intro to small group midterm UARK

The bona fide group perspective

(i.e., genuine, naturally occurring) groups have stable but permeable boundaries and borders and are interdependent with their environments. Earlier group studies seemed to imply that what happened inside a group—the internal process—was the appropriate focus for small group communication inquiry, but Putnam and Stohl demonstrated that, if we really want a richer understanding of a group, we must understand that group's relationship with its environment.

Perceiving-Judging (How You Organize Your World) Perceiving (P) Judging (J)

(p)Gather as much information as possible before deciding (j)Decisive; can make quick decisions (p)Spontaneous and flexible; react well to change (j)Stick to a plan once made; dislike change

Sensing-Intuiting Dimension

(s)Trust facts and figures (i)what can be perceived through the senses (s)Trust imagination and intuition, (i)what can be imagined (s)Prefer concrete information and ideas (i)Prefer to dream about possibilities (s)Detail-oriented (i)"Big picture"-oriented (s)Stay in "here and now" (i)Future-oriented

Thinking-Feeling (How You Make Decisions)

(t)Carefully analyze objective information to make decisions (f)Use empathy and subjective feelings to make decisions (t)Systematic, critical thinker; (t)like to analyze data to arrive at conclusion (f)Tune in to feelings of others and take them into account

Task-oriented Relationship-oriented

(t)Hold all to a single standard (r)Adjust standards to meet individual circumstances (t)Use evidence to come to a logical conclusion, regardless of individual feelings (r)Take others' feelings into account in group decision

based on the work of psychologist Carl Jung

, emphasizes how people prefer to relate to the world around them and categorizes people along four dimensions

Fostering/Managing Diversity

- First Step: understand Privilege o Invisible knapsack with everything you need in it o An invisible wind at your back § Same wind that pushes you forward, holds others back § You didn't do anything to earn the air, it's just there - Second Step: Make privilege visible and recognize advantages o Awareness of your membership o Never have to worry about hiding or deflecting - Third Step: Overcome Obstacles and work together o Shaming is not motivating o Define equality and practice it o Putting a ramp on a building

Members are

- dependable and reliable. - express themselves competently and are considerate of other members. - roles are relatively stable, understood, and accepted by all. - have relatively equal status.

Extraversion

- has been found related to idea generation in computer-mediated groups.26 Compared to introverts, extraverts generated more unique ideas without being prompted by a stimulus (an idea presented online as if from another participant) and more different categories of ideas.

In intercultural small group communication

-Remember that every discussion is intercultural to some extent. Because we each have unique backgrounds, we do not use verbal and nonverbal signals to mean exactly the same thing. -Recognize and accept differences; view them as strengths of the group, not liabilities. Instead of judging others as wrong for behaving in ways different from yours, recognize that each of us is the product of our culture. -Resolve to learn from each other, not try to change each other. -Resist making attributions of stupidity or ill intent; ask yourself whether the other member's behavior could have cultural origin. When another member's behavior seems rude, inconsiderate, or unusual, ask yourself whether you could be observing a cultural difference in what is considered appropriate behavior before you decide the other member is worthless to the group. -Be willing to discuss intercultural differences openly and initiate discussion of differences you observe. Instead of being uncomfortable or pretending that differences do not exist, be willing to ask for and share information about cultural norms and rules. When you observe differences, you can enrich everyone's understanding by pointing them out and initiating a discussion about how cultures vary. -Be willing to adapt to differences. Instead of insisting that others follow the prescriptions of your culture, be willing to adapt your behavior to different cultural practices when appropriate. Try to incorporate the key values and needs of each culture into the group's procedures and outputs.

group ethics

1. Members should be willing to speak 2. Contribute fair share 3. Embrace diversity 4. Honesty and integrity 5. Treat one another with respect 6. Thorough in gathering information and diligent in evaluating it

co culture

A grouping that sees itself as distinct but is also part of a larger grouping. Co-cultural groupings can form on the basis of any shared identity. For example, your co authors consider themselves to be part of the co-culture professional educators.

role

A pattern of behavior displayed by and expected of a member of a small group; a composite of a group member's frequently performed behavioral functions.

intraversion

A person whose attention is focused inward; a shy, reserved, self-centered person

trait

A relatively enduring, consistent pattern of behavior or other observable characteristic. Attitude A network of beliefs and values, not directly measurable, that a person holds toward an object, person, or concept; produces a tendency to react in specific ways toward that object, person, or concept.

