Small Group Communication

Source : Devito. J.A. (2005). Human Communication: The Basic Course. Course. Boston: Allyn and Bacon

Small Group Communication

Idea Generating Groups Personal Growth Groups Information Sharing groups Problem Solving Groups

Idea

Generating Groups

Idea

Generating Groups

Exist solely to generate ideas and often follow a formula called brainstorming. Brainstorming is a technique for bombarding a problem and generating as many ideas as possible.

Idea
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Generating Groups

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The procedure: A problem is selected. Group members are informed about the problem to be brainstormed before the actual session so they can think about the topic. When the group meets, each person contributes as many ideas as he or she can think of. All ideas are recorded in writing or on tape.

Idea

Generating Groups

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Four general rules are followed: Brainstorm rule 1: Don t criticize Brainstorm rule 2: Strive for quality Brainstorm rule 3: Combine and Extend Ideas Brainstorm rule 4: Develop the wildest ideas possible

Brainstorm rule 1: Don t criticize All ideas recorded. Ideas not evaluated, nor even discussed. All your ideas need time to develop before you look for problems with it. Brainstorm rule 2: Strive for quality List down as many ideas as possible

Brainstorm rule 3: Combine and Extend Ideas You are encouraged to extend it or combine it in some way. Brainstorm rule 4: Develop the wildest ideas possible A wild idea can easily be tempered, but it s not so easy to elaborate on a simple or conservative idea.

Idea

Generating Groups

After all the ideas are generated, the group evaluates the entire list of ideas, using the critical thinking skills. The ideas that are unworkable are thrown out; those that show promise are retained and evaluated

Personal Growth Groups

Personal Growth Groups

Referred to as support group, aim to help members cope with particular difficulties such as drug addiction, not being assertive enough, having an alcoholic parent and many more problems. Clearly therapeutic and are designed to change significant aspects of an individual s personality or behaviour. Three types: The Encounter Group The Assertive Training Group The Consciousness Raising Group

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Personal Growth Groups

The Encounter Group Also known as sensitivity group or T (training) groups Assumption is that members will be more effective, both psychologically and interpersonally, if they get to know and like themselves better Members are encouraged to express inner thoughts, fears, and doubts in the group, in which interactions are always characterized by total acceptance and support

Personal Growth Groups

The Assertive Training Group Aims to increase the willingness of its members to stand up for their rights and to act more assertively in a wide variety of situations (Adler, 1977, Bishop, 2006)

Personal Growth Groups

The Consciousness Raising Group Aims to help people cope with the problems society confronts them with (unwed mothers, gay fathers or recently unemployed executives) Assumption is that similar people are best equipped to assist one another s personal growth

Information

Sharing groups

Information

Sharing groups

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Purpose is to enable members to acquire new information or skills through a sharing of knowledge Two types: Educational or Learning Groups Focus Groups

Information

Sharing groups

Educational or Learning Groups Members pool their knowledge to the benefit of all (law or medical student learning groups) May follow a variety of discussion patterns such as chronological pattern, spatial pattern, topical pattern, cause and effects pattern, problems and solutions pattern or structures or functions

Information

Sharing groups

Focus Groups Aim here is to discover what people think about an issue or product: for example, what do men between 18 and 25 think of the new aftershave lotion and its packaging. A leader tries to discover the beliefs, attitudes, thoughts, and feelings that members have so as to help an organization make decisions about the product or service.

Problem

Solving Groups

Problem

Solving Groups

Work situations Conflict among top managers revolved around issues of executive responsibility and coordination. Differences on organizational objectives, allocation of resources, appropriate management style, different personality styles.

