Group Dynamics STABILITY OF MEMBERSHIP

Midterms - the longer members stay in a group, the

more cohesive it is
COHESION (Pagkakaisa) *depends on the relationship
- sense of unity/closeness
- work towards common/shared goal
- motivation to stay in the group 5 BEHAVIORS OF A COHESIVE TEAM MODEL
- seeing group as one entity rather than a group of
individuals
- members fill in strengths and weaknesses
- similarity principle is observed, rather than the
complementarity principle

COMPONENTS of COHESION
 Social Cohesion
- members are attracted to the group
- more on connection
- work through common /shared goal
- similar interests, experiences, goals, values
- focuses on Interpersonal Relationships
Ex. groups formed for volunteering; Institutional
clubs (Chorale, Samtoy, LTE, Louisian Torch)  Trust
- first established
 Task Cohesion - vulnerability
- focused on achieving goals *open in sharing ideas/opinions/experiences/
- emphasize objective of the group solutions
- members have different roles but work together - trust that members won’t judge
to achieve goals - empathy
Ex. sports teams (basketball, soccer, volleyball, etc)
 Conflict
 Perceived Cohesion - conflict around ideas
- varies from one group to another - challenge ideas/solutions
- encompasses both social and task cohesion - task-related
- experience of each member in the group is - be open/vulnerable to solutions
important - Constructive debates and arguments are
 negative experience = negative cohesion necessary to grow as a group
 positive experience = negative cohesion
Ex. one may feel happy in a group, others may feel out  Commitment
of place (kung anong treatment na-perceive nila) - understanding what/why the decision was made
- set aside biases
 Emotional Cohesion - clarity on what to do; commit to decisions
- emotional intensity is important - objective decisions, nasasantabi mga personal na
- strong emotional cohesion = no Psychological opinions in helping a friend to decide
Deprivation
 empathy  Accountability
 loyalty - hold team members accountable
 mutual support Ex. nagkamali si Apple, hindi inaako ni Banana na
- encourages stability of the group “nooo ako yung maliii” para lang hindi ma-
*expectations are met feel bad si Apple ganon. Sasabihan niya si
Ex. close friends Apple na mali siya para ma-acknowledge ni
Apple na mali talaga siya
INTERPERSONAL ATTRACTION
- groups often form when individuals develop  Result
feelings of attraction for one another - achieving goals/results
- likability/wanting to join a group - not all groups achieve
*similar interests/experience/habit - highest level
Ex. skill/talent-based organizations
FACTORS AFFECTING COHESION ADVANTAGES OF COHESION
 Group Similarity  Improved Communication
- more cohesive if similar values, goals, interests, - when team members are connected, they tend to
perspectives communicate more openly and confidently
*Similarities - foster sense of unity - open communication
- decrease likelihood of conflict/misunderstanding
- leads to trust, comfort, encouragement  Greater Trust and Understanding
- there is understanding amongst each other - when members trust one another, they
collaborate more effectively which leads to
 Group Size better decision-making and problem-solving
- larger groups: skills.
 form subgroups
 not everyone will play an active role  Greater Sense of Purpose
- smaller groups: - working towards a common goal fosters a sense
 more bond of belonging
 members cooperate more - influence the member
 easier to disseminate roles Ex. hindi mo pa alam kung ano gusto mo gawin after
 encourages all members to cooperate and do graduation, tapos nalalaman mo plans ng friends
their roles mo, so parang namomotivate ka na mag-decide din
 motivate members to do what they’re or gagayahin mo
supposed to do because absence is more
noticeable  Increased Creativity and Innovation
 Qualities of Members - Challenging one another’s ideas and
- complementary members are more cohesive assumptions
- members fill in each other’s strengths and Ex. May conflict sa group, then may isa na
weaknesses nagsasuggest ng solution, tas kayo naman itatanong niyo
why yun ang better na solution so parang magkakaroon
 Stability ng rebuttal (??)
- mental, emotional, membership stability - similarities are taken into consideration
- the longer the group lasts, the lesser chance of - think of a new way/solution
turnover or leaving
- longer membership = more cohesion, deeper STAGES OF GROUP DEVELOPMENT
relationship, trust, sense of belonging (Bruce Tuckman, 1965)
- natural progression of a group (formation to
SIMPLE WAYS TO BUILD COHESION dissolution)
 Set Goals - helps understand how to navigate/lead groups
- individual and team goals are aligned effectively (cohesion)
- both individual and team goals provide - members have unique qualities
motivation and engagement *group progression differs depending on the
type of members
 Be Active
- let everyone play an active role and allow them  Stage 1: ORIENTATION / FORMING
to bring and share their thoughts, ideas, talents, - initial process of putting the team together
etc., to encourage them to step up - “getting-to-know” stage
- each member has their own time to shine - members are polite and avoid conflict
- let everyone do their role - they may feel excited and optimistic but some
are anxious and fearful due to their
 Listen and Accept uncertainties.
- your way is not the only right way of doing - polite/cautious communication
things - leader has an active role
- not everyone has the same perception - members follow instructions

 Resolve Conflict  Stage 2: CONFLICT / STORMING

- practice open communication to promote a - conflicts begin to arise as true colors are
positive workplace and to increase productivity revealed
- encourage everyone to speak up
 - arguing among members begin due to (Robert Bales)
leadership, - focus of group shift from group task and
power, differences in opinion interpersonal relationship with members
- members feel defensive, unsure, jealous, and *Group Task
might even question other members - work/activity the group wants to achieve
- comparing roles/responsibilities *Interpersonal Relationship
* smaller groups - members feel more - interaction, friendship, social connection
responsible to do their part because their
absence is noticeable

 Stage 3: STRUCTURE / NORMING

- establishing unity and increased trust
- creating new ways of doing things
- members agree more, develop team routines, and
solve problems efficiently
- team has greater confidence and sense of
belongingness, thus, the freedom to express and
contribute
- tight-knot, work together, understand roles
- aware of responsibilities (strengths &
weaknesses)

 Stage 4: PERFORMING
- interdependence is evident
- team focuses on productivity to achieve their
shared goal
- members are committed, understanding,
empathic, excited, and creative
- they can work independently or collaboratively
with equal competencies
- set aside personal biases/goals
- task accomplishment
- decision-making / problem solving

 Stage 5: DISSOLUTION / ADJOURNING

- dissolution or terminating of roles as the goal
was achieved
- find a balance
- members may show signs of grief and
*while working on a goal, we create interpersonal
momentum may slow down
relationship
- some feel sad while others feel relieved
*task interaction - happy
*relationship interaction - sad
- end of the group’s journey

CYCLICAL MODELS
- suggests that groups go through a series of
repeating phases or periods over time
- certain patterns of behavior, changes, and
interactions happen again and again
Ex. Schools
Phase 1: Beginning of school year
Phase 2: Midterm Phase
Phase 3: End
Phase 4: Summer Break

EQUILIBRIUM MODEL