personal traits

A small group's most important resource is its members. Your personal traits are major factors that help determine whether a group succeeds or fails. Hirokawa and his colleagues analyzed stories group members told to explain why groups succeed or fail.

formal role

A specific, established position in a group with expectations for fulfilling that position.

informal role

A unique role resulting from a member's pattern of behavior.

active listening

Active listening virtually forces the listener to understand a speaker before replying or adding to the discussion.

members should contribute

Along with speaking up, you need to contribute your fair share of work. Social loafers drag everybody down and hurt the group's product. They also represent the main reason many of our students hate group work: they do not want their grades and assignments to depend on people who fail to contribute to the group.

Communication involves content and relationship dimensions.

Any message, or any action, sound, or word used in interaction, contains both dimensions simultaneously.

behavior

Any observable action by a group member.

Co-Cultural Differences Based on Socioeconomic Class

As with generational differences, the effects of socioeconomic class differences in small groups likewise have not been widely investigated. However, numerous studies attest to differences in communication patterns based on socioeconomic class. We like to think we belong to a classless society, but we don't. Communication within the family exhibits class-based communication patterns. Ritchie discovered that families of parents whose jobs entailed a high degree of openness and autonomy in the workplace—in other words, parents of higher socioeconomic class—demonstrated greater conversational orientation within the family and less conformity

agressiveness

Behavior designed to win or dominate that fails to respect the rights or beliefs of others.

Agreeableness

Behavior that is generally cooperative and compliant in a friendly way.

Assertiveness

Behavior that shows respect for both your own and others' rights, in contrast to passive and aggressive behavior.

sex

Biologically determined characteristics of femaleness and maleness. First, men and women differ in expressive and instrumental behaviors. Expressive behaviors reflect feelings and relationships. For instance, before the meeting gets under way, Tanya may ask Charlie how he did on the calculus test he was worried about. Instrumental behaviors function to accomplish the group's task. Charlie may tell Tanya he'll talk to her about it after the meeting, but first they need to talk about where they are on the group project. Second, a related difference is relationship versus task focus. Feminine expressive behaviors place an emphasis on relationships and are more likely to show that someone cares and wants to help. One effective female leader we know touches base with members of her group between meetings, especially if there has been a disagreement. She fosters harmonious relationships in an effort to help the group run smoothly.

individualism—collectivism:

C- Group is standard of reference; group is valued over individual. I-Individual is standard of reference; individual is valued over group. Value dissent and diversity. Value debate and disagreement. Value harmony and conformity. Value slow consensus building.

Copp & Fox Video

Change the culture of dancing by introducing "Liquid Lead Dancing"

mindful communication

Communication in which the participants are thoughtful, paying careful attention to what the other participants' say and also to what they say.

eye contact

Eye movements can signal relational messages of disgust, dislike, superiority, or inferiority, as well as liking; the rules for eye contact are highly culturally dependent.

facial expressions

Facial expressions indicate feelings and moods. Without a word being spoken, you can perceive anger, support, disagreement, and other sentiments.

extraversion

Focus on external world Sociable Use talk to clarify your own thinking Enjoy working in a group Don't mind being interrupted Comfortable making decisions

The environment should supply whatever resources and expertise the group needs.

Groups often receive initial training and orientation prior to beginning their task. The environment should provide a supportive atmosphere for the group.

members should be willing to speak

Groups work because several heads perform better than one. However, this advantage is sabotaged when members won't speak up. Your first obligation as a group member is to speak up and share your perspective.

uncertainty avoidance:

High-certainty:Uncomfortable with ambiguity. Prefer clear rules and norms, high structure. Prefer structured leadership. Low- certainty: High tolerance for ambiguity. Comfortable with loose, flexible rules. Prefer democratic leadership.

members should conduct themselves with honesty and integrity

Honesty and integrity take various forms. First, and most obviously, group members should not intentionally deceive one another or manufacture information or evidence to persuade other members to their points of view.

cognitive complexity

How well developed a group member's construct system for interpreting signals is; cognitively complex individuals are able to synthesize more information and think in more abstract and organized terms than are cognitively simple individuals. - To expand your cognitive complexity, start to assume less, ask more questions, and check out what you think others want, feel, and think

Task Functions Task functions affect primarily the task output of the group. Some of the most helpful, with statements that exemplify those functions, are as follows:

Initiating and orienting: proposing goals, plans of action, or activities; prodding the group to greater activity; defining position of group in relation to external structure or goal.

