1

NURSING MANAGEMENT

SEMINAR ON

GROUP DYNAMICS

Submitted to, Mrs. Sobha PS Asst. Professor Govt.College of Nusing, TSR

Submitted by, Deena Vincent 2 nd year MSc Nursing Govt. College of Nursing, TSR

DEENA VINCENT, GOVT. COLLEGE OF NURSING, TSR

INTRODUCTION A group is two or more individuals who are connected to each other by social relationship. Because they interact and influence each other, groups develop a number of dynamic process that separate them from a random collection of individuals. These processes include norms, idles , relations, development, need to belong, social influence and effects in behavior . The field of group dynamics' is primarily concerned, with small group behavior. GROUP: A group is two or more people who Share a common definition and evaluation of themselves and behave in accordance. A collection of people who interact with one another, accept rights and obligations as members and who share a common identity. GROUP DYNAMICS DEFINITION 1. Interaction of complex intra and interpersonal forces operating in a group which determine its character, development and long term survival. 2. Field of study concerned with determination of laws underlying group behavior 3. Group dynamics is the study of groups and also a general term for group processes. 4. A branch of social psychology that studies the psychodynamics of interactions in social groups. In group dynamics the te .rm group process" refers to under standing of the behavior of people in groups such as task groups , that are trying to solve a problem or make a decision. An individual with expertise in group process such as trained facilitator can assist a group in accomplishing its objective by diagnosing how well the group is functioning as a problem solving or decision making entity and intervening to alter the group's operating behavior. CRITERIA FOR A GROUP: Formal social structure Face to face interactions Two or more persons Common fate Common goats Interdependence self definition as group members Recognition by others CHARACTERISTICS OF A GROUP A group member must consist of at least two people but it can never be so large that members cannot maintain direct communication with one another.
DEENA VINCENT, GOVT. COLLEGE OF NURSING, TSR

Members are aware of each other's assets and liabilities . Because their collective social interaction influences the way they think, member assume similar values and norms and establish a sense of belongingness , to each other .Konopka (1954)refers to this characteristic as the development of "bonds", the links that connect the individuals and create a group from a mass of loosely related people. The members of a group are ,interdependent, that is , they need and help each other. Human beings needs to belong to groups . Group life gives the individual- security and nourishment so that he can fulfill his greatest promise while helping others to fulfill , others too" Konopka (1954) The group molds its members behaviors and attitudes , thus developing its own personality or identity(Veninga, 1982) KEY THEORISTS 1.Gestave Le Bon was a French psychologist whose seminal study. "The Crowd :A Study Of Popular Mind( 1890 led to development of group psychology. 2.Sigmund Freud's Group Psychology and Theuyguyg Analysis of the ego (1922) based on the critique of the Le Bon work, led to further development in the theories of group behavior in the latter half of the 20 1 "century. 3.1aeob L Moreno was a psychiatrist , dramatist , philosophic, and theoretician who coined the term "group psychotherapy" in the early 1930's and was highly influential at the time. 4.KwitLewin (1943, 1948,1951)is commonly identified as the founder of the movement to study groups scientifically. He coined the term group dynamics to describe the way the groups and individuals act and react to changing circumstances. 5.WilfredBion (196 1)-studied the group dynamics from a psychoanalytic perspective. 6. Bruce Tuckman (1965) proposed the four stage model called the Tuckmans stage for a group. TYPES OF GROUP Groups may be classified on various basis. Some important types are given below. I) On the basis of number of members a)Small group (eg; family, friendship groups ) b)Large group (eg; Nation or region) 2)On the basis of interest a)Formal group: There is lack of intimacy in the group (eg: political party, college) b)Informal group: There is an , intense we feeling amon g members (eg-, ward staff. neighbors) 3) On the basis of permanency a) In group :eg our family ,our nation b)Out group : Those group which are not ours eg; other nation 4). On the basis of functions -... , a) Voluntary group eg; club. music group b) Involuntary group eg; trade union
DEENA VINCENT, GOVT. COLLEGE OF NURSING, TSR

