Chapter 14: Leadership, Roles, ad Problem Solving in Groups

Leader

is a group role that is associated with a high-status position and may be formally or informally recognized by group members.

Autocratic leaders

set policies and make decisions primarily on their own, taking advantage of the power present in their title or status to set the agenda for the group.

Laissez-faire leaders

take a "hands-off" approach, preferring to give group members freedom to reach and implement their own decisions.

Some of the key leadership behaviors that contribute to the task-related functions of a group include the following

• Contributing ideas • Seeking ideas • Evaluating ideas • Seeking idea evaluation • Visualizing abstract ideas • Generalizing from specific ideas

Consensus rule Pros and Cons

Pros: • High-quality decisions due to time invested • Higher level of commitment because of participation in decision • Satisfaction with decision because of shared agreement Cons: • Time consuming • Difficult to manage idea and personal conflict that can emerge as ideas are debated • Decision may be OK but not ideal

Minority rule by authority Pros and Cons

Pros: • Quick • Buy-in could be high if authority is respected Cons: • Authority may not be seen as legitimate, leading to less buy-in • Group members may try to sway the authority or compete for his or her attention • Unethical authorities could make decisions that benefit them and harm group members

Participative Leaders

work to include group members in the decision-making process by soliciting and considering their opinions and suggestions. When group members feel included, their personal goals are more likely to align with the group and organization's goals, which can help productivity. This style of leadership can also aid in group member socialization, as the members feel like they get to help establish group norms and rules, which affects cohesion and climate. When group members participate more, they buy into the group's norms and goals more, which can increase conformity pressures for incoming group members. As we learned earlier, this is good to a point, but it can become negative when the pressures lead to unethical group member behavior. In addition to consulting group members for help with decision making, participative leaders also grant group members more freedom to work independently. This can lead group members to feel trusted and respected for their skills, which can increase their effort and output The participative method of leadership is similar to the democratic style discussed earlier, and it is a style of leadership practiced in many organizations that have established work groups that meet consistently over long periods of time.

5 Specific Characteristics of the Problem

1. Task difficulty. Difficult tasks are also typically more complex. Groups should be prepared to spend time researching and discussing a difficult and complex task in order to develop a shared foundational knowledge. This typically requires individual work outside of the group and frequent group meetings to share information. 2. Number of possible solutions. There are usually multiple ways to solve a problem or complete a task, but some problems have more potential solutions than others. Figuring out how to prepare a beach house for an approaching hurricane is fairly complex and difficult, but there are still a limited number of things to do—for example, taping and boarding up windows; turning off water, electricity, and gas; trimming trees; and securing loose outside objects. Other problems may be more creatively based. For example, designing a new restaurant may entail using some standard solutions but could also entail many different types of innovation with layout and design. 3. Group member interest in problem. When group members are interested in the problem, they will be more engaged with the problem-solving process and invested in finding a quality solution. Groups with high interest in and knowledge about the problem may want more freedom to develop and implement solutions, while groups with low interest may prefer a leader who provides structure and direction. 4. Group familiarity with problem. Some groups encounter a problem regularly, while other problems are more unique or unexpected. A family who has lived in hurricane alley for decades probably has a better idea of how to prepare its house for a hurricane than does a family that just recently moved from the Midwest. Many groups that rely on funding have to revisit a budget every year, and in recent years, groups have had to get more creative with budgets as funding has been cut in nearly every sector. When group members aren't familiar with a problem, they will need to do background research on what similar groups have done and may also need to bring in outside experts. 5. Need for solution acceptance. In this step, groups must consider how many people the decision will affect and how much "buy-in" from others the group needs in order for their solution to be successfully implemented. Some small groups have many stakeholders on whom the success of a solution depends. Other groups are answerable only to themselves. When a small group is planning on building a new park in a crowded neighborhood or implementing a new policy in a large business, it can be very difficult to develop solutions that will be accepted by all. In such cases, groups will want to poll those who will be affected by the solution and may want to do a pilot implementation to see how people react. Imposing an excellent solution that doesn't have buy-in from stakeholders can still lead to failure

