group work/Group development

alex asked me to do some reflection on the group with ALS members
well..a bit lazy to write...

what is group? what is the stages of group?what is mean by group dynamic? and What is the group proces and therapeutic forces?

Group Process/Group Dynamics
Group process refers to the interaction and energy exchange between members and leaders, how the leader reacts to the members, and how the members talk to each other and the leader.
Group process and group dynamics also refer to the attitudes and interaction of group members and leaders, understanding of the behaviour of people in groups, such as task groups, that are trying to solve a problem or make a decision.

Therapeutic forces are the factors that influence the group dynamics.

Stages of group
all the group go through three stages: the beginning stage, the middle or working stage, and the ending/closing stage.

1. The Beginning stage
The time period used for introduction and for discussion of such topics, as the purpose of the group, what may happen, fears, group rules, comfort levels, and the content of the group.
In this stage, members are checking out other members and their won level of comfort with sharing in the group.

2. The Working Stage/Middle
The Middle or Working Stage is the stage of the group when the members focus on the purpose. In this stage, the members learn new material, thoroughly discuss varios topics, complete tasks, or engage in personal sharing and therapeutic work. This stage is core of the group process; it is the period when members benefit from being in a group. During this stage,many different dynamics can occur because the members are interacting in several different ways.

3. The closing stage
The closing or ending stage is devoted to terminating the group. during this period, members share what they have learned, how they have changed, and how they plan to use what they have learned. members also say goodbye and deal with the ending of the group. For some groups, the ending will be an emotional experience, while for others the closing will simply mean that the group has done what it was supposed to do.

Additional stage: Storming stage
storming stage occurs when there is tension in the group, because of the nature of the group, the members' attitudes, and/ or the ability of the leader. Gladding (1995) describes this stage in the following manner: "storming is a time of conflict and anxiety.... Group members and leaders struggle with issues related to structure, direction, control, catharsis, and interpersonal relationships"


Group Development
Tuckman's Stages model
Bruce Tuckman reviewed about fifty studies of group development (including Bales' model) in the mid-sixties and synthesized their commonalities in one of the most frequently cited models of group development (Tuckman, 1965). The model describes four linear stages (forming, storming, norming, and performing) that a group will go through in its unitary sequence of decision making. A fifth stage (adjourning) was added in 1977 when a new set of studies were reviewed (Tuckman & Jensen, 1977).

(i) Forming:
Group members learn about each other and the task at hand. Indicators of this stage might include: Unclear objectives, Uninvolvement, Uncommitted members, Confusion, Low morale, Hidden feelings, Poor listening, etc.

(ii) Storming:
As group members continue to work, they will engage each other in arguments about the structure of the group which often are significantly emotional and illustrate a struggle for status in the group. These activities mark the storming phase: Lack of cohesion, Subjectivity, Hidden agendas, Conflicts, Confrontation, Volatility, Resentment, anger, Inconsistency, Failure.

(iii) Norming:
Group members establish implicit or explicit rules about how they will achieve their goal. They address the types of communication that will or will not help with the task. Indicators include: Questioning performance, Reviewing/clarify objective, Changing/confirming roles, Opening risky issues, Assertiveness, Listening, Testing new ground, Identifying strengths and weaknesses.

(iv) Performing:
Groups reach a conclusion and implement the solution to their issue. Indicators include: Creativity, Initiative, Flexibility, Open relationships, Pride, Concern for people, Learning, Confidence, High morale, Success, etc.

(v) Adjourning:
As the group project ends, the group disbands in the adjournment phase. This phase was added when Tuckman and Jensen's updated their original review of the literature in 1977.

Each of the four stages in the Forming-storming-norming-performing-adjourning model proposed by Tuckman involves two aspects: interpersonal relationships and task behaviors. Such a distinction is similar to Bales' (1950) equilibrium model which states that a group continuously divides its attention between instrumental (task-related) needs and expressive (socioemotional).

As Gersick (1988) has pointed out, some later models followed similar sequential patterns. Examples include: define the situation, develop new skills, develop appropriate roles, carry out the work (Hare, 1976); orientation, dissatisfaction, resolution, production, termination (LaCoursiere, 1980); and generate plans, ideas, and goals; choose&agree on alternatives, goals, and policies; resolve conflicts and develop norms; perform action tasks and maintain cohesion (McGrath, 1984).