5) On the basis of preference a). Reference group :Merten had said that group as a reference- group , in which person is not member but aspires to be a member . This aspiration influences his attitudes , values , and behavior. 6)On the basis of relationships a) Primary group are small groups with intimate relationship eg: families b)Secondary group : are large groups whose relationships are formal and institutional . They may last for years or may disband after a short time.eg ; political party , college. 7) HEALTH CARE GROUPS a) Task groups :Task group is one of the most common types of work - related groups to which nurses belong. Examples are health care planning committees nursing team meeting , hospitals staff meeting. The focus of such groups is the completion of a specific task , and the format is defined at the outset by the leader or members . The leader of a task group is usually called the chairperson Committee members are generally 'selected in terms' of their individual functional role and the employment status rather than in terms of their personal characteristics. b) Teaching groups: The major purpose of teaching group is to impart information to the participants. Eg continuing education and health care groups. c)Self-help groups: A self- help group is an organization composed of similar health social or daily living problem. Eg : Alcohol anonymous groups d)Therapy groups: They work toward self- understanding more Satisfactory ways of relating or handling stress and changing patterns of behavior towards health. Eg: Psychotherapy groups. e)Self awareness or Growth groups: The purpose of self awareness group is to develop or use interpersonal strengths. 8) OTHER TYPES OF GROUPS: a) Peer group : A peer group is a group of approximately the same age , social status and interests. Generally people are relatively equal in terms of power when they interact with peers. a) Learning group: The primary goal is to have its members gain understanding to effect behavioral change in some specified area of need. For Eg: Many- community health nurses lead prenatal groups . The parents to be have many practices to learn , such as exercises , diet breathing techniques and what to do during labor and delivery. For each topic nurses leading these groups make certain that the needed information is covered and when appropriate , they demonstrate its application . The parents to be practice their new skills regularly at home , and the nurse leader may ask them to display their understanding by demonstrating what they have learned, to the group. This leaning group will have met its goals when the members have asiliated knowledge to the point that it changes their behavior.
DEENA VINCENT, GOVT. COLLEGE OF NURSING, TSR

The composition of a learning group varies with each situation and depends upon the groups goals . When a group goal is to teach assertiveness to females for example the members be more likely be limited to women . A group goal aimed at preparing people for retirement would probably include member at midlife or approaching retirement. The composition of many learning group. such as those concerned with weight loss, leadership training or learning how to manage diabetes , is determined by its members shared interest in the topic . The chief common denominator of most learning groups , is that the members are people who desire to gain information about some subject and to better themselves as a result. c)SUPPORT GROUPS :The primary goal of an emotional support group is to promote healthy behaviors and prevent maladaptive coping patterns among its members. In community health nurses encounter many people who already have good health practice but who need help during the time of stress. The support of their people enables them to adapt and preserve their health behavior . Support group meet this need. Support groups also called therapeutic groups are composed primarily of emotionally healthy people (not needing psychiatric help)caught in some stage or crisis. For example: a laryngectomy club or a divorce group- contains people involved in situational crisis who need therapeutic reinforcement. Nurses working with support groups aim to facilitate group interactions , but their most important role is to model acceptance and caring . Demonstrating a warm ,understanding attitude with for example , a smoking cessation group or a group of individuals grieving the loss of spouses encourages members to assume these same caring feeling and to create a support climate. This approach energizes individuals to resume responsible, healthy behaviors. d)SOCIALIZATION GROUPS. : Occasionally nurses encounter clients from another culture or subculture who must learn new social roles in order to achieve a positive level of health . Their old patterns of behavior are inappropriate, non functional, sometimes detrimental , or at least a source of uneasiness in the larger society , experience even greater culture shock . Contrasting patterns of eating living , rearing children and health practices as well as language barriers and value differences , all call for adaptation in order for these clients to function in the new culture . For eg; some individuals in our societ y have lived in a confined subculture m such as a mental hospital, a prison or a school for the deaf, and upon discharge must learn new ways of behaving . All of these individuals can benefit from a socialization group. The primary goal of a socialization group is to help members learn new social roles . A socialization group must not be confused with a purely social group . Nurses will want to be aware of social groups and their function. For eg: lonely isolated individuals may benefit greatly from joining a bridge club, bowling league or a bird watching group. Such groups offer friends , enjoyable activities and support.
DEENA VINCENT, GOVT. COLLEGE OF NURSING, TSR