Maintenance Roles and Behaviors

Maintenance roles and their corresponding behaviors function to create and maintain social cohesion and fulfill the interpersonal needs of group members. All these role behaviors require strong and sensitive interpersonal skills. The maintenance roles include social-emotional leader, supporter, tension releaser, harmonizer, and interpreter -Social-Emotional Leader: may perform a variety of maintenance roles and is generally someone who is well liked by the other group members and whose role behaviors complement but don't compete with the task leader. The social-emotional leader may also reassure and support the task leader when he or she becomes stressed. In general, the social-emotional leader is a reflective thinker who has good perception skills that he or she uses to analyze the group dynamics and climate and then initiate the appropriate role behaviors to maintain a positive climate -Supporter: is characterized by communication behaviors that encourage other group members and provide emotional support as needed. The supporter's work primarily occurs in one-on-one exchanges that are more intimate and in-depth than the exchanges that take place during full group meetings A supporter uses active empathetic listening skills to connect with group members who may seem down or frustrated The supporter's communication behaviors are probably the least noticeable of any of the other maintenance roles, which may make this group member's efforts seem overlooked. Leaders and other group members can help support the supporter by acknowledging his or her contributions. -Tension Releaser: is someone who is naturally funny and sensitive to the personalities of the group and the dynamics of any given situation and who uses these qualities to manage the frustration level of the group. -Harmonizer: is played by group members who help manage the various types of group conflict that emerge during group communication. They keep their eyes and ears open for signs of conflict among group members and ideally intervene before it escalates. . For a harmonizer to be effective, it's important that he or she be viewed as impartial and committed to the group as a whole rather than to one side of an issue or one person or faction within the larger group. A special kind of harmonizer that helps manage cultural differences within the group is the interpreter. -Interpreter: helps manage the diversity within a group by mediating intercultural conflict, articulating common ground between different people, and generally creating a climate where difference is seen as an opportunity rather than as something to be feared. The interpreter may help manage conflict that arises as a result of diversity, in this case, acting like an ambassador or mediator. Interpreters, because of their cultural sensitivity, may also take a proactive role to help address conflict before it emerges

Consensus Rule

is a decision-making technique in which all members of the group must agree on the same decision. On rare occasions, a decision may be ideal for all group members, which can lead to unanimous agreement without further debate and discussion. Although this can be positive, be cautious that this isn't a sign of groupthink. More typically, consensus is reached only after lengthy discussion. On the plus side, consensus often leads to high-quality decisions due to the time and effort it takes to get everyone in agreement. Group members are also more likely to be committed to the decision because of their investment in reaching it. On the negative side, the ultimate decision is often one that all group members can live with but not one that's ideal for all members. Additionally, the process of arriving at consensus also includes conflict, as people debate ideas and negotiate the interpersonal tensions that may result

Leaders Emerge Because of Their Traits

The trait approach to studying leadership distinguishes leaders from followers based on traits, or personal characteristics Some traits that leaders, in general, share are related to physical appearance, communication ability, intelligence, and personality . In terms of physical appearance, designated leaders tend to be taller and more attractive than other group members. This could be because we consciously and/or subconsciously associate a larger size (in terms of height and build, but not body fat) with strength and strength with good leadership As far as communication abilities, leaders speak more fluently, have a more confident tone, and communicate more often than other group members. Leaders are also moderately more intelligent than other group members, which is attractive because leaders need good problem-solving skills Last, leaders are usually more extroverted, assertive, and persistent than other group members. These personality traits help get these group members noticed by others, and expressivity is often seen as attractive and as a sign of communication competence. . Because these traits are enduring, there isn't much room for people to learn and develop leadership skills, which makes this approach less desirable for communication scholars who view leadership as a communication competence. Rather than viewing these traits as a guide for what to look for when choosing your next leader, view them as traits that are made meaningful through context and communication behaviors.