Intercultural Communication

Interaction between and among individuals from different cultures or co-cultures.

Intracultural Communication

Interaction between and among individuals from the same culture or co-culture.

System Properties/ Principles (not predictable)

Interactive process o Transformation § Input- different experiences § Throughput- effort § Output - relationships, product o Open/closed o Positive/negative feedback § Silence can be feedback § Positive feedback - within tolerances § Negative feedback- outside of tolerances § Tolerances- outer sides of the target o First/Second order change § First order change- simple, things like changing the topic § Second order change- change of focus, someone leaves group, fundamental nature has changed - Interdependent - Hierarchy/Embedded - Nonsummativity/wholeness o Whole is NOT equal to the sum of its parts o Synergy § Specific type of this § Whole > sum of its parts § No one could've done this alone, or with all individual efforts combined § With a group it becomes something a little more o Dissynergy § Whole < the sum of its parts § Could've done it better alone

gender

Learned and culturally transmitted sex-role behaviors of an individual.

Development of Group Roles

Like a role in a play or movie, a member's role represents the cluster of behaviors performed by that member and the overall functions those behaviors perform for the group.

members should embrace diversity

Member diversity should be encouraged and supported. Diversity stems from various factors that include, but are not limited to, race, ethnicity, age, religion, and sexual orientation.

physical appearance

Members of a new group react to each other's appearances long before they begin to judge each other's expertise and competencies. We attribute factors such as intelligence and likability to people on the basis of what we initially observe of them.

members should be thorough in gathering information

Members should make a conscientious effort to find and present to the group all information and points of view relevant to the group's work. They should also set aside personal biases and prejudices when evaluating that information and refrain from doing anything that short-circuits this process.

deep diversity

Non-visible characteristics such as personality, attitude, cognitive style, differences in information, skills, and approaches to problem solving that contribute to group diversity.

The environment should supply whatever informational resources the group needs.

Nothing is more frustrating to a group than to be given a task but not the information or data needed to complete the task. You often hear of juries asking the court for more information or particulars of a case while deliberating.

Work to incorporate the key cultural values of all members into the group's procedures and outputs.

Of course, this is easier said than done, but failure to do this denigrates the cultural values of those members who are ignored. This also means that all members must adjust their normal ways of interacting to accommodate differences.

Challenges for Co-Cultural Group Members

Our previous discussion of race, sex, age, and social class is intended to encourage you to think about your own behavior and be sensitive to ethnocentric behavior that may cause problems in a group. Orbe suggests that members of co-cultures that are not part of the dominant culture too often become marginalized in groups and organizations.

Openness to Experience

Refers to individuals who are imaginative and creative, and who are eager to explore unconventional ideas.

Neuroticism

Refers to individuals who regularly experience negative emotions such as anxiety and fear and respond to stress in antagonistic or hostile ways.

Conscientiousness

Refers to people who are reliable and diligent, have a strong sense of responsibility.

the environment (usually an organization) should publicly recognize the accomplishments of the group and reward the group as a group.

Several times during their two years working on a new church, the church board was publicly recognized and thanked by the congregation. Praise and recognition for one's efforts, not only within the group but also by a group's parent organization, are highly motivating.

Rhetorical Sensitivity

Speaking and phrasing statements in such a way that the feelings and beliefs of the listener are considered; phrasing statements in order not to offend others or trigger emotional overreactions.

ethnocentric

The belief that one's own culture is inherently superior to all others; tendency to view other cultures through the viewpoint of one's own culture.

A group is a synergistic whole more than a simple collection of individuals.

The central system principle, interdependence, states that the parts of a system do not operate in isolation; they continuously affect each other as well as the system as a whole.

Members perceive that the group's purpose has been achieved.

The church board talked about several accomplishments they had achieved, including receiving bylaws approval and saving enough money to pay for half a year's salary for a minister. Group solutions should be accepted by most or all of the people involved.

Behavioral Function

The effect or function a member's behavior has on the group as a whole.

Self-Monitoring

The extent to which someone pays attention to and controls his or her self-presentation in social situations; high self-monitors are able to assess how others perceive them and adapt their behavior to elicit a desired response.