The elderly for instance , may need information about an activities group in their area and encouragement, even assistance , to participate. Socialization groups brin g together people who are adapting to a new culture or subculture. They offer the nurse an Opportunity to capitalize on the benefits of group influence to help people learn new social skills that will promote their physical and emotional health. The nurses role in a socialization group is first to demonstrate caring and acceptance of the group's members , to respect their present values and behaviors. The nurse also provides structure and focus on the group process . For eg, with- discharged mental patients or a refugee enculturation group , the nurse can encourage members to share their experiences and help them learn ways of coping with their new life style. The mental patients may discuss how to interview for a job, how to meet people or how to behave at parties. Topics such as shopping in a supermarket how to ride a bus, or what to expect when one goes to a health clinic might be discussed in the refugee group. The nurse uses group support to give these people courage to give up their familiar practices and group influences to help them learn new roles. ANOTHER CLASSIFICATION ON THETYPES OF GROUPS The behavior of the group member will be affected by the types of groups in which they function , like primary and secondary groups , the terminology developed by COO LEY( 1909) 1. THE PRIMARY AND SECONDARY GROUPS PRIMARY GROUPS, : The major characteristic of the primary group, is the influence they have "in framing the social native and ideals of the individual". Families are the most obvious example of primary groups, where the individuals have some depth of involvement. SECONDARY GROUPS : Are likely to be impersonal and are characterized by formalized or contractual relationship among members- . The particularistic goals - love and status , are more likely to be sought in primary group involvement, where as universalistic goals money, goods, service and information , are more likely to come, through an involvement in secondary groups. The primary groups are likely to he more cohesive an demand and receive more personal involvement and medication tone ,where as expression of emotions to members of secondary groups are likely to be more restrained and perhaps suppressed all together. Organization political parties, bureaucracies , professions and national groups are examples of secondary groups. 2. FORMAL AND .INFORMAL GROUPS Primary groups are likely to be informal , whereas formality is often a made characteristic of secondary groups. A secondary group may require a fairly complex degree of structure in order to maintain itself and to achieve its objectives. Structure helps to make a group more stable and enables it to resist , drastic changes The formal structures of many secondary groups may be called as formal 'groups - like religions organizations and nations have enabled them to survive for centuries.
DEENA VINCENT, GOVT. COLLEGE OF NURSING, TSR

3.EXCLUSIVE AND INCLUSIVE GROUPS EXCLUSIVE GROUPS. Exclusive groups are those, that limit membership to certain classes of individuals .Association of engineers that admit only persons with certain kind of professional qualification , preparation and experience are one kind of exclusive group .Faculties in which membership is on invitational basis are another type. The common example is neighborhood association , which makes it difficult or impossible for persons who are not living in that area. INCLUSIVE GROUPS Inclusive groups are those which open their doors to all (members) corners and may, in fact, actively solicit memberships . Political parties , clubs , and civic betterment group are examples of inclusive groups and unlike exclusive groups they set no special qualification for membership, other than a sharing of interest with other members. 4. IN - GROUPS AN D OUT - GROUPS In groups are sometimes called we groups" in contradiction to out - groups or "they groups". In- groups are characterized by a strong sense of mutual identification, to the point when members feel isolated and out of place , when out of the context of the group. Membership and participation in such groups is likely to evoke strong feeling of loyalty, sympathy and devotion towards the group and simultaneously apathy, hatred , and hostility towards the non members(out-groups), In some cases , "we" is likely to represent only the tribe or community of which one is a member and "they" to consist of every one to else. 5.MEMBERSHIP AND REFERENCE GROUPS An individual may become a member of a group , by enrolling himself contingent in the willingness to accept that group's goals , beliefs, norms and values . All such groups may be referred to as membership groups. . Reference groups are groups in which an individual may not be an actual member .He may identify himself with that group's goals, norms and values and these may bring about changes in his behavior. In short a reference group is one to which an individual relates himself psychologically and initiate the group members. DIMENSIONS OF GROUP PROCESS Aspects of group process include ; Patterns of communication and co-ordination Patterns of influence Roles or relationship Patterns of dominance eg: who leads, who defers. Balance of task focus vs social focus Level of group effectiveness
DEENA VINCENT, GOVT. COLLEGE OF NURSING, TSR