Problems of all sorts have three common components

1. An undesirable situation. When conditions are desirable, there isn't a problem. 2. A desired situation. Even though it may only be a vague idea, there is a drive to better the undesirable situation. The vague idea may develop into a more precise goal that can be achieved, although solutions are not yet generated. 3. Obstacles between undesirable and desirable situation. These are things that stand in the way between the current situation and the group's goal of addressing it. This component of a problem requires the most work, and it is the part where decision making occurs. Some examples of obstacles include limited funding, resources, personnel, time, or information. Obstacles can also take the form of people who are working against the group, including people resistant to change or people who disagree.

4 Rules that must be followed for brainstorming to be effective

1. Evaluation of ideas is forbidden. 2. Wild and crazy ideas are encouraged. 3. Quantity of ideas, not quality, is the goal. 4. New combinations of ideas presented are encouraged.

Minority rule by expert Pros and Cons

Pros: • Quick • Decision quality is better than what less knowledgeable people could produce • Experts are typically objective and less easy to influence Cons: • Expertise must be verified • Experts can be difficult to find / pay for • Group members may feel useless

Majority Rules Pros and Cons

Pros: • Quick • Efficient in large groups • Each vote counts equally Cons: • Close decisions (5-4) may reduce internal and external "buy-in" • Doesn't take advantage of group synergy to develop alternatives that more members can support • Minority may feel alienated

Group Problem-Solving Process

Step 1: Define the Problem At the end of this stage, the group should be able to compose a single sentence that summarizes the problem called a problem statement. Step 2: Analyze the Problem Once the problem has been analyzed, the group can pose a problem question that will guide the group as it generates possible solutions Step 3: Generate Possible Solutions Discussions at this stage may reveal a need to return to previous steps to better define or more fully analyze a problem. Since many problems are multifaceted, it is necessary for group members to generate solutions for each part of the problem separately, making sure to have multiple solutions for each part. Stopping the solution-generating process prematurely can lead to groupthink. Step 4: Evaluate Solutions Once the final decision is reached, the group leader or facilitator should confirm that the group is in agreement. It may be beneficial to let the group break for a while or even to delay the final decision until a later meeting to allow people time to evaluate it outside of the group context. Step 5: Implement and Assess the Solution Last, the group should consider its future. In some cases, the group will get to decide if it will stay together and continue working on other tasks or if it will disband. In other cases, outside forces determine the group's fate

Leaders Emerge Because of the Situation

The emergent approach to studying leadership considers how leaders emerge in groups that are initially leaderless and how situational contexts affect this process The situational context that surrounds a group influences what type of leader is best. Situations may be highly structured, highly unstructured, or anywhere in between Research has found that leaders with a high task orientation are likely to emerge in both highly structured contexts like a group that works to maintain a completely automated factory unit and highly unstructured contexts like a group that is responding to a crisis Relational-oriented leaders are more likely to emerge in semistructured contexts that are less formal and in groups composed of people who have specific knowledge and are therefore be trusted to do much of their work independently Leaders emerge differently in different groups, but there are two stages common to each scenario: -The first stage only covers a brief period, perhaps no longer than a portion of one meeting. During this first stage, about half of the group's members are eliminated from the possibility of being the group's leader. People will likely be eliminated as leader candidates if they do not actively contribute to initial group interactions, if they contribute but communicate poorly, if they contribute but appear too rigid or inflexible in their beliefs, or if they seem uninformed about the task of the group. -The second stage of leader emergence is where a more or less pronounced struggle for leadership begins. In one scenario, a leader candidate picks up an ally in the group who acts as a supporter or lieutenant, reinforcing the ideas and contributions of the candidate. If there are no other leader candidates or the others fail to pick up a supporter, the candidate with the supporter will likely become the leader. . In a second scenario, there are two leader candidates who both pick up supporters and who are both qualified leaders. This leads to a more intense and potentially prolonged struggle that can actually be uncomfortable for other group members.

3 categories of common group roles that were identified by early group communication scholars.

These role categories include task-related roles, maintenance roles, and individual roles that are self-centered or unproductive for the group

Leaders Emerge Based on Communication Skill and Competence

This final approach to the study of leadership is considered a functional approach, because it focuses on how particular communication behaviors function to create the conditions of leadership. This last approach is the most useful for communication scholars and for people who want to improve their leadership skills, because leadership behaviors (which are learnable and adaptable) rather than traits or situations (which are often beyond our control) are the primary focus of study The communication behaviors that facilitate effective leadership encompass three main areas of group communication including task, procedural, and relational functions. Leadership behaviors that contribute to a group's task-related functions include providing, seeking, and evaluating information.

