self concept
who you think you are --- shapes how you communicate with others and how others communicate with you
roles
sets of expectations -- to others
roles in small groups
1peoples expectations about their own behavior their self concepts, 2the perceptions others have about the individuals positions in the group and 3peoples actually behavior and interaction with others
self concept- gender
people's communication differs depending on sex, ex- how masculine or feminine you are.
researchers priya and ana agree
gender does make a difference in how groups work
self concept- sexual orientation
affects how others can relate to others in a group but effective groups should not judge and should not let it effect group communnication
self concept- culture of origin
different cultures foster different beliefs and attitudes abt communication and behavior. ex america and japan (selfish vs non selfish lol)
culture influences...
the way the behaviors and people are willing to communicate in a group , ample evidence that different cultures interpret situations very differently
self concept is defined
by various groups or anything you are part of, ex- being catholic, being in a sorority
small group self concept
as you interact with group members you learn more about yourself and how others think of you helping you to determine your role
formally
can be assigned a role in a task oriented group
informally
can be assigned a role just off of what knowledge of a persons ability
task roles
aimed at accomplishing the group's goal
maintenance roles
are part of a groups job of maintaining the atmosphere of a group keeping it functioning well
individual roles
call attention to individual contributions and tend to be counterproductive to the overall group effort
initiator contributor
proposes new ideas or approaches to a group problem by solving may suggest a different procedure or approach to organizing a problem-solving task
information seeker
asks for clarification of suggestions also asks for facts or other information that may help the group deal with the issues at hand
opinion seeker
asks for a clarification of the values and opinions expressed by other group members
information giver
provides facts, examples, statistics, and other evidence that pertains to the problem the group is attempting to solve
opinion giver
offers beliefs or opinions about the ideas under discussion
elaborator
provides examples based on his or her experience or the experience of others that help to show how an idea or suggestion would work if the group accepted a particular course of action
coordinator
tries to clarify and note relationships among the ideas and suggestions that have been provided by others
orienter (summarizer)
attempts to summarize what has occurred and tries to keep the group focused on the task at hand
evaluator-critic
makes an effort to judge the evidence and conclusion that the group suggests
energizer
tries to spur the group to action and attempts to motivate and stimulate the group to greater productivity
procedural technician
helps the group achieve its goal by performing tasks such as distributing papers, rearranging the seating, or running errands for the group
recorder
writes down suggestions and ideas of others; makes a record of the group's progress
encourager
offers praise understanding and acceptance of other's ideas and suggestions
harmonizer
mediates disagreements among group members
compromiser
attempts to resolve conflicts by trying to find an acceptance solution to disagreements among group members
gatekeeper and expediter
encourages less talkative group members to participate and tries to limit lengthy contributions of other group members
standard setter
helps to set standards and goals for the group
group observer
keeps records of the groups process and uses the gathered information gathered to evaluate the group's procedures
follower
basically goes along with the suggestions and ideas of other group members serves as an audience in group discussions and decision making
agressor
destroys or deflates the status of other group members; may try to take credit for someone else's contribution
blocker
is generally negative, stubborn, and disagreeable without apparent reason
recognition seeker
seeks the spotlight by boasting and reporting on his or her personnal achievements
self confessor
uses the group as an audience to report personal feelings, insights, and observations
joker
reflects a lack of involvement in the group's process by telling stories and jokes that do not help the group, lack of enthusiasm for the group
dominator
makes an effort to assert authority by manipulating group members or attempting to take over the entire group, may use flattery
help seeker
tries to evoke a sympathetic response from others; often expresses insecurity or feelings of low self worth
self interest pleader
works to serve an individual need; speaks for a special group or organization that best fits his or her own biases
formal roles
to be established and be cleared lack of clarity results in a loss of team productivity
understanding group roles
helps group become more effective and studies show groups who have people take on the roles listed above get more ish done
norms
rules or standards that determine appropriate and inappropriate behavior in a group.
how are norms developed
1) people develop based on previous group experience 2) and what happens early in the group's existence
structuration
groups do things based on the way things were done in other groups, previous structures
norms- characteristics of group members
ex intelligent ppl less likely to conform to not intelligent people
norms- clarity/punishment
clearly defined rules for the new members
norms- # of ppl
people who already conformed to the norm and expect you to fall into place
norms- quality of interpersonal relationships
respect one another another will respect you
norms- sense of identification
if group members idenitify all with the goals then they take pride in the work they are supposed to do.
susan shimanoff rule
a followable prescription that indicates what behavior is obligated,preferred, or prohibited in certain contexts
ground rules
explicit agreed on prescriptions for acceptable and appropriate behavior
status
is an individual's relative importance (ex- social status)
status affects
the role he/she assumes in the group
power
at its core involves the ability of one person to control or influence some other person or decision
power in a small group
reflected in an individuals ability to get other members to conform to his or her wishes, power is about influence
legitimate power
stems from group member's ability to influence others because of being elected, appointed, or selected to exert control over a group
referent power
is the power of interpersonal attraction
expert power
stems from a group members ability to influence others based on the knowledge and information a group member presents
reward power
based on a person's ability to reward behaviors. gain money status etc.
coercive power
the negative side of reward power you can have stuff taken away punished i.e
power & gender
stereotypes portray women as being more influenced thatn man, however some research says that women have more power
trust
the degree of trust you have in small groups effects your interpersonal relationships with them
trust in groups
has been defined as the extent to which a person is confident in, and willing to act on the basis of the words, actions, and decisions of another
trust can be based off of
experiences in previous groups
primary tension
the social unease and stiffness that accompanies with getting aquatinted to something
secondary tension
occurs when conflicts arise within the group as members try to solve problems and such, also power struggles
monochronic
some people are only comfortable doing one thing at a time like to concentrate at the job at hand
polychronic
some individuals can do many things at once and are less influenced by deadlines and schedules