Group Dynamics: DB 3 Replies

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I need an explanation for this Psychology question to help me study.

You must respond to at least 3 classmates’ threads with 200–250-word replies each.

In your replies, expand on the discussion by analyzing and building upon the thread and incorporating at least 1 scholarly reference in each reply. Integration of Scripture is encouraged, but is not required. Assertions must be supported by in-text references in current APA format. Use first person and single-spaced formatting and indent new paragraphs. Your replies must be well written, well organized, and focused.

1. S C Posted

There are a variety of skills that group facilitators should possess to effectively lead a group session. It is important to remember that every group and situation is different and factors such as the type of group, purpose of the group, member personalities, meeting locations, meeting times etc. all play a role in the skills that the facilitator may deem most important. The comfort level of members within the group dynamic is a top priority. Likewise, members understanding (clarification) of the group’s purpose is one of the most important therapeutic factors within the group dynamic (Jacobs et al., 2016).

Jacobs et al. (2016) discusses a plethora of skills that group facilitators should be continuously aware of including active listening, reflection, clarification and questioning, summarizing, linking, mini-lecturing and information giving, encouraging and supporting, self-disclosure and behavioral modeling, setting tone, correct usage of eyes and voice, and energy level. I feel that relationship-based, interpersonal, and verbal feedback skills such as linking, encouraging and supporting, summarizing, reflection, clarification and questioning, and self-disclosure would be strengths for me, while intrapersonal skills such as correct usage of eyes and voice, maintaining the appropriate energy level, and setting tone would be greater challenges. Intrapersonalskills require continuous self-monitoring which I feel would be more challenging while simultaneously attempting to conduct a successful group session and adhering to the needs of all members.

My leadership style tends to be more relationship-oriented in which consideration of the thoughts and feelings of group members would be a priority for me. Relationship leadership places a focus on the interpersonal relationships between group members and how these can best be navigated towards a successful outcome (Forsyth, 2019). In some circumstances, group leadership can be viewed as a position of power, however, as within any successful group, dynamic leadership should be viewed as a cooperative, people-oriented status, as opposed to a status of having power “over” people (Forsyth, 2019). This principle does not apply solely to counseling and support groups but all group dynamics. According to Forsyth (2019), the Five-Factor Model of Personality and Leadership predicts that the most effective group leaders rank high on the traits of conscientiousness and extraversion, and openness and emotional stability to a lesser degree, while agreeableness tends to be a poor predictor of leadership emergence. Indeed, it seems that an individual who is highly conscientious and extraverted would fare well with most of the necessary skills that a group facilitator should possess. Likewise, intelligence, subject expertise, and participation within the group process appear to predict effective leadership (Forsyth, 2019).

I believe that shared life experience is a highly valuable skill for a group leader to possess as well. Studies have shown that a group facilitators shared life experience and relatability to the group is a predictor of member responsiveness and successful group outcomes (Bond et al., 2017). When a group leader has experienced the same situations as the group members, they are better able to understand the feelings of the members, which increases their effectiveness, further enhancing group development (Bond et al., 2017). I wholeheartedly agree that the leader having life experience in the subject matter of the group is an invaluable asset. It makes all the difference in the world when a facilitator has a personal understanding and involvement in regards to the group’s purpose. I believe that this strengthens the trust, understanding, and level of comfort between the group and the facilitator, as well as increases the members’ confidence in the facilitator’s knowledge.

References

Bond, B., Wright, J., & Bacon, A. (2017). What helps in self-help? A qualitative exploration of interactions within a borderline personality disorder self-help group. Journal of Mental Health, 28(6), 640–646. doi:10.1080/09638237.2017.1370634

Forsyth, D. R. (2019). Group dynamics (7th ed.). Boston, MA: Cengage.

Jacobs, E. E., Schimmel, C. J., Masson, R. L., & Harvill, R. L. (2016). Group counseling: Strategies and skills (8th ed.). Boston, MA: Cengage.

2. D C Posted

Hi Class,

As we learn and grow in our careers as counselors we will find many skill sets that work for us and which that don’t. One skills that I found the easiest to adapt to was active listening, it’s one that I find the most relatable draws out certain details that might not have been shared. It establishes building trust, demonstration of real concern, and picking up on certain nonverbal cues within people (Jacobs & Schimmel, 2016). This is a skill that might seem hard for some people especially if you find it difficult to do more than one task at a time. The ability to streamline and listen to a conversation while picking up on someone’s eyes, body language, hand signals, and positioning demonstrates your knack to engage and pick-up on what others might be trying to communicate. A person demeanor tells much more than we think it does.