Information Power

comes from a person's ability to access information that comes through informal channels and well-established social and professional networks

Expert Power

comes from knowledge, skill, or expertise that a group member possesses and other group members do not.

Democratic leaders

facilitate group discussion and like to take input from all members before making a decision

Majority Rule

is a commonly used decision-making technique in which a majority (one-half plus one) must agree before a decision is made. A show-of-hands vote, a paper ballot, or an electronic voting system can determine the majority choice.

Leadership

is a complex of beliefs, communication patterns, and behaviors that influence the functioning of a group and move a group toward the completion of its task.

Group Member Personalities

• Dominant versus submissive. Group members that are more dominant act more independently and directly, initiate conversations, take up more space, make more direct eye contact, seek leadership positions, and take control over decision-making processes. More submissive members are reserved, contribute to the group only when asked to, avoid eye contact, and leave their personal needs and thoughts unvoiced or give into the suggestions of others. • Friendly versus unfriendly. Group members on the friendly side of the continuum find a balance between talking and listening, don't try to win at the expense of other group members, are flexible but not weak, and value democratic decision making. Unfriendly group members are disagreeable, indifferent, withdrawn, and selfish, which leads them to either not invest in decision making or direct it in their own interest rather than in the interest of the group. • Instrumental versus emotional. Instrumental group members are emotionally neutral, objective, analytical, task-oriented, and committed followers, which leads them to work hard and contribute to the group's decision making as long as it is orderly and follows agreed-on rules. Emotional group members are creative, playful, independent, unpredictable, and expressive, which leads them to make rash decisions, resist group norms or decision-making structures, and switch often from relational to task focus

Some of the key leadership behaviors that contribute to the procedural functions of a group include the following

• Goal setting • Agenda making • Clarifying • Summarizing • Verbalizing consensus • Generalizing from specific ideas

Some of the key leadership behaviors that contribute to the relational functions of a group include the following

• Regulating participation • Climate making • Instigating group self-analysis • Resolving conflict • Instigating productive conflict

• Leaders can adopt a directive, participative, supportive, or achievement-oriented style.

◦ Directive leaders help provide psychological structure for their group members by clearly communicating expectations, keeping a schedule and agenda, providing specific guidance as group members work toward the completion of their task, and taking the lead on setting and communicating group rules and procedures. ◦ Participative leaders work to include group members in the decision-making process by soliciting and considering their opinions and suggestions. ◦ Supportive leaders show concern for their followers' needs and emotions. ◦ Achievement-oriented leaders strive for excellence and set challenging goals, constantly seeking improvement and exhibiting confidence that group members can meet their high expectations

• Leaders and other group members move their groups toward success and/or the completion of their task by tapping into various types of power.

◦ Legitimate power flows from the officially recognized power, status, or title of a group member. ◦ Expert power comes from knowledge, skill, or expertise that a group member possesses and other group members do not. ◦ Referent power comes from the attractiveness, likeability, and charisma of the group member. ◦ Information power comes from a person's ability to access information that comes through informal channels and well-established social and professional networks. ◦ Reward power comes from the ability of a group member to provide a positive incentive as a compliance-gaining strategy, and coercive power comes from the ability of a group member to provide a negative incentive (punishment).

• The group problem-solving process has five steps:

1. Define the problem by creating a problem statement that summarizes it. 2. Analyze the problem and create a problem question that can guide solution generation. 3. Generate possible solutions. Possible solutions should be offered and listed without stopping to evaluate each one. 4. Evaluate the solutions based on their credibility, completeness, and worth. Groups should also assess the potential effects of the narrowed list of solutions. 5. Implement and assess the solution. Aside from enacting the solution, groups should determine how they will know the solution is working or not.