How conflict is handled Emotional state of the group as a whole GROUP STRUCTURE To understand group structure we have to consider the following facts 1. Need for group formation 2. Factors of group formation 3. Conditions for group formation 4. Elements of group structure ( I ).NEED FOR GROUP FORMATION Social psychologist who have studied reached the conclusion that , people loin social groups for several different reasons 1 .First, groups helps us to satisfy important psychological or social needs , such as those for giving and receiving attention and affection or attaining a sense of belongingb 2. Second , groups helps us achieve goals that we would not attain as individuals. 3. Third , they provide us with knowledge and information , that would otherwise not be available to.us . 4.Fourth. groups help to meet a need for security and protection against common enemies 5. Finally group. membership also contributes to establishment of a positive social identity. The g reater the number of prestigious restrictive groups to which an individual is admitted , the more his or her self concept is bolstered.

(2) FACTORS FOR GROUP FORMATION Blood relations and kinShip. Common language Marital relations. Living in the same area/Locality Work for the same purpose Share common responsibility Work under common authority Have common economic interest Concerned about safety in similar manner Stay together Common enemy or conflict interest Desire for mutual help

DEENA VINCENT, GOVT. COLLEGE OF NURSING, TSR

(3)ESSENTIAL CONDITIONS FOR GROUP FORMATION Social relationship: Group can be formed only when there is relationship between members. Common objectives :Members should have common objectives is order to form groups. Ability to influence: Some members of the group may be influential. They motivate others to form groups. Personal presence: People have to be physically present to form groups. (4)ELEMENTS OF GROUP STRUCTURE Groups should have some laws Definite and planned programme Proper division of rights and responsibilities and their transmission Members should accept the above mentioned and act accordingly GROUP RELATIONSHIP Group relationship depend upon the nature of the group. RELATIONSHIP IN PRIMARY GROUP . 1. Identity of ends : Goal of members should be similar. In primary groups usually, common desires and attitudes are found among members. 2. Relationship is an end itself: In primary group the relationship is not for achieving son-le selfish interests but relationship is an end in itself These relationships are personal, intimate and emotional in nature and. is complete in itself. 3. The relationship is spontaneous: Primary relationship develops naturally. These are voluntary in nature. Nobody can be forced into it. 4.Relationship is personal: In primary groups individual is personally interested in others . These relationships cannot be transmitted .Eg Nobody can take place the role of father or mother through death, the relationship comes to an end . It can never be transmitted.
5)

6)

The relationship is all inclusive: In intra primary groups relations, the quali ty of totality is observed . The person interact not only with an aspect of her personality, but with his total personality. Controlling power: Because of the totality and intimacy of the relationship in a primary group. A person is integrated into his primary group because of his family or friendship group. Head of the family can control its members very easily. B) RELATIONSHIP IN SECONDARY GROUPS As compared groups , relationship between secondary group members is formal dependent upon rules and regulations. Inter groups relations are defined by rights and duties . There is a lack of intimacy among members, have function is important than the person .

