group dynamics

group dynamic is simple way to power of some group

1. GROUP DYNAMICS AND ITS APPLICATION IN NURSING SERVICE AND EDUCATION

2. TERMINOLOGIES Group - Is an association of two or more people in an interdependent relationship with shared purposes. Group dynamics –Work done by a group of people working together. Group maturity - The ability and willingness of group members to set goals and work toward their accomplishment.

3. Relationships means how well people in the group work together Task roles - which helps the group accomplish its task Relationship roles - which helps group members get along better. Forming - pretending to get on or get along with others

4. Storming - letting down the politeness barrier and trying to get down to the issues even if tempers flare up. Performing - working in a group to a common goal on a highly efficient and cooperative basis . Norming - getting used to each other and developing trust and productivity .

5. DEFINITION GROUP A group may be defined as a number of individuals who join together to achieve a goal. People join groups to achieve goals that cannot be achieved by them alone. - Johnson & Johnson (2006)

6. GROUP DYNAMICS Group dynamics may be defined as the social processes by which people interact face to face in small groups. Group dynamics is viewed from the perspective of internal nature of group: how they are formed, why groups are formed, what are their structure and process, and how they affect individual members, other groups and the organization. - Mamoria , 1996

7. TYPE OF GROUPS

8. Formal groups established under the legal or formal authority with the view to achieve a particular end results. Eg : trade unions.

9. Informal groups refers to aggregate of personal contact and interaction and network of relationship among individual. Eg : friendship group.

10. Primary groups characterized by small size, face to face interaction and intimacy among members of group. Eg : family, neighbourhood group.

11. Secondary groups characterized by large size, individual identification with the values and beliefs prevailing in them rather than cultural interaction. Eg : occupational association and ethnic group

12. Task groups composed of people who work together to perform a task but involve cross-command relationship. Eg : for finding out who was responsible for causing wrong medication order would require liaison between ward in charge, senior sister and head nurse.

13. Social groups refers to integrated system of interrelated psychological group formed to accomplish defined objectives. Eg : political party with its many local political clubs

14. Reference groups one in which they would like to belong. Membership groups those where the individual actually belongs Command groups formed by subordinates reporting directly to the particular manager are determined by formal organizational chart.

15. Functional groups the individuals work together daily on similar tasks. Problem solving groups focuses on specific issues in their areas of responsibility, develops potential solution and often empowered to take action.

16. REASONS FOR GROUP FORMATION Have a sense of security Have a status Develop Self-esteem Affiliation Power Goal achievement

17. CRITERIA FOR A GROUP Formal social structure Face-to-face interaction 2 or more persons Common fate Common goals Interdependence Self-definition as group members Recognition by others

18. THEORIES OF GROUP FORMATION Propinquity Social System Theory Balance theory Exchange theory

19. THEORY OF PROPINQUITY people tend to affiliate with other because of spatial or geographical closeness

20. Social System Theory incorporates the interrelatedness of elements of activities, interaction, sentiments and the people usually interact to solve problems, reduce tension, attain goals and achieve balance.

21. Balance theory Newcomb says that the groups get formed when the individuals are attracted to each another because of their identical attitude towards the common objects or goals.

22. Exchange theory based on rewards and its cost The interaction between members is taken as reward and if any relationship which is not rewarding may be costly enough to cause tensions.

23. OBJECTIVES OF GROUP DYNAMICS To identify and analyze the social processes that impact on group development and performance. To acquire the skills necessary to intervene and improve individual and group performance in an organizational context. To build more successful organizations by applying techniques that provide positive impact on goal achievement.

24. FEATURES OF GROUP DYNAMICS concerned with group Amenable to change rigidity or flexibility group organization continuous process

25. PRINCIPLES OF GROUP DYNAMICS The members of the group must have a strong sense of belonging to the group. Changes in one part of the group may produce stress in other person, which can be reduced only by eliminating or allowing the change by bringing about readjustment in the related parts The group arises and functions owing to common motives.

26. Groups survive by placing the members into functional hierarchy and facilitating the action towards the goals The intergroup relations, group organization and member participation is essential for effectiveness of a group. Information relating to needs for change, plans for change and consequences of changes must be shared by members of a group.

27. ELEMENTS OF GROUP DYNAMICS COMMUNICATION give us clues to other important things which may be going on in the group such as who leads whom or who influences whom.

28. CONTENT VS PROCESS When we observe what the group is talking about, we are focusing on the content. When we try to observe how the group is handling its communication, we are talking about group process.

29. DECISION Many kinds of decisions are made in groups without considering the effects these decisions have on other members.