3 common perspectives on why some people are more likely to be designated leaders than others and how leaders emerge in the absence of or in addition to a designated leader

Leaders Emerge Because of Their Traits Leaders Emerge Because of the Situation Leaders Emerge Based on Communication Skill and Competence

Key Takeaways

Leaders fulfill a group role that is associated with status and power within the group that may be formally or informally recognized by people inside and/or outside of the group. While there are usually only one or two official leaders within a group, all group members can perform leadership functions, which are a complex of beliefs, communication patterns, and behaviors that influence the functioning of a group and move a group toward the completion of its tasks.

Referent Power

comes from the attractiveness, likeability, and charisma of the group member Referent power also derives from a person's reputation. A group member may have referent power if he or she is well respected outside of the group for previous accomplishments or even because he or she is known as a dependable and capable group member. Like legitimate power, the fact that a person possesses referent power doesn't mean he or she has the talent, skill, or other characteristic needed to actually lead the group. A person could just be likable but have no relevant knowledge about the group's task or leadership experience. Some groups actually desire this type of leader, especially if the person is meant to attract external attention and serve as more of a "figurehead" than a regularly functioning group member.

Supportive Leaders

show concern for their followers' needs and emotions. They want to support group members' welfare through a positive and friendly group climate. These leaders are good at reducing the stress and frustration of the group, which helps create a positive climate and can help increase group members' positive feelings about the task and other group members. With a supportive leader as a model, such behaviors would likely be performed as part of established group norms, which can do much to enhance social cohesion. Supportive leaders do not provide unconditionally positive praise. They also competently provide constructive criticism in order to challenge and enhance group members' contributions. A supportive leadership style is more likely in groups that are primarily relational rather than task focused

To make brainstorming more of a decision-making method rather than an idea-generating method, group communication scholars have suggested additional steps that precede and follow brainstorming

1. Do a warm-up brainstorming session. Some people are more apprehensive about publicly communicating their ideas than others are, and a warm-up session can help ease apprehension and prime group members for task-related idea generation. The warm-up can be initiated by anyone in the group and should only go on for a few minutes. To get things started, a person could ask, "If our group formed a band, what would we be called?" or "What other purposes could a mailbox serve?" In the previous examples, the first warm up gets the group's more abstract creative juices flowing, while the second focuses more on practical and concrete ideas. 2. Do the actual brainstorming session. This session shouldn't last more than thirty minutes and should follow the four rules of brainstorming mentioned previously. To ensure that the fourth rule is realized, the facilitator could encourage people to piggyback off each other's ideas. 3. Eliminate duplicate ideas. After the brainstorming session is over, group members can eliminate (without evaluating) ideas that are the same or very similar. 4. Clarify, organize, and evaluate ideas. Before evaluation, see if any ideas need clarification. Then try to theme or group ideas together in some orderly fashion. Since "wild and crazy" ideas are encouraged, some suggestions may need clarification. If it becomes clear that there isn't really a foundation to an idea and that it is too vague or abstract and can't be clarified, it may be eliminated. As a caution though, it may be wise to not throw out off-the-wall ideas that are hard to categorize and to instead put them in a miscellaneous or "wild and crazy" category.

The origin and urgency of a problem are also situational factors that influence decision making. In terms of origin, problems usually occur in one of four ways:

1. Something goes wrong. Group members must decide how to fix or stop something. Example—a firehouse crew finds out that half of the building is contaminated with mold and must be closed down. 2. Expectations change or increase. Group members must innovate more efficient or effective ways of doing something. Example—a firehouse crew finds out that the district they are responsible for is being expanded. 3. Something goes wrong and expectations change or increase. Group members must fix/stop and become more efficient/effective. Example—the firehouse crew has to close half the building and must start responding to more calls due to the expanding district. 4. The problem existed from the beginning. Group members must go back to the origins of the situation and walk through and analyze the steps again to decide what can be done differently. Example—a firehouse crew has consistently had to work with minimal resources in terms of building space and firefighting tools

• There are many perspectives on how and why people become leaders:

Designated leaders are officially recognized in their leadership role and may be appointed or elected. ◦ Emergent leaders gain status and respect through engagement with the group and its task and are turned to by others as a resource when leadership is needed. ◦ The trait approach to studying leadership distinguishes leaders from followers based on traits or personal characteristics, such as physical appearance, communication ability, intelligence, and personality. While this approach is useful for understanding how people conceptualize ideal leaders, it doesn't offer communication scholars much insight into how leadership can be studied and developed as a skill. ◦ Situational context also affects how leaders emerge. Different leadership styles and skills are needed based on the level of structure surrounding a group and on how group interactions play out in initial meetings and whether or not a leadership struggle occurs. ◦ Leaders also emerge based on communication skill and competence, as certain communication behaviors function to create the conditions of leadership. This approach is most useful to communication scholars, because in it leadership is seen as a set of communication behaviors that are learnable and adaptable rather than traits or situational factors, which are often beyond our control

Task-Related Roles and Behaviors

Task roles and their related behaviors contribute directly to the group's completion of a task or achievement of its goal or purpose. Task-related roles typically serve leadership, informational, or procedural functions. -Task Leader: who has a high group status because of his or her maturity, problem-solving abilities, knowledge, and/or leadership experience and skills and functions primarily to help the group complete its task. This person may be a designated or emergent leader, but in either case, task leaders tend to talk more during group interactions than other group members and also tend to do more work in the group; typically shifts from one person to another Task-leader behaviors can be further divided into two types: substantive and procedural ◦ The substantive leader is the "idea person" who communicates "big picture" thoughts and suggestions that feed group discussion. ◦ The procedural leader is the person who gives the most guidance, perhaps following up on the ideas generated by the substantive leader. -Expediter: is a task-related role that functions to keep the group on track toward completing its task by managing the agenda and setting and assessing goals in order to monitor the group's progress -Information Provider: includes behaviors that are more evenly shared than in other roles, as ideally, all group members present new ideas, initiate discussions of new topics, and contribute their own relevant knowledge and experiences -Information Seeker: asks for more information, elaboration, or clarification on items relevant to the group's task. The information sought may include factual information or group member opinions. In general, information seekers ask questions for clarification, but they can also ask questions that help provide an important evaluative function. -Gatekeeper: manages the flow of conversation in a group in order to achieve an appropriate balance so that all group members get to participate in a meaningful way. The gatekeeper may prompt others to provide information -Recorder: takes notes on the discussion and activities that occur during a group meeting. The recorder is the only role that is essentially limited to one person at a time

Self-Centered Roles

The behaviors associated with all the self-centered roles divert attention from the task to the group member exhibiting the behavior. Although all these roles share in their quest to divert attention, they do it in different ways and for different reasons. The self-centered roles we will discuss are the central negative, monopolizer, self-confessor, insecure compliment seeker, and joker -Central Negative: argues against most of the ideas and proposals discussed in the group and often emerges as a result of a leadership challenge during group formation the central negative will continue to argue against the proposals and decisions of the group, even when they may be in agreement. In some cases, the central negative may unintentionally serve a beneficial function if his or her criticisms prevent groupthink. -Monopolizer: is a group member who makes excessive verbal contributions, preventing equal participation by other group members. There are some subgroups of behaviors that fall under the monopolizer's role. The "stage hog" monopolizes discussion with excessive verbal contributions and engages (usually aware they're doing this) in one-upping and narcissistic listening. One-upping is a spotlight-stealing strategy in which people try to verbally "out-do" others. The "egghead" monopolizes the discussion with excessive contributions that are based in actual knowledge but that exceed the level of understanding of other group members or the needs of the group -Self-Confessor: is a group member who tries to use group meetings as therapy sessions for issues not related to the group's task. Self-confessors tend to make personal self-disclosures that are unnecessarily intimates -Insecure Compliment Seeker: wants to know that he or she is valued by the group and seeks recognition that is often not task related. -Joker: r is a person who consistently uses sarcasm, plays pranks, or tells jokes, which distracts from the overall functioning of the group. In short, the joker is an incompetent tension releaser. Rather than being seen as the witty group member with good timing, the joker is seen as the "class clown." Like the insecure compliment seeker, the joker usually seeks attention and approval because of an underlying insecurity

Directive Leaders

help provide psychological structure for their group members by clearly communicating expectations, keeping a schedule and agenda, providing specific guidance as group members work toward the completion of their task, and taking the lead on setting and communicating group rules and procedures. Although this is most similar to the autocratic leadership style mentioned before, it is more nuanced and flexible A directive leadership style is effective in groups that do not have a history and may require direction to get started on their task. It can also be the most appropriate method during crisis situations in which decisions must be made under time constraints or other extraordinary pressures.

