NCM 0113 — 08 WORKING WITH GROUPS TOWARDS COMMUNITY DEVELOPMENT

EGALITARIAN RELATIONSHIP

● Where partners consider each other as co-equals in so far as the intrinsic worth and access to rights and privileges of the group are concerned
● Participate equally in assuming responsibilities to achieve the objectives and goals jointly identified

OPEN-MINDNESS

● Possess the skill to view things and experiences from each other's perspectives to arrive at a more relevant and appropriate solution to any problem that concerns them both
● Being non-judgmental, unbiased, and flexible

respect and trust

● Failure to earn __ is one major cause why initial experiences on establishing partnership cannot be sustained through the working phase of the relationship

co-responsibility

COMMITMENT TO ENHANCE EACH OTHER'S CAPABILITIES FOR PARTNERSHIP

○ Partnership requires __

COMMITMENT TO ENHANCE EACH OTHER'S CAPABILITIES FOR PARTNERSHIP

● Participants must construct together the foundation of a mutually growth-promoting
relationship using themselves as "bricks"
● Each one must be able to pull up the other to a level of functioning where both of them can work as co-equals
● Each partner must have the commitment to bring out the best in the other as much as he brings out the best in himself

COMMITMENT TO ENHANCE EACH OTHER'S CAPABILITIES FOR PARTNERSHIP

OPEN-MINDNESS

RESPECT AND TRUST

EGALITARIAN RELATIONSHIP

ESSENTIAL INGREDIENTS OF PARTNERSHIP

STARTER

Proposes goals and tasks to initiate action within the group

INFORMATION AND OPINION SEEKER

Asks for facts, information, opinions, ideas, and feelings from other members to help group discussion (avoids biases and is open-minded)

COORDINATOR

Shows relationships among various ideas by pulling them together and harmonizes activities of various subgroups and members to come up with a decision or a common goal

INFORMATION AND OPINION GIVER

Offers facts, opinions, ideas, suggestions, and relevant information to help group discussion

DIRECTION GIVER

Develops plans on how to proceed and focuses attention on the task to be done

SUMMARIZER

Pulls together related ideas or suggestions and restates and summarizes major points discussed

REALITY TESTER

Examines the practicality and workability of ideas, evaluate alternative solutions, and applies them to real situations to see how will they work

DIAGNOSER

Figures out sources of difficulties the group has in working effectively and the blocks to progress in accomplishing the group's goals

EVALUATOR

Compares group decisions and accomplishments with group standards and goals

ELABORATOR

Builds on previous comment, giving examples, enlarging on it

ENERGIZER

Stimulates a higher quality of work from the group

CONSENSUS TAKER

Checks the group to see if members are ready to make a decision or to take some action

Community Helper

Shows good communication skills and makes sure that each group member understands what other members are saying

Interpersonal Problem Solver

Promotes open discussion of conflicts between group members in order to resolve conflicts and increase group togetherness

Standard Setter

Expresses group standards and goals to make members aware of the direction of the work and the progress being made toward the goal and to get open acceptance of group norms and procedures

Team Builder

Accepts and supports openness of other group members, reinforcing risk taking and encouraging individuality

Harmonizer and Compromiser

Persuades members to analyze constructively their differences in opinions, searches for common elements in conflicts, and tries to reconcile disagreements

Tension Reliever

Eases tensions and increases the enjoyment of group members by joking, suggesting breaks, and proposing fun approaches to group work

Process Observer

Watches the process by which the group is working and uses the observations to help examine effectiveness

Evaluator of Emotional Climate

Asks members how they feel about the way in which the group is working and about each other

STAGE OF ORIENTATION

● Group member's behavioral patterns are attempts to ward off anxiety (purpose for which they joined the group and they must find a place for themselves in the group)
MAIN CONCERN: are they "in" or "out" of the group?

STAGE OF ORIENTATION

Search for a role for themselves in the group, wondering if they will be liked and respected or ignored and rejected

To handle anxiety, they invest most of their energy in search for approval, acceptance, respect or domination

STAGE OF CONFLICT

Characterized by the group's concern over dominance, control and power

○ Experience on conflict is between members or between members and the leader
Each member tries to establish for himself his preferred amount of initiative and power, and gradually a control hierarchy within the group

○ Members become judgmental of others; frequent negative comments and inter-member criticism

STAGE OF CONFLICT

Dropout rate is high at this point as group members that are not committed

STAGE OF CONFLICT

Hostility toward the leader becomes more obvious (especially if the leader is not effective)
○ The members' expectations of the leader as a powerful being are so limitless that regardless of his competence, he will disappoint them

STAGE OF COHESIVENESS

● The group gradually develops into a cohesive unit
● Increase in morale and mutual trust as members
feel group belongingness
○ Members are willing to share more about
themselves to others in the group

STAGE OF COHESIVENESS

● Intensification of personal involvement, a growing awareness and mutual recognition of the significance of the group experience in terms of personality growth and change
● CHIEF CONCERN: intimacy and closeness

mature

● Only when all feelings can be expressed and constructively worked through in a cohesive group does the group become a ___ work group

WORK GROUP STAGE

● Uniqueness of the members and the leaders are seen and expected
● Members can accept one another's differences without associating "good" and "bad" with the differences
● They become aware of their own involvement, and of the other aspects of group process, without being overwhelmed or alarmed

WORK GROUP STAGE

● Conflict exists but these are on substantive issues rather than emotional ones
● The group becomes a feedback vehicle

preliminaries of instructions

In instances when the group members do not know each other, the __ should be made

TRUE


○ Normal and natural to have conflict in the groups as the members have different beliefs, views, and practices
○ Hindi magiging weakness sa isang grupo ang magkaroon ng conflicts

TRUE / FALSE

● The dynamism characteristic of the work group is maintained if the hostility and conflict in the group are permitted to develop