Problem

Solving Groups

The Problem Solving Sequence 1. Define and analyze the problem 2. Establish criteria for evaluating solutions 3. Identify possible solutions 4. Evaluate solutions 5. Select best solutions 6. Test selected solution (s)

Problem

Solving Groups

Step 1 : Define and Analyze the Problem Specify the problem clearly Limit the problem to identify a manageable area for discussion Define the problem as an open ended question rather than a statement Use the questions concerning duration, causes and effects to help analyze the problem

Problem

Solving Groups

Step 2 : Establish Criteria for Evaluating Solutions Identify standards and criteria that will be used in evaluating / selecting solutions 2 Types of criteria practical criteria and value criteria

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Solving Groups

Step 3: Identify Possible Solution Identify as many solution as possible The focus is on quantity rather than on quality Step 4 : Evaluate solution Each solution is evaluated according to the criteria that has been established

Problem

Solving Groups

Step 5 : Select the best solution in a problemproblemsolving group - 3 methods can be used to select the best solution 1. Decision by authority (members voice out their opinion but the leader makes the final decision) 2. Majority rule (Abide by the majority decision (Abide through voting) 3. Consensus (Unanimous agreement / everyone agrees

Problem

Solving Groups

Step 6 : Test selected solution (s) Solution (s) are tested for their effectiveness If the solution (s) are not effective , there is a need to go back to any of the previous stages and the process is repeated.

Problem

Solving Groups at Work

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The Nominal Group Technique The Delphi Method Quality Circles

Problem

Solving Groups at Work

The Nominal Group Technique Method of problem solving that uses limited discussion and confidential voting to obtain group discussion. Helpful when some members may be reluctant to voice their opinions in a regular problemproblem-solving group or when the issue is controversial or sensitive.

Problem

Solving Groups at Work

The Nominal Group Technique Can be divided into seven steps (Kelly, 1994): 1. The problem is defined and clarified for all members 2. Each member writes down (without discussion or consultation with others) his or her ideas on or possible solutions to the problem.

Problem
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Solving Groups at Work

The Nominal Group Technique Each member in sequence states one idea from his or her list, which is recorded on a board or flip chart so everyone can see it. This process is repeated until all suggestions are stated and recorded. Duplicates are then eliminated. Group agreement is secured before overlapping ideas are combined.

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Solving Groups at Work

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The Nominal Group Technique Each suggestion is clarified (without debate). Ideally each suggestion is given equal time. Each member rank-orders the suggestions rankin writing. The rankings of the members are combined to get a group ranking, which is then written on the board.

Problem
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Solving Groups at Work

The Nominal Group Technique Clarification, discussion, and possible reordering may follow. The highest ranking solution may then be selected to be tested, or perhaps several high rankings solution may be put into operation.

Problem

Solving Groups at Work

The Delphi Method In this method a group of experts is established, but there s no interaction among them; instead, they communicate by repeatedly responding to questionnaire. The method is best explained as a series of steps

Problem
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Solving Groups at Work

The Delphi Method The problem is defined (for example, we need to improve intradepartmental communication ) What each member is expected to do is specified (for example, each member should contribute five ideas on this specific question)

Problem
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Solving Groups at Work

The Delphi Method Each member than anonymously contributes five ideas in writing. This step used to be completed through questionnaires sent through traditional mail but now is more frequently done through email, which greatly increases the speed with which this entire process can be accomplished

Problem
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Solving Groups at Work

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The Delphi Method The ideas of all members are combined, written up, and distributed to all members. Members then select the three or four best ideas from this composite list and submit these. From these responses another list is produced and distributed to all members.

Problem
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Solving Groups at Work

The Delphi Method Members then select the one or two best ideas from the new list and submit these. From these responses another list is produced and distributed to all members. The process may be repeated any number of times, but usually three rounds are sufficient for achieving a fair degree of agreement

Problem

Solving Groups at Work

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The Delphi Method The final solutions are identified and are communicated to all members.

Problem

Solving Groups at Work

Quality circles A group of workers (usually 6-12) whose task is 6to investigate and make recommendations for improving the quality of some organizational function. The members are drawn from the workers whose area is being studied; for example, if the problem were how to improve advertising on the internet, then the quality circle membership would be drawn from advertising and technology department.

Problem

Solving Groups at Work

Quality circles The motivation is economic; the company s aim is to improve profitability. To improve worker morale: because quality circles involve workers in decision making, workers may feel empowered and see themselves as more essential to the organization (Gorden & Nevins, 1993)