Role Emergence

The informal role a particular member holds in a small group is worked out in concert with the other members, primarily through trial and error.

culture

The patterns of values, beliefs, symbols, norms, procedures, and behaviors that have been historically transmitted to and are shared by a given group of persons. -Our definition of culture is intentionally broad; it refers to any group of people with a shared identity. For example, a cultural grouping can refer to ethnicity (black, white, Hispanic, Greek), a professional grouping (college students, communication professors, nurses, accountants), an interest grouping (hunters, country western dancers), an age group (millennials), or even socioeconomic class (working class, middle class). In short, any symbol system that is "bounded and salient" to individuals may be termed a culture.

Predicting where a group ends up by knowing where it started is not possible.

The principle of equifinality, literally, equal ends, suggests that different systems can reach the same outcome even if they have different starting places. The related principle of multifinality states that systems starting out at the same place may reach different end points.

A group is a synergistic whole, more than merely a collection of individuals.

The principle of synergy, also called nonsummativity, states that the whole is not just the sum of its parts but a unique entity that emerges from the parts of the system and their interdependence.

least sized groups

The principle that the ideal group contains as few members as possible so long as all necessary perspectives and skills are represented.

movements

The study of how we communicate by movement is called kinesics. We reveal our feelings with bodily movements and gestures.

communication is personal

The symbolic nature of communication renders communication arbitrary and thus very personal.

group size

Theoretically, each member brings some different knowledge, perspectives, and skills relevant to the group's purpose. For complex, nonroutine problems, groups of individuals with diverse skills, information, and perspectives are more effective than homogeneous groups. But that does not mean the more, the better.

personal growth group

Therapy and support groups/They are composed of people who come together to develop personal insights, help themselves and others with personal problems, and grow as individuals from the feedback and support of others. Goal interdependence is low because no purely group goal is sought; rather, members meet their individual needs for personal learning, awareness, and support in the context of the group.

Personality Characteristics

There are dozens of personality characteristics that affect how you interact in a group. In our experience, personality differences—especially in how members approach work—create the most frustrations for members and are good examples of the deep diversity factors that can plague group work.

space and seating

There have been many studies of how we use proxemics, or personal space and territory, to communicate.

members should treat eachother with respect

They should not disconfirm, belittle, or ridicule other members and should make sure they understand other members before agreeing or disagreeing with them. Our first goal, as we interact, should be to strive to understand others to their satisfaction..

human communication is symbolic

This is the most widely accepted and probably most important principle of communication. We do not send our meanings directly to people; rather, our messages have to be interpreted because messages are symbolic.

communication is a transactional process

This principle follows from the previous two. Transactional implies that participants in communication must cooperate and negotiate shared meaning and understanding.

communication is not always intentional

This principle is sometimes stated as the communication axiom "You cannot NOT communicate," and not all communication scholars agree with this axiom.

Deep Diversity and Learning to Work Together

Thus far, we have discussed diversity characteristics that are visible: race, age, sex, and so forth. However, these surface-level characteristics may not be the ones that cause group members the most trouble.

Diversity and Culture

Why is it important? - Marketing advantage, creativity, problem solving, system flexibility - Increases innovation, creativity and productivity (Philips)

group as a system

Why our bodies are different than cars? o Self-awareness o We fix ourselves o If something stops working, something else can step in to fill the spot (small group reference) o We grow and adapt

Group

a group consists of "persons who are interacting with one another in such a manner that each person influences and influenced by each other person." Shaw argued that, of all the characteristics of groups, none were more important than interaction and mutual influence.

small group

a group small enough that each member is aware of and able to recall each other group member, know who is and is not in the group, and recognize what role each is taking. Attempts to define small on the basis of number of members have never worked. Practically, small groups are usually comprised of three to seven members with five being the most effective.

postmeeting reaction (PMR) form

a questionnaire given to participants at the end of a meeting to get objective feedback for improving future discussions. Usually anonymous, PMRs encourage candid and honest assessments. PMR forms are often handed out by the group's leader, but they can be planned by other group members.

self managed work groups

also called autonomous work groups or peer-led work teams are groups of workers given a defined area of freedom to manage their productive work within certain preset limits established by the organization.

consultant

an observer who does not participate in the group's discussion, can be a real asset in spotting what might be wrong and helping a group fix its problems.