One of the harder skills I found difficult is cutting off. It signals to me that I want and need someone in my group to stop talking (Jacobs & Schimmel, 2016). This is a skill that I have always found hard especially with my friends or coworkers. But as a leader of a group, I have to be able to demonstrate the ability to find a natural way to reroute the group, so to not allow one person to go on and on. I believe there are polite ways to shift conversation, the use of eye control did not resonate with me as the best response. To feel interrupted as a group member might prohibit me from sharing the next time, perhaps due to embarrassment. I would hope I could develop the skill to ask permission to jump in, or apologize for interrupting them. The ability to redirect and chime is deficiently going to be a challenge for me.

As a leader we experience different styles of teaching and leading. We in turn begin to see how our leaderships styles influence others. We don’t want to appear too pushy, or demanding, our clients must not feel that they need to exhibit obedience, in order to be affective as a leader (Forsyth, 2019). Status in a group might seem important but what does status accomplish, what does it solve? Does it signify I’m in charge and your beneath me or does it give the group a direction?

Extending into leadership and group members, it’s important to understand how leaders organize the goals of the group, what are working to achieve by meeting (Forsyth, 2019). Leadership substitutes, a concept of one lead but instead a group of people who can continue to stay on task and lead each other (Dionne, 2005 as cited in Forsyth, 2019). In my opinion if you have a well-developed working group, you demonstrate a skill-set that is well respected making others envious of you.

References

Forsyth, D. R. (2019). Group dynamics (7th ed.). Boston, MA: Cengage. ISBN: 97811337408851.

Jacobs, E. E., Schimmel, C. J., Masson, R. L., & Harvill, R. L. (2016). Group counseling: Strategies and skills (8th ed.). Boston, MA: Cengage.

3. G B Posted

“Leadership,” is the art of providing purpose, direction, motivation, and influence. Leadership is definitely a skill set that is required in group counseling in order for the group to achieve their goals. “Where there is no guidance, a people falls, but in an abundance of counselors there is safety” (Proverbs 11:14, ESV). Leaders emerge because of the traits they possess. They have the capability to significantly influence the thoughts, behaviors, and/or feelings of those within the group (Gardner, 1995, p. 6.). Therefore, a group leader should be able to communicate effectively with others, as well as possess the ability to cultivate a certain level of confidence so that the members within the group will trust in his/her ability to lead them.

The concept of leadership is closely linked to the concept of power, which is in part a state of mind, a feeling of authority, that prompts people within the group to take action as opposed to remaining passive. Power can trigger conflict, tension and animosity, while simultaneously prompting order, stability, and efficiency (Forsyth, 2019). Power dynamics in a group is often shaped by a variety of factors, which could include, but are not limited to wealth, race, and/or gender. Depending on which of these factors applies, a controlling person could potentially abuse their position of power so as to manipulate the behavior of others within the group.

Jacobs et al. (2016) introduces several basic skills that an individual must possess in order to be an effective group leader, while Gerald and Marianne Corey demonstrated the use of some of those basic skills in a group setting on the DVD, Groups in Action, (Corey, Corey and Haynes, 2014). Of all the skills that were identified there are actually two skill that I am confident that I could easily and equally integrate into my leadership style which are: “the use eyes, and tone setting.” According to an old proverbial saying the face is the index of the mind, and the eyes are the window to the soul, which is why eye contact is so important. I can remember when I was a little girl my father told me to always “look a person in the eyes when you are talking to them” and to always “gaze/stare into their eyes when they were talking to me,” because the eyes don’t lie. It has been suggested that some people infer that the person with too little eye contact is insincere, disinterested, lacks confidence, is trying to avoid contact or is lying (Stewart, 2012). In addition, setting the tone would also be easy for me, which is imperative, because it is the leader who sets the tone by his/her actions and words and what is allowed to happen within the group (Jacobs et al, 2016). Since I am such a private person the skill that I would find most difficult to integrate into my leadership style would probably be self-disclosure. I’m not sure that I would feel comfortable revealing information about myself to a group of individuals that I have been charged with helping. However, if I really had to, I would be very selected about what and how much I disclose, while being cognizant of the fact that frequent self-disclosure may in fact, be distracting and confusing to the members in the group (Jacobs et al., 2016).

References

Forsyth, D. R. (2019). Group dynamics (7th ed.). Belmont, CA: Wadsworth Cengage Learning.

Gardner, H. (1995). Leading minds: An anatomy of leadership. New York. Basic Books.

Jacobs, E. E., Schimmel, C. J., Masson, R. L., & Harvill, R. L. (2016). Group counseling:

Strategies and skills (8th ed). Boston, MA: Cengage Learning.

Stewart, J. (2012). Bridges not walls: A book about interpersonal communication (11th ed.).

New York, NY: McGraw-HillTwo- to three-page paper on Individual or Group Interventions: nursing homework help
I need help with a Business question. All explanations and answers will be used to help me learn.

Individual or Group Interventions

Submit a two- to three-page paper (excluding the title and reference pages), describing two types of interventions used by corporations and the issues they address. Compare and contrast the interventions utilized by the corporations in your articles.