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GROUP CYCLE All through one's life , a person always remains members of social groups. The characteristics and objectives of these groups may be different at the time of birth, a pet-son is the member of his family, but after his marriage he establishing this new group his members in the old group continues . Like this a person can be member of several primary and secondary groups at the same time . On being dissociated from one group, he gets associated to other groups( a person keep son forming or dissolving the group on the basis of his age, objective culture , professional, interest, family interest and for the life time, this cycle continues . GROUP FUNCTIONS Task related function Group maintenance function The task function focuses on completing the job while the maintenance function deals with how members are interacting . The former is goal related and instrumental, the latter member-related and interpersonal. Consider how a student council operates. Part of the group's locus will be on the task dimension. Members will explore ideas , make plans , and decide on jobs to done , keep discussions on target , and make certain that members have done their delegated tasks. The other part of the group's concentration is on the maintenance -dimension which includes responsibilities such as keeping up group morale, making certain that individual member's needs are met, encouraging and praising members' accomplishments and mediating conflicts. A well functioning group emphasizes both and maintenance concerns. You may have experienced membership in a group that focused so heavily on tasks that the interpersonal dimensions was neglected . This situation happens most often in the task oriented groups such as committees, where the job to be donebecomes so important that it is accomplished at the expense of the member's feelings. Internal dissatisfaction develops , resulting in poor attendance, disruptive behavior or withdrawal. Everyone expects and need to get something from group membership; if they do not , they will either drop out or possibly disrupt the group in some way. On the other hand , a group that concentrates so heavily on the interpersonal dimension may have happy members but not accomplish its goals . An appropriate balance between task and maintenance functions is needed.

I . NEEDS OF THE GROUP: A) Shared goals : First , a group needs agreed upon goal and a shared understanding about
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the means for its achievements. No purposeful small group can function for long if its members have different ideas about what is trying to accomplish. A group learning about family planning, for instance , can make little progress if some members define it as a sex education class , others join to help influence people against abortion , and some use it as a social outlet. The group must be solidly behind its stated goals if the members are to work together and accomplish desired results. B) Consistent Norms: Second, a group needs consistency in its norms. That is there must be some continuity and stability in the internal rules and policies , spoken and unspoken , that govern the group's actions . Every group has to establish ground rules for operating -. These rules govern areas such as membership eligibility, attendance requirements, whether or not new members can join after the groups is in progress , what kind of participation is expected of each member ,and what is expected of the leader . If rules and policies are ignored or frequently broken , the structure of the group is weakened , members do not feel secure , and the group eventually is u n a b l e t o function. C) Motivation :Third . a group needs members motivated to do their various jobs. Many variables influence motivation , among them are leader power and charisma, degree of member commitment to g roup goals and group success, how well individual needs are being met, group cohesiveness and members sense of belonging. Group goals can be accomplished only through collaborative effort , unless members do their share of the work, the jobs does not get done. Nor can the group function if the members are lazy or morale is law. Each members has a unique role to play and , as for any system , the group's viability depends on the proper functioning of all its parts. D) Communication: Every group needs stable communication channels among the members . No group can function without a dependable system for giving and receiving information . For example the effectiveness of a divorce support group depends on members ability to share their feelings anger, rejection , or loneliness freely and to receive accepting understanding responses in turn . In order to function , all the groups require viable line of communication. GROUP SKILLS The group process is a series of changes which occur as a group of individuals form into a cohesive and effective operating unit. If the process is understood , it can be accelerated. There are two main set of skills which a group must acquire:

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Managerial skills Interpersonal skills Acceleration of the group process is simply the accelerated acquisition of these. As a self managing unit a group- has to undertake most of the functions of a group leader collectively. For instance , meetings must be organized , budgets decided , strategic planning undertaken, goals set , performance monitored, reviews scheduled- etc. It is increasing recognized that it is a fallacy to expect an individual to suddenly assume managerial responsibility without assistance, in the group it is even more so. Even if there are practiced managers in the group they must first agree on a method , and then convince and train the remainder of the group. As a collection of people , a group needs to relearn some basic manners and people- management skills. STAGES OF GROUP DEVELOPMENT B r u c e W T u c k ma n i s a r e s p e c t e d e d u c a t i o n a l p s yc h o l o g i s t wh o f i r s t d e s c r i b e d t h e f o u r variety of environments, he recognized the distinct phases they go through and suggested they need to experience all for stages before they achieve maximum effectiveness. He refined and developed the model in 1977. (conjunction with Mary and Jens Tuckman described the five distinct stages that a group can ask as it comes together and starts to operate . This process can be subconscious , although an understanding of the stages can help a group reach effectiveness more quickly and less painfully. The formation of effective team is not automatic . Various conditions for success or failure occurs throughout a teams development . A basic five stage developmental sequence that Id teams may go through are forming, storming, norming , performing and adjourning. I. FORMING STAGE Individual behavior is driven by desire to be accepted by the others, and avoid controversy or conflict. Serious issues and feelings. are avoided, and people focus on being with routines, such as team organization; who does what , when to meet etc. But individuals are also gathering information and impressions about each other and about the scope of the task and how to approach it . This is the comfortable stage to be in , but the avoidance of conflict and threat means that not much actually gets done. Team members often focus on defining or understanding goals and developing procedures for performing their tasks in the forming stage. Team development in this 'stage involves getting acquainted and understanding leadership and other
DEENA VINCENT, GOVT. COLLEGE OF NURSING, TSR
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member roles. In terms of social behaviors, it should also deal with members feelings and the tendency of most members to depend too much on one or two of the team's members. other wise, individual members might ( I )keep feelings to themselves until they know the Situation (2)act more secure than they actually feel, (3)experience confusion and uncertainty, about what is expected to them (4) be nice and polite , or at least certainly not hostile , and (5)try to size up the personal benefits relative to the personal costs of being involved with the team or group. STORMING STAGE Individuals in the group can only remain nice to each other for so long, as important issues starts to be addressed. Some peoples patience will break early. And minor confrontations will arise that are quickly dealt with or grossed over. These may relate to the work of the group itself, or to the rules and responsibilities within the group. Some will observe that its good to be getting into the real issues, whilst others will wish to remain in the comfort and security of stage I. Depending on the culture of the organization and individuals , the conflict will be more or less suppressed , but it will be there, under the surface. To deal with the conflict, individuals may feel they are winning or losing battles, and will look for structural clarity and rules to prevent the conflict persisting. The storming stage is characterized by conflicts overwork behaviors . relative priorities of goals , who is to responsible for what , and the task relate d guidance and the direction of the team leader. Social behaviors are a mixture of expressions of hostility and strong feelings . Competition over the leadership role and conflict over goals may dominate this stage . Some members may withdraw or tr y to isolate themselves from the emotional- tension generated The key is to manage conflict during this stage , not to suppress it or withdraw from it . The team can't effectively evolve into the third sta g e if its members g o to either extreme _Suppressing conflict will likely create bitterness and resentment , which will last long time after team members attempt to express their differences and emotions. Withdrawal may cause the team to fail. This stage may be shortened or mostly avoided if the members use a team building process from the beginning This process involves the development of decision-making , interpersonal, and technical capabilities when they are lacking. Team- building facilitators can help team members' work through the inevitable conflicts that will surface during this and the other stages . NORMING STAGE As stage 2 evolves , the rules of engagement" for the group becomes established , and
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the scope of the group tasks or responsibilities are clear and agreed . Having and their arguments they now understand each other better, and can appreciate each others skills and experience Individuals listen to each other appreciate and support each other and are prepared to change preconceived views: they feel that they are a part of a cohesive , effective group. However individuals have had to work hard to attain this stage , and may resist any pressure to change especially from the outside - for fear that the group will break up, or revert to a storm. Work behaviors at the norming stage evolve into a sharing of information , acceptance of different options , and positive attempt to make decisions that may require compromise. During this stage , team members set rules by which the team will operate. Social behaviors focus empathy , concern , and positive expressions of feeling that lead to a sense of cohesion . Co operation and sense of shared responsibility develop among team members. PERFORMANCE STAGE Not all groups reach this stage, characterized by a state of' independence and flexibility. Everyone knows each other well enough to be able to work together and trust each other enough to allow independent activity. Roles and responsibilities change according to need in an almost seemless way . Group identity , loyalty and morale are high, and every one is equally task oriented and people oriented . This high degree of comfort means that all energ y of the group can be directed towards the tasks in hand. Team members show how effectively and efficiently they can achieve results together during the performing stage The role of individual members are accepted and understood. The members have learned when they should work independently and when they should help each other . Some team members continue to learn and develop from their experiences , becoming more efficient and effective . Other teams - especially those that develop norms not fully supportive of efficienc y and effectiveness - may perform only at the level needed for their survival. Excessive self oriented behaviors , development of norms that inhibit effective and efficient task completion . poor leadership, or other factors may hurt productivity. Ten years after first describing the four stages ,Tuckman revisited his original work and described another final stage called adjourning stage ADJOURNING STAGE This is about completion and disengagement both from the task and the group members . Individuals will be proud of having achieved much and glad to have been part of such an enjoyable group. They need to recognize what they have done and consciously move on . Some authors describe stage 5 as deforming and mourning", recognizing the sense of loss felt by up by group members.
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Tuckmans original work simply described the way he had observed groups evolve, whether they were conscious of it or not . The reveal value is in recognizing where a group is in the process , and helping it to move to the perform stage . In the real world , groups are often forming and changing and each time that happens , they can move to a different Tuckman stage. A group might be happily forming or performing. but a new member might force them back into storming. Many work groups live in the comfort of forming , and are fear full of moving back into storming or forwarding into performing . This will govern their behavior towards each other , and especially their reaction to change. The termination of work behaviors and disengagement from social behaviors occur during the adjourning stage . A problem solving team or a cross functional team created to investigate and report on a specific issue within six months, has well defined points of adjournment. Other teams may go on indefinitely. These teams will adjourn only if top management decides to revise the current tae4m system in terms of relations oriented behaviors some degree of adjourning occurs when team members resign or are reassigned . The developmental stages of teams regardless of the framework used to describe and explain them are not easy to move through. Failure can occur at any point in the sequence, several primary factors influence team members and effectiveness. These influences help explain variations in outcomes between teams and within a specific team over time. OBJECTIVES OF GROUP DYNAMICS To identify and analyze the social processes that impact on group development and performance. To acquire the skills necessary to intervene and improve individual and group performance in an organizational context. To build more successful organizations by applying techniques that provide positive impact on goal achievement. PROICIPIELOF GROUP DYNAMICS The members of the group must have a strong sense of belonging to the group. Changes in one part of the group may produce stress in other person, which can be reduced only by eliminating or allowing the change by bringing about readjustment in the related parts The group arises and functions owing to common motives. Groups survive by placing the members into functional hierarchy and facilitating the action towards the goal The intergroup relations, group organization and member participation is essential for
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effectiveness of a group. Information relating to needs for change, plans for change and consequences of changes must be shared by members of a group. ELEMENTS OF GROUP DYNAMICS 1. COMMUNICATION One of the easiest aspects of group process to observe is the pattern of communication. The kinds of observations we make give us clues to other important things which may be going on in the group such as who leads whom or who influences whom. Who talks? For how long? How often? Who do people look at when they talk?