The model of farrago emergence identifies two types of

antecedent conditions, habits of individuals and properties of the system

regulators

are Nonverbal behavior used to control who speaks during a discussion.

symbols

are arbitrarily created by people to represent experiences, objects, or concepts. This arbitrariness means that there is no inherent or automatic reason why we call a collection of people a group.

inputs

are components from which a small group is formed and that it uses to do its work, including the members; the reasons for the group's formation; resources such as information, expertise, money, and computer technology; and environmental conditions and forces that influence the group.

people oriented listeners

are concerned about how their listening behavior affects relationships. Appearing attentive and nonjudgmental, these listeners are the ones people go to when they want someone to listen to them.

action oriented listeners

are focused on the job at hand. They help the group stay on task by remembering details and providing feedback about the goal.

committees

are groups that have been assigned a task by a parent organization or person with authority in an organization. Committees may be formed to investigate and report findings, recommend a course of action for the parent group, formulate policies, or plan and carry out some action.

standing committee

are ongoing committees established through the constitution or bylaws of an organization to deal with recurring types of problems or to perform specific organizational functions. The most important standing committee of most organizations is called the executive committee, board, or steering committee.

content oriented listeners

are the group members who really enjoy analyzing the things they hear and are drawn to highly credible sources.

outputs

are the results or products of the group's inputs and throughput processes, including the tangible work accomplished (such as written reports, items built, and policies developed), changes in the members (such as increases in commitment and increased self-confidence), the group's effect on its environment, and changes in the group's procedures.

norms and rules

are understood and followed or are discussed openly and changed when they do not work.

The number of members should be

as small as possible, so long as the necessary variety of perspectives is represented.

consensus testing

asking if the group has reached a decision acceptable to all; suggesting that agreement may have been reached. ("We seem to be agreed that we'll accept the counteroffer.")

Information seeking

asking others for facts and information, evidence, or relevant personal experience. ("Juan, how many campus burglaries were reported last year?")

Members share

basic beliefs and values about the purpose of the group.

time oriented listeners

can be identified by their attempts to schedule group meetings and activity times, their sensitivity to nonverbal cues that may indicate impatience, and their focus on moving the group along in a timely manner.

diversity

can enhance a group's performance, if a group's communication process allows members to integrate their diverse perspectives.

high CAs

communicate in a nonassertive, or passive, way, which frustrates other members. They go along with the majority, even when they disagree. Some passive members exhibit passive-aggressive behavior that appears to be cooperative but sabotages the group. Instead of confronting or disagreeing openly, passive-aggressive members will openly agree with the group but will sabotage by "forgetting" to do an assignment, being late with a crucial report, or failing to attend a meeting.

A more comprehensive, less intrusive and lasting solution that fully engages the farrago dynamic must be

communication-based

top management teams

compared to self-managed work groups, encompass the upper echelon of management. Their goal is not to deliver goods or services but to lead an organization.

quality control circle

consists of workers (usually five to seven) in a company who either volunteer or are selected to meet regularly on company time to discuss work-related problems.

A system may be either open or closed

depending on the degree to which it interacts with its environment, or the setting in which the group exists

elaborating

developing an idea previously expressed by giving examples, illustrations, and explanations. ("Another thing that Toby's proposal would let us do is . . .")

Thinking-Feeling Dimension

dimension concerned with how individuals prefer to make decisions; thinkers are objective and fact-based, whereas feelers are subjective and emotion-based.

Sensing-Intuiting Dimension

dimension concerned with the type of information individuals use; sensors prefer facts and figures, whereas intuiters prefer to dream about possibilities.

Extraversion-Introversion Dimension

dimension concerned with whether one's focus is the external worlds (extraversion) or one's internal, subjective landscape (introversion).

Perceiving-Judging Dimension

dimension concerning how people organize the worlds; perceivers are spontaneous and flexible, whereas judgers are decisive and prefer structure.

activity group

enable members to participate in an activity, both for the sake of doing the activity and for the affiliation provided by doing the activity with others. The following are examples: book clubs, bridge and poker clubs, recreational vehicle clubs, hunting and bird-watching groups, video gaming clubs, and numerous other interest groups.

dialect

entails regional and social variations in pronunciation, vocabulary, and grammar of a language.

AD HOC committee

established to perform a specific task, normally ceases to exist when that task has been completed. Ad hoc committees address all kinds of problems, such as evaluating credentials of job applicants, drafting bylaws, hearing grievances, planning social events, conducting investigations, etc.

A person's cultural background profoundly affects

every aspect of that person's communication behavior, starting with how we experience and interpret others' behavior and our own.