30. INFLUENCE TASK VS RELATIONSHIPS The group's task is the job to be done. People who are concerned with the task tend to: Make suggestions as to the best way to proceed or deal with a problem Attempt to summarize what has been covered or what has been going on in the group Give or ask for facts, ideas, opinions, feelings, feedback, or search for alternatives.

31. ROLES TASK ROLES Initiator: proposing tasks or goals; defining a group problem; suggesting ways to solve a problem. Information/opinion seeker: requesting facts; asking for expressions of feeling; requesting a statement; seeking suggestions and ideas. Information or opinion giver: offering facts; providing relevant information; stating an opinion; giving suggestions and ideas.

32. Clarifier and elaborator: interpreting ideas or suggestions; clearing up confusion; defining terms; indicating alternatives and issues before the group. Summarizer: pulling together related ideas; restating suggestions after the group has discussed them; offering a decision or conclusion for the group to accept or reject. Energizer; who stimulates and prods the group to act and raise the level of their actions. Coordinator: who clarifies and coordinates ideas, suggestions and activities of the group members.

33. RELATIONSHIP ROLES Harmonizer: who mediates, harmonizes and resolve conflicts. Gate keeper: helping to keep communication channels open; facilitating the participation of others; suggesting procedures that permit sharing remarks. Encourager; being friendly, warm, and responsive to others; indicating by facial expression or remarks the acceptance of others' contributions. Compromiser: when one's own idea or status is involved in a conflict, offering a compromise which yields status; admitting error. Follower: who accepts the group’s ideas and listens to their discussion and decisions.

34. SELF-ORIENTED ROLES Dominator: interrupts others; launches on long monologues; is over-positive; tries to lead group and assert authority; is generally autocratic. Negativist: rejects ideas suggested by others; takes a negative attitude on issues; argues frequently and unnecessarily; is pessimistic, refuses to cooperate; pouts. Aggressor: tries to achieve importance in group; boasts; criticizes or blames others; tries to get attention; shows anger or irritation against group or individuals; deflates importance or position of others in group.

35. Playboy: is not interested in the group except as it can help him or her to have a good time. Storyteller: likes to tell long "fishing stories" which are not relevant to the group; gets off on long tangents. Interrupter: talks over others; engages in side conversations; whispers to neighbour.

36. MEMBERSHIP One major concern for group members is the degree of acceptance or inclusion they feel in the group. FEELINGS During any group discussion, feelings are frequently generated by the interactions between members. Observers may have to make guesses based on tone of voice, facial expressions, gestures and many other forms of nonverbal cues.

37. NORMS Standard or group rules always develop in a group in order to control the behaviour of members. Norms usually express the beliefs or desires of the majority of the group members as to what behaviours should or should not take place in the group. norms may be clear to all members (explicit), known or sensed by only a few (implicit), or operating completely below the level of awareness of any group members.

38. GROUP ATMOSPHERE Something about the way a group works creates an atmosphere which in turn is revealed in a general impression. Insight can be gained into the atmosphere characteristic of a group by finding words which describe the general impression held by group members.

39. GROUP MATURITY ability and willingness of group members to set goals and work toward their accomplishment Characteristic An increasing ability to be self-directed An increased tolerance in accepting that progress takes time. An increasing sensitivity to their own feelings and those of others Improvement in the ability to withstand tension, frustration and disagreement. An increased ability to change plans and methods as new situations develop.

40. STAGES OF GROUP DEVELOPMENT

41. Stage 1: Forming (pretending to get on or get along with others) Individual behaviour is driven by a desire to be accepted by the others, and avoid controversy or conflict.  Serious issues and feelings are avoided, and people focus on being busy with routines, such as team organization, which does what, when to meet, etc. 

42. Stage 2: Storming letting down the politeness barrier and trying to get down to the issues even if tempers flare up Depending on the culture of the organization and individuals, the conflict will be more or less suppressed, but it'll be there, under the surface To deal with the conflict, individuals may feel they are winning or losing battles, and will look for structural clarity and rules to prevent the conflict persisting.

43. Norming getting used to each other and developing trust and productivity Members now understand each other better, and can appreciate each other's skills and experience Individuals listen to each other, appreciate and support each other, and are prepared to change pre-conceived views

44. Performing working in a group to a common goal on a highly efficient and cooperative basis Everyone knows each other well enough to be able to work together, and trusts each other enough to allow independent activity. Group identity, loyalty and morale are all high, and everyone is equally task-orientated and people-orientated. 