Unproductive Roles

just prevent or make it more difficult for the group to make progress. These roles include the blocker, withdrawer, aggressor, and doormat. -Blocker: intentionally or unintentionally keeps things from getting done in the group An airhead skirts his or her responsibilities by claiming ignorance when he or she actually understands or intentionally performs poorly on a task so the other group members question his or her intellectual abilities to handle other tasks -Withdrawer: mentally and/or physically removes herself or himself from group activities and only participates when forced to. When groups exceed five members, the likelihood of having a member exhibit withdrawer behaviors increases. Withdrawers are often responsible for the social loafing that makes other group members dread group work. -Aggressor: exhibits negative behaviors such as putting others' ideas down, attacking others personally when they feel confronted or insecure, competing unnecessarily to "win" at the expense of others within the group, and being outspoken to the point of distraction. An aggressor's behaviors can quickly cross the fine line between being abrasive or dominant and being unethical -Doormat: is a person who is chronically submissive to the point that it hurts the group's progress Doormat behaviors include quickly giving in when challenged, self-criticism, and claims of inadequacy. Some people who exhibit doormat behaviors may have difficulty being self-assured and assertive, may be conflict avoidant, or may even feel that their behaviors will make other group members like them. Other people play the martyr and make sure to publicly note their "sacrifices" for the group, hoping to elicit praise or attention

Key Takeaways 2

• Task-related group roles and behaviors contribute directly to the group's completion of a task or the achievement of its goal. These roles typically serve leadership, informational, or procedural functions and include the following: task leader, expediter, information provider, information seeker, gatekeeper, and recorder. • Maintenance group roles and behaviors function to create and maintain social cohesion and fulfill the interpersonal needs of the group members. To perform these role behaviors, a person needs strong and sensitive interpersonal skills. These roles include social-emotional leader, supporter, tension releaser, harmonizer, and interpreter. • Negative role behaviors delay or distract the group. Self-centered role behaviors are those that seek to divert the group's attention to the group member exhibiting the behavior. These roles include central negative, monopolizer, stage hog, egghead, self-confessor, and insecure compliment seeker. Unproductive role behaviors prevent or make it difficult for the group to make progress. These roles include blocker, withdrawer, aggressor, and doormat.

Key Takeaways 3

• Every problem has common components: an undesirable situation, a desired situation, and obstacles between the undesirable and desirable situations. Every problem also has a set of characteristics that vary among problems, including task difficulty, number of possible solutions, group member interest in the problem, group familiarity with the problem, and the need for solution acceptance • Before a group makes a decision, it should brainstorm possible solutions. Group communication scholars suggest that groups (1) do a warm-up brainstorming session; (2) do an actual brainstorming session in which ideas are not evaluated, wild ideas are encouraged, quantity not quality of ideas is the goal, and new combinations of ideas are encouraged; (3) eliminate duplicate ideas; and (4) clarify, organize, and evaluate ideas. In order to guide the idea-generation process and invite equal participation from group members, the group may also elect to use the nominal group technique. • Common decision-making techniques include majority rule, minority rule, and consensus rule. With majority rule, only a majority, usually one-half plus one, must agree before a decision is made. With minority rule, a designated authority or expert has final say over a decision, and the input of group members may or may not be invited or considered. With consensus rule, all members of the group must agree on the same decision

A long-studied typology of value orientations that affect decision making consists of the following types of decision maker: the economic, the aesthetic, the theoretical, the social, the political, and the religious

• The economic decision maker makes decisions based on what is practical and useful. • The aesthetic decision maker makes decisions based on form and harmony, desiring a solution that is elegant and in sync with the surroundings. • The theoretical decision maker wants to discover the truth through rationality. • The social decision maker emphasizes the personal impact of a decision and sympathizes with those who may be affected by it. • The political decision maker is interested in power and influence and views people and/or property as divided into groups that have different value. • The religious decision maker seeks to identify with a larger purpose, works to unify others under that goal, and commits to a viewpoint, often denying one side and being dedicated to the other.