Content analysis procedures

examine the actual content of remarks (e.g., topics discussed, types of remarks) made during a discussion.

primary group

exist chiefly to satisfy primary needs—needs for inclusion (affiliation, belonging) and openness. They are usually long term. Examples include a nuclear family, roommates, several friends who meet daily around a table in the student center, and co-workers who regularly share coffee breaks. Although such groups may tackle particular tasks, they exist mainly to provide personal attention and support for the members..

Interdependence(groups)

exists when all group members succeed or fail together in the accomplishment of the group's purpose—in this case, having success can be attained only if they coordinate their efforts. In addition, committee members coordinated their actions so that. This logic extends to group members scattered geographically. If members interact and mutually influence each other by way of newsletters, telephone conversations, computer networks, or closed-circuit TV, they still constitute a group.

evaluating

expressing judgments about the relative worth of information or ideas; proposing or applying criteria. ("Here are three problems I see with that idea.")

In the last two decades, psychologists have developed the five-factor model of personality, which has become a widely accepted framework for organizing many different dimensions of personality.

extraversion, agreeableness, conscientiousness, openness to experience, and neuroticism (sometimes referred to as emotional stability)—have all been found related to behavior in small groups.

problem solving group

formed to address some condition or problem vary widely in their composition and functioning. Examples we have already mentioned include the Artsfest Planning Committee and the various search and rescue teams that helped Haiti after its earthquake. There are many ways of describing subtypes of problem-solving groups..

a closed system

has relatively little interchange between the group and its environment. Its boundaries are more solid or less porous than an open system.

The systems perspective

helps keep us from oversimplifying our understanding of how a group functions and perhaps missing something important. For example, systems theory emphasizes multiple causation, the fact that whatever happens in a system is not the result of a single, simple cause, but is produced by complex interrelationships among multiple forces.

high- and low-context communication:

high- Message carried by the context, nonverbal content. Culturally homogeneous; much meaning can be safely assumed. Prefer indirect communication. Low- Meaning carried by the words, verbal content. Culturally diverse; meaning cannot be taken for granted. Prefer clear, direct communication.

power distance:

highpower:Status differences maximized. Status hierarchy based on birth/position in society is normal; people are not created equal. Prefer authoritarian, directive leadership. Low Power: Status differences minimized. Status hierarchy based on birth/position in society unfair; people are created equal. Prefer democratic, participative leadership.

nonverbal behavior

includes all behavior except the actual words themselves. It is vital to small group communication and the meaning negotiated between members.

Five especially relevant for communication in small groups:

individualism—collectivism, power distance, uncertainty avoidance, masculinity—femininity, high- and low-context communication

an open system

interacts freely with its environment, with resources, information, and so forth, flowing easily between the environment and the group.

Second, bona fide groups are

interdependent with their relevant contexts, which means that a group both influences and is influenced by its environment. Four factors contribute to this interdependence.

Throughput processes of a group

involve how the group actually transforms inputs into final products—how the system functions, what it actually does.

listening

involves hearing and interpreting. Hearing is a physiological process that involves the reception of sound waves by the ear.

net conferences

is a general term that refers to conferences electronically mediated by networked computers and takes two forms, videoconferences and computer conferences.

system

is a set of relationships among interdependent, interacting components and forces.

transactional process

is an ongoing interaction where all the participants are mutually responsible for the interaction.

backchannel behavior

is deeply rooted in cultural norms. Those from western European backgrounds tend to use the backchannel less than African Americans, Hispanics, or people from southern European background.

communication apprehension

is the anxiety or fear that people experience when they try to speak in a variety of social situations, including in small groups. Sometimes called shyness or reticence, communication apprehension (CA) has been extensively researched, particularly by James McCroskey and his associates.

Computer-mediated communication, or CMC

is the formal phrase used to refer to the use of computers to interact with others

touch haptics

is the study of touch behavior.

farrago

is used to describe a confused group Enacting the farrago role is not directly related to any personality trait, there are certain habits of individuals that make it more likely they will become a group's farrago Interactions with this type of problematic person often result in confusion of responsibilities, group tasks, decision-making procedures, and so on

recording

keeping group records, preparing reports and minutes; serving as group secretary and memory. ("I think we decided that two weeks ago. Let me look it up in the minutes to be sure.")

secondary group

like our Artsfest committee in the opening story, focus on task accomplishment and are formed for the purpose of doing work—completing a project, solving a problem, making a decision. Secondary groups, such as most work teams and problem-solving groups, meet secondary needs for control and achievement.

masculinity—femininity:

m- Value assertive behaviors. Value achievement. Emphasize objectivity, control. Prefer autocratic leadership. f- Value caring, nurturing behaviors. Value relationships with others. Emphasize subjectivity. Prefer participative leadership.

clarifying

making ambiguous statements clearer; interpreting issues. ("So does 'excellent' do you mean that the report should be perfect grammatically?")

