The Discussion For This Week Is Group Dynamics

There are many problems that hinder good group dynamics. We don’t usually have the luxury of picking who we are going to work with on a team; dealing with different personalities and personal agendas are common challenges in working within a team. Other commons challenges like, poor leadership, bad communications, and lack of focus can be helped or eliminated by establishing team roles.

Whether groups are formed for social or task oriented purposes, the ability to produce and maintain a sense of affiliation, peer support and collaboration is important for overall group functioning. The cohesion of a social group is produced through the establishment of a set of group norms, which are later defined as a guide for conduct accepted within a group of individuals. However, in order for a group to perform and produce results, the team leader should guide his/her team through the proper stages of group development, which includes the following steps: forming, storming, norming, performing and adjourning. Although teams should follow all these stages of group development, the forming and the norming stages are the most important,

In today’s world teamwork is being utilized by companies across the globe. Employers are seeing the value of teamwork and what can be accomplished when people put the strengths together. These teams consist of people from different cultures with different personalities. Conflict is inevitable when it comes to group dynamics. Conflict resolution is necessary to keep the group functioning efficiently. This paper will analyze group dynamics and focus on conflict resolution by way of communication.

When talking about team dynamics the first question one may have is, “What are Team Dynamics?” In Williams (2011) it is said “The dynamics of teams determine if these goals will be met in an efficient manner.” It is said in Ecclesiastes 4: 9-10 “Two people are better off than one, for they can help each other succeed. If one person falls, the other can reach out and help. But someone who falls alone is in real trouble.”

Chapter 4 shows a number of topics that relate to negative changes in work and group dynamic as seen at Spring Creek Residence. Makley. S. (2017) mentions there are a number of team dynamics that affect the way a work environment operates and reacts to changes when under the wing of management. Such a dynamic as alluded by the text is inclusiveness (Makley. S., 2017).

It also addresses the dynamics of a group and the ways in which people group together or otherwise act in union (Hughes, 2011).

To find the answer, sociologist look at group dynamics. Group dynamics is defined as, “the ways in which individuals affect groups and the ways in which groups influence individuals” (Henslin, 2015). One of the main contributing factors in a group dynamic is it’s size. The size of the group can determine: stability, intimacy, behavior, attitudes, and

Group dynamics are the various behaviours and psychological processes that occur in a group or between groups. It deals with the formation, functioning of groups as well as the roles each individual plays in a group. Group dynamics can be studied and understood from the movie ‘ 12 Angry Men ’. Different concepts regarding group dynamics like influence processes, influence techniques, group development and stages, effect of the environment, backgrounds of the individuals etc. were well portrayed in the film.

Work Team development is a dynamic and often difficult process. Most teams find themselves in a continuos state of change and development. Eventhough, most teams never reach full stability, there is a general pattern that describes how most teams evolve. There are five stages of team development, the first stage is forming. In this stage there is a great deal of uncertainty about the teams purpose, structure and leadership. Members are testing the the waters to determine what types of behaviors are acceptable. This stage is complete when members began to think of themselves as part of the team. The second stage is called storming. In this stage there is much intragroup conflict.Team members accept the existence of the team, but there is resistance to the control that the team imposes on individuality. Conflict can arise from numerous sources within the team setting but generally falls into three categories:communication, factors, structural factors and personal factors (Varney, 1989/Townsley). In addition, there is conflict over who will control the team.

Working within a group or team is unavoidable for most people. We are involved in sports teams, assignment groups, work teams, social groups and a variety of other groups and teams. Each of these groups share one thing in common, that is each requires us to communicate in some way in order to reach a shared goal or target. Therefore, it is imperative to know and understand how to work and communicate effectively with others to maximise outcomes and productivity.

Each individual is categorized into a group from the day they were conceived. According to Kozier et al (2010) a group is “two are more people who have shared need and goals, who taken each other in account in their and who, thus, are held together and set apart from others by virtue of their interaction” (p. 400). The communicate that takes place between members of the group is group dynamic (Kozier et al, 2010). Motivation for participation and similarity of other group members and the goals of the group will affect the group dynamic (Kozier et al, 2010). The type of group that was created was a task group and Kozier et al (2010) stated that “the focus for such group is completion of a specific task, and the format is defined at the

The aim of the present essay is to examine the strengths and the weaknesses of the “Informational Influence” theory and the “Cultural Value” theory, which are the two major theoretical accounts that attempted to explain the phenomenon of the risky-shift in group processes. At first, the introductory paragraph is concerned with the discovery of the phenomenon followed by a brief description of the two theories. Secondly, empirical evidence in support of the two theories is provided along with a critical analysis. In addition, a short paragraph of this essay is concerned with the evaluation of the methodology which was applied since the 1960s for the study of the risky-shift phenomena.

One of the most interesting studies of the 20th century doesn’t seem to get much attention. Turkish American psychologist, Muzafer Sherif had to overcome tremendous odds on his journey through life. Through his perseverance, Muzafer Sherif searched for explanations on how to change group dynamics. Eventually he and his wife, Carolyn Wood Sherif were responsible for some very important research that can be adapted to almost any team when analyzing group dynamics.

The characteristics and dynamics of a group is specific and changes in correlation with the size of a group. A group is more than one person that unite to meet similar goals and needs. Georg Simmel, a German sociologist, refers to a “group of two individuals as a dyad, and a group of three people as a triad.” (Kendall 144). For instance, a married couple is a dyad group, and as the dyad relationship evolves the group shifts to a triad when a child is born. As the group size increases or decreases the dynamics, characteristics, and relationships change, accordingly.

This is my first semester at City Tech. When I signed up for the group dynamics class I expected to have some difficulties. Prior to this class I worked on various group projects and for the most part it was a wreck. The information given was unclear, members were not focused and/ or the professor was too busy to help. As a result, I ended up doing all the work and not feeling confident in my projects.