You must use at least two scholarly sources (which may be your scholarly/academic journal articles regarding interventions), in addition to the textbook, and be formatted according to APA style guidelines as outlined in the Writing Center.

Week Four Lecture

Individual, Group, and Organizational Interventions take place at varying levels, for different issues, and at seemingly random times. Reddy (1994) outlines five specific types of interventions:
Cognitive Skill/Activities Behavior Emotional/Reflective Interpretative
Cummings & Worley (2009) describe organizational issues that may be addressed through interventions, be it individual, group, or at the organizational level. These issues are strategic, technological/structural, human resource, or human process. Let us look at the human resource issue that an organization may need to address according to Cummings & Worley (2009). They may be addressed at the individual, group, or organizational level as seen below:
Individual Group Organizational
Goal setting x x
Performance appraisal x x
Coaching/Mentoring x x x
Career Planning/Development x
Management Development x
Diversity x x x
Health/Wellness x
Keeping individual interventions in mind, one instrument often utilized by organizations and consultants alike is the DISC assessment. What is the DISC assessment? It is a universal language of behaviors and emotions. It is observable, neutral, and silent. It does not measure intelligence, indicate one’s values, or measure education, skills, or experience.

DISC is the language of our BEHAVIORS

D= Dominance

How you respond to problems and challenges

I = Influence

How you influence others to your point of view

S = Steadiness (Consistency)

How you respond to the pace of the environment

C = Compliance

How you respond to rules and procedures set by others

Target Training International (TTI, 2001) outlines the history of DISC as far back as the research of Carl Jung, William Moulton Marston, and Walter Clark. When organizations look to assessments, some of the questions asked are: “Why this one?” “What is in it for the organization as a whole as well as individuals?” “What is the benefit?” Many individuals and organizations using DISC realize personal and professional growth, leadership development, and increased communication skills to build teams, resolve and prevent conflict, and increase commitment and cooperation.
D Common Behaviors Value to a Team
Dominant & Bold Organizer
Direct Challenge oriented
Competitive Competitive
Decisive/ Closer Innovative
Results oriented Challenges the status quo
Impatient High value on time
Risk taker Forward thinking
I Common Behaviors Value to a Team
Influential Creative problem solving
Confident Enthusiastic/Motivates others
Open minded Negotiates conflict
Sociable/Charming Team player
Impulsive Verbalizes and articulates
Enthusiastic Humor
S Common Behaviors Value to a Team
Steady/Calm Dependable team player
Understanding Great listener
Predictable Loyal to leader and cause
Sincere Calming & Stabilizing
Good listener Logical
Patient Completes tasks
C Common Behaviors Value to a Team
Compliant Objective thinker
Analytical Task oriented
Methodical Attention to detail
Conventional Conscientious
Perfectionist Defines & Clarifies
Diplomatic Collects data
Other instruments often utilized as a part of interventions can also be the Myers Briggs Type Indicator (MBTI), 360-degree feedback, management or leadership profiles, emotional intelligence profiles, as well as trust and communication instruments.

References

Bonnstetter, B. J., Suiter, J. I., & Widrick, R. J., (2001). The universal language: DISC. Phoenix, AZ: Target Training International.

Cummings, T. G., & Worley, C. G. (2009). Organization development & change. Mason, OH: Cengage Learning.

Reddy, W. B., (1994). Intervention skills: Process consultation for small groups and teams. San Diego, CA: Pfeiffer & CO.Write a paragraph response to both posts // 5-6 sentences for each post.
I’m studying and need help with a English question to help me learn.

ASSIGNMENT : Respond to two of your peers and provide feedback. Is there anything you would add to their response? Are there any issues you can foresee and would expand on?

POST # 1

In this discussion, I will be focusing on a Medical Organization. The first thing this organization will need is an onsite network to store all patient files. the network would also sever the purpose of being able to pull up patient files from any computer in the building. That being said the computer thems self won’t need a lot just the basic storage. the CPU and ram they will not need a high end to get the job done for a medical service. The software they will need is encryption to protect the patient and I’m sure they will have there own software to make it easier for them to look up patient information.

POST # 2

For this discussion I am going to focus on a Global Company. A Global Company would need multiple volume licenses for their software. They may also need to download different versions of software in different languages. Each location could also be performing vastly different tasks, because of this I would say a Global company would need their volume licenses to be handled by each physical location instead of the entire company getting one volume license for each type of software. A Global Company would also need an ERP system to track inventory throughout all locations. This would allow each location to see inventory at other locations and request transfers. The ERP system could also handle many other tasks for the company. A large global company would also need each user to have a login and password so access to information could be controlled. Having usernames and passwords would make it much easier to enforce restrictions to sensitive data. Another consideration would be the ability to do multiple tasks. Since this is a large company with multiple different departments, software that can work for more than one area of the company is a big money saver.

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