• Several factors influence the decision-making process:

◦ Situational factors include the degree of freedom a group has to make its own decisions, the level of uncertainty facing the group and its task, the size of the group, the group's access to information, and the origin and urgency of the problem. ◦ Personality influences on decision making include a person's value orientation (economic, aesthetic, theoretical, political, or religious), and personality traits (dominant/submissive, friendly/unfriendly, and instrumental/emotional). ◦ Cultural influences on decision making include the heterogeneity or homogeneity of the group makeup; cultural values and characteristics such as individualism/collectivism, power distance, and high-/low-context communication styles; and gender and age differences.

Legitimate Power

The very title of leader brings with it legitimate power, which is power that flows from the officially recognized position, status, or title of a group member. doesn't mean he or she has the talent, skill, or other characteristic needed to actually lead the group.

Designated Leders

are officially recognized in their leadership role and may be appointed or elected by people inside or outside the group. Designated leaders can be especially successful when they are sought out by others to fulfill and are then accepted in leadership roles.

Coercive Power

comes from the ability of a group member to provide a negative incentive can lead to interpersonal conflict and a negative group climate if it is overused or used improperly. While any leader or group member could make threats to others, leaders with legitimate power are typically in the best position to use coercive power. In such cases, coercive power may manifest in loss of pay and/or privileges, being excluded from the group, or being fired (if the group work is job related). In many volunteer groups or groups that lack formal rules and procedures, leaders have a more difficult time using coercive power, since they can't issue official punishments. Instead, coercive power will likely take the form of interpersonal punishments such as ignoring group members or excluding them from group activities.

Reward Power

comes from the ability of a group member to provide a positive incentive as a compliance-gaining strategy can be used by nearly any group member if he or she gives another group member positive feedback on an idea, an appreciation card for hard work, or a pat on the back. Because of limited resources, many leaders are frustrated by their inability to give worthwhile tangible rewards to group members such as prizes, bonuses, or raises. Additionally, the use of reward power may seem corny or paternalistic to some or may arouse accusations of favoritism or jealousy among group members who don't receive the award.

Emergent Leaders

gain status and respect through engagement with the group and its task and are turned to by others as a resource when leadership is needed. Emergent leaders may play an important role when a designated leader unexpectedly leaves

Nominal Group Technique

guides decision making through a four-step process that includes idea generation and evaluation and seeks to elicit equal contributions from all group members To use the nominal group technique, do the following: 1. Silently and individually list ideas. 2. Create a master list of ideas. 3. Clarify ideas as needed. 4. Take a secret vote to rank group members' acceptance of ideas.

Minority Rule

is a decision-making technique in which a designated authority or expert has final say over a decision and may or may not consider the input of other group members. When a designated expert makes a decision by minority rule, there may be buy-in from others in the group, especially if the members of the group didn't have relevant knowledge or expertise. When a designated authority makes decisions, buy-in will vary based on group members' level of respect for the authority

Achievement-Orientated Leaders

strive for excellence and set challenging goals, constantly seeking improvement and exhibiting confidence that group members can meet their high expectations. These leaders often engage in systematic social comparison, keeping tabs on other similar high-performing groups to assess their expectations and the group's progress. This type of leadership is similar to what other scholars call transformational or visionary leadership. Achievement-oriented leaders are likely less common than the other styles, as this style requires a high level of skill and commitment on the part of the leader and the group Groups for which an achievement-oriented leadership style would be effective are typically intentionally created and are made up of members who are skilled and competent in regards to the group's task. In many cases, the leader is specifically chosen because of his or her reputation and expertise, and even though the group members may not have a history of working with the leader, the members and leader must have a high degree of mutual respect