoying norm is when one person in the group takes charge and does not allow for cohesiveness among the group members. Though one person taking charge may be productive it's important for the group to have a well-rounded group effort. I can help change this norm by making sure that everyone is included in the decision making process and by making sure I am not "that person," who is taking over the group.
2. What is the most harmful individualistic behavior you have observed in a group? How did you deal with that behavior?
I think the most harmful behavior is when one person takes charge and gives no room for other input. It's hard to deal with someone who thinks they are better than the rest of the group and that they know what's best for the group. When I feel bothered by someone like that in a group I generally tend to stay away from them. But when that person comes in direct contact with me or my group, I usually take them aside and ask if we can resolve this issue. If they refuse to resolve our differences face to face I ask for a group meeting and we discuss how to resolve the problems at hand.
Chapter 7: Tools for Assessing and Evaluating Groups
1. What is the hardest thing for you when you are a member of a group that is being observed?
The hardest thing for me is not letting down the group. I work my hardest, but sometimes I don't think things through before I speak. It's hard when I try to do something right, but it back fires and becomes a burden to my group. I am learning, though the road is tough and painful, to keep my mouth shut. I'm glad I have a group that forgives me when I mess up!
2. What is the hardest thing for you as an observer of another group?
When observing groups I do my best to take into account all factors, such as, input, throughput, and output. The hardest thing would be making sure that I take into account ALL factors when observing. I am so glad that I am not the final judge.
The hardest thing for me is not letting down the group. I work my hardest, but sometimes I don't think things through before I speak. It's hard when I try to do something right, but it back fires and becomes a burden to my group. I am learning, though the road is tough and painful, to keep my mouth shut. I'm glad I have a group that forgives me when I mess up!
2. What is the hardest thing for you as an observer of another group?
When observing groups I do my best to take into account all factors, such as, input, throughput, and output. The hardest thing would be making sure that I take into account ALL factors when observing. I am so glad that I am not the final judge.
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