The collaborating group is

one in which its members come from different organizations and form a temporary alliance in order to attain a particular purpose.

social loafer

only watch and contribute little to the group, letting others carry the load

lack of social presence

or how much members perceive the communication medium is like face-to-face interaction socially and emotionally, has been a criticism of CMC.

vocal cues

or paralanguage, are any characteristics of voice and utterance other than the words themselves.

coordinating

organizing the group's work; promoting teamwork and cooperation. ("If Meagan interviews the mayor by Monday, then Joyce and I can prepare a response by Tuesday's meeting.")

black communication

particularly in organizational settings. Black culture in the United States is an oral culture, so verbal inventiveness and virtuosity of expression are highly valued. What many whites perceive as boastfulness Foeman and Pressley call assertiveness, which takes both verbal and nonverbal forms (for instance, trying to top someone else's boast, strutting across the street). African Americans and European Americans express themselves verbally in different ways. Blacks are more playful than most whites in their use of language and relish playing verbal games.

small group discussion

refers to a small group of people talking with each other in order to achieve some interdependent goal, such as increased understanding, coordination of activity, or a solution to a shared problem.//occur in educational contexts for a variety of purposes. Common learning groups, often called study groups, form so that members can understand a subject better by pooling their knowledge, perceptions, and beliefs. These tend to be voluntary and coordinated by interested students. Others, including cohorts, cooperative learning groups, and collaborative learning groups, are used by educators and often are not voluntary.

ethics

refers to the "rules or standards for right conduct or practice." In describing principles of ethical behavior for group members, we are guided by appropriate standards of behavior from our general culture and the code of ethics provided by our professional association, the National Communication Association.

Two obvious alternatives for responding to the farrago

removal of the farrago or having a more structured design to prevent the emergence of a farrago

When groups are almost consumed with the negative actions of a specific individual, the problem is most likely the

responsibility of that individual and the other group members

verbal interaction analysis

reveals who talks to whom, how often each member participates orally, and whether the group has members who dominate or who do not speak up..

summarizing

reviewing what has been said previously; reminding the group of a number of items previously mentioned or discussed. ("So, by next week, Marija will have the media research finished and Toni will have the preliminary drawing of the logo for us to see.")

participant- observer

someone who both actively participates and critically reflects on group interaction in order to make the adaptations necessary for success.

First, bona fide groups have

stable but permeable boundaries. The boundaries must be recognizable (otherwise, there would not be a group), but they are not rigid—they shift due to four factors.

opinion giving

stating beliefs, values, interpretations, judgments; drawing conclusions from evidence. ("I don't think theft of materials is the worst problem facing the library.")

suggesting procedure

suggesting an agenda of issues or special technique; proposing some procedure or sequence to follow. ("Why don't we try brainstorming to help us come up with something new and different?")

One specific type of interchange between a group and its environment is feedback

the environment's response to output it has received from the group.

Because of the high degree of task and physiological interdependence the group experiences with the farrago

the group is denied perhaps the most logical response

Members understand and accept

the group's purpose.

The communication-based alternative must directly focus on

the interactional tensions of the group and provide communicative frames from within which the group can respond as a group

communication

the transactional process by which people simultaneously create, interpret, and negotiate shared meaning through their interaction.

Communicate in a way that extends empathy and respect to all members of the group.

this principle requires that you work to understand others as they want to be understood

Group members know

what the group's relationship is to other groups and organizations and what resources they can count on from those groups and organizations.

The group's meeting place

whether physical or virtual, is comfortable for participants and allows discussions without distractions. The group has enough time to do its work.

SYMLOG

which is an acronym for the System for the Multiple Level Observation of Groups, is both a theory and a methodology that permits a three-dimensional diagram to be constructed of a group.

Members are personally satisfied

with their respective roles in the group, the discussion and group work process, and their relationships with other members.