Developing Work Groups For Community Health Development

Developing Work groups for Community Health Development
Stages of group development: The Stage of Orientation In this stage the content and style of communication are relatively limited, repetitious and restrained. 2 tasks: a. They must determine a way of achieving their primary tasks (the purpose for which they joined the group). b. They must find a place for themselves in the group, one that will not provide the comfort necessary to attain their primary tasks but will also result in additional gratification from the pressure of group membership. The Stage of Conflict this stage is characterized by the groups concern over dominance, comntrol and power. this conflict can be either between members or between leader and members Hostility (anger, aggression, opposition) toward the leader becomes more obvious. The Stage of Cohesiveness(interrelatedness) during this stage, there is an increase of morale and mutual trust as members feel group belongingness. there is intensification of personal involvement, a growing awareness and mutual recognition of the significance og the group. The Work Group Stage during this stage the uniqueness of the members and the leaders are seen and expected. members can accept one anothers differences without associating good and bad with differences. the groups becomes a feedback vehicle where members can clarifyand evaluate each others perceptions and the group process from a sense of group ientity comes a sense of individual identity. The Termination Stage after being together and workingon specified tasks, members of groups experience a sense of ending. according to Dunphy ( 1965 ), the tasks of the group at this stage may include: Finishing the agenda Establishing key decision Completing the group product, tying the loose ends and writing oft unfinished business Intervention to Facilitate the Group Growth this can help us identify where the group id to predict n what direction it might move and to identify the assets within the group that might be utilized or maximized. o Interventions, tasks and techniques are all directed towards developing and maintaing the work groups.
this can help group members to handle the psychological processes ( the interplay of varied personalities, feelings, needs and concerns ) that bring about anxiety or discomfort. emphasize the importance of working on feelings, needs and comunication. The Major Interventions, tasks and techniques 1. Providerthe necessary orientation, structure and directions introducing group members encouraged to get to know one another interviewing co-members opportunities to clarify or elucidate on the goals and purposes of the group, the expectations and perceptions of every members as regard roles and responsibilities should be maximized.
Members open up when they feel secure in expressing their attitudes and ideas; when they know they wont be ignored, ridiculed, criticized or otherwise embarrassed by other group members. The leaders tasks andd techniques (Johnson and Johnson, 1975 ) may include: a. Listening attentively to what each is saying. b. Not judging the contributions of members or commenting on every contribution made. c. Doing away with preaching, teaching oir moralizing. d. Providing forcing members into participation before they are ready.
The Leader can encourage productive participation: a. Observing for signs of a members effort to be heard and giving her an opportunity to contribute. b. Being sensitive in identifying those too eager to talk as they can take up all the groups time. c. Encouraging and supporting all members who participate. d. Sumarizing and clarifyig the contributions. e. Not monopolizing the discussion or commenting too frequently. 2. Process, Negotiate, Resolve conflicts to members satisfaction the dynamism characteristics of work group is maintained if the hostility and conflict in the group are permitted to develop. specific interventions focus on developing the members competencies to handle conflict constructiely: a. Help members understand the nature of conflicts. b. Help members go through the coping process of conflict resolution using the problem-solving approach. c. Help members generate new ;ways of looking at the situation or problem d. Help members analyze the here-and-now experience Understanding the conflicts groupmembers learn to develop a positive attitude toward conflict when they realize it has the characteristics: a. It is natural part of any relationships and of any group. b. It is desirable and extremely valuable for several reasons: a. It encourages inquiry, prootes objectivity and sharpen analysis b. Stimulates interest and curiosity and the increase motivation and energy of group members c. It can greatly reduce the natural tension and frustration of working together c. Any conflict can be handled constructively by the group when the following aspects are considered: a. Members should develop specific group norms or rules to create an atmosphere conducive to healthy management of conflicts. b. Conflicts are managed effectively by encouraging group cooperation and by using the problem-solving approach. Conflict resolution through the problem-solving approach a conflict can be analyzed, negotiated and resolved utilizing the problemsolving approach
Basic steps: Clarify the basic rules. Diagnose the causes of the conflicts. Explore ways to settle the conflicts. Decide upon and implement an agreement that is satisfactory to all group members. Evaluate the success of the action/s taken. Generating new ways of looking at the situation or problem Some practical techniques that can be utilized: a. Helping members isolate or separate the ideas, beliefs and concepts from the persons advocating them. b. Role reversal c. Stuctured exercises like breaking balloon exercises and connect the dots. Helping members analyze the here-and-now experience members can learn to assume the responsibility for sustaining the vitality of the group and to gain control over tension laden experiences oe events happene. 3. Be aware of the effects of own behavior on the group: Use the self for group growth Acts as the groups completer or resource person to maximize the groups capability for decision-making and problemsolving, the necessary data, experience and resources must be made available to the group. If not among the group members can proide what the group needs, at anyone time, the facilitator is expected to act as te groups completer and ensure that the missing aspects are made available to the group. 4. Derive opportunities to apply learning on another situation group experiences provide varied learning opportunities for members. More often, the basic concepts and principles for effective group life are re-lived in various group experiences. members gain more depth in understanding the group processes as they realized that the concepts and principles previously in handling a particular issue can be in another situation dealing with different issue. this is helpful when the facilitator helps the group undergo successfully the stage of termination.
ANY QUESTION? Cohesive

Developing Work Groups For Community Health Development

Uploaded by

Copyright:

Available Formats

Developing Work Groups For Community Health Development

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Developing Work Groups For Community Health Development

Uploaded by

Copyright:

Available Formats

Developing Work groups for Community Health Development

ANY QUESTION? Cohesive

You might also like