45. Adjourning completion and disengagement, both from the tasks and the group members Individuals will be proud of having achieved much and glad to have been part of such an enjoyable group. 

46. Stages for larger-scale groups – M. SCOTT PECK Pseudo-community The beginning stage when people first come together. This is the stage where people try to be  nice , and present what they feel are their most personable and friendly characteristics. Chaos When people move beyond the inauthenticity of pseudo-community and feel safe enough to present their "shadow" selves. This stage places great demands upon the facilitator for greater leadership and organization, but Peck believes that "organizations are not communities", and this pressure should be resisted.

47. Emptiness This stage moves beyond the attempts to fix, heal and convert of the chaos stage, when all people become capable of acknowledging their own woundedness and brokenness, common to us all as human beings. Out of this emptiness comes. True Community the process of deep respect and true listening for the needs of the other people in this community described as "glory" and reflects a deep yearning in every human soul for compassionate understanding from one's fellows

48. DIMENSIONS OF GROUP PROCESS

49. GROUP DYNAMIC PROCESS

50. A. GROUP FORMATION Participation Participation is a fundamental process within a group, because many of the other processes depend upon participation of the various members. Some members are active participants while others are more withdrawn and passive. participation means involvement, concern for the task, and direct or indirect contribution to the group goal

51. Factors which affect member’s participation are: The content or task of the group physical atmosphere psychological atmosphere Member’s personal preoccupations level of interaction and discussions Familiarity

52. Communication Communication within a group deals with the spoken and the unspoken, the verbal and the non-verbal, the explicit and the implied messages that are conveyed and exchanged relating to information and ideas, and feelings. Helpful hints for effective communication circular seating arrangement If there are two facilitators, they should sit apart Respect individuals

53. Encourage and support the quiet members to voice their opinions Try and persuade the people who speak too much to give others a chance Ensure that only one person speaks at a time or no one else will be heard Discourage sub groups from indulging in side talk

54. Problem solving An effective problem solving procedure would be to:- Clearly define the problem Try to thoroughly explore and understand the causes behind the problem Collect additional information, from elsewhere if necessary, and analyze it to understand the problem further The group should suspend criticism and judgment for a while and try to combine each other's ideas or add on improvements.

55. Leadership Leadership involves focusing the efforts of the people towards a common goal and to enable them to work together as one. In general we designate one individual as a leader.

56. B. DEVELOPMENT OF GROUPS FIRST STAGE concerned with forming a group characterized by members seeking safety and protection, tentativeness of response, seeking superficial contact with others, demonstrating dependency on existing authority figures Members at this stage either engage in busy type of activity or show apathy.

57. SECOND STAGE formation of dyads and triads Members seek out familiar or similar individuals and begin a deeper sharing of self. Pairing is a common phenomenon.

58. THIRD STAGE marked by a more serious concern about task performance dyads/triads begin to open up and seek out other members in the group Efforts are made to establish various norms for task performance. Members begin to take greater responsibility for their own group and relationship while the authority figure becomes relaxed.

59. FOURTH STAGE stage of a fully functional group where members see themselves as a group and get involved in the task Each person makes a contribution and the authority figure is also seen as a part of the group. Group norms are followed and collective pressure is exerted to ensure the effectiveness of the group. The group redefines its goals in the light of information from the outside environment and shows an autonomous will to pursue those goals.

60. FACILITATING A GROUP Facilitation can be described as a conscious process of assisting a group to successfully achieve its task while functioning as a group . Facilitation can be performed by members themselves, or with the help of an outsider.

61. Group problems Lack of qualified leaders Lack of participation Lack of interest in program Membership Disorderly meetings Poor group relations

62. APPLICATION OF GROUP DYNAMICS IN NURSING EDUCATION Simulates the “real world” - use of teams Learn better when actively involved Peer instruction, teaching each other Learn more fully and with less effort Learn in context Modification of – Personality Power - Behaviour

63. SOCIAL ROLES GROUP NORMS THE PHYSICAL ENVIRONMENT ESTABLISHING TRUST ROLE OF NURSE EDUCATOR

64. APPLICATION OF GROUP DYNAMICS IN NURSING SERVICE To understand nursing process which will help the nurse to become more effective member of the group. The nurse leader is responsible for co-ordinating the group work to accomplish its goals of the unit. It helps the nurse leader to take appropriate actions effectively. Solve problems encountered in the ward.

65. LICENSED PRACTICAL NURSE ROLE TEACHING GROUPS SELF-HELP GROUPS SELF-AWARENESS/GROWTH GROUPS THERAPY GROUPS