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Who talks after whom, or who interrupts whom? Style of communication used? How are silent people treated? Is silence due to disagreement, disinterest, fear, fatigue? CONTENT VS PROCESS When we observe what the group is talking about, we are focusing on the content. When we try to observe how the group is handling its communication, i.e., who talks how much or who talks to whom, we are talking about group process. In fact, the content of group discussion often tells us what process issue may be on people's minds. At a simpler level, looking at process really means to focus on what is going on in the group and trying to understand it in terms of other things that have gone on in the group. DECISION Many kinds of decisions are made in groups without considering the effects these decisions have on other members. Some try to impose their own decisions on the group, while others want all members to participate or share in the decisions that are made. Some decisions are made consciously after much debate and voting. Others are made silently when no one objects to suggestion. INFLUENCE Some people may speak very little, yet they may capture the attention of the whole group. Others may talk a lotbut other members may pay little attention to them TASK VS RELATIONSHIPS The group's task is the job to be done. People who are concerned with the task tend to: Make suggestions as to the best way to proceed or deal with a Problem Attempt to summarize what has been covered or what has been going on in the group Give or ask for facts, ideas, opinions, feelings, feedback, or search for alternatives. Relationships means how well people in the group work together. People who are concerned with relationships tend to: Be more concerned with how people feel than how much they know To help others to get in to the discussions Encourage people with friendly remarks and guestures

Encourage people with friendly remarks and gestures.

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ROLES: I. Task roles: which help help the group to accomplish its task Initiator: proposing tasks or goals; defining a group problem; suggesting ways to solve a problem. Information/opinion seeker: requesting facts; asking for expressions of feeling; requesting a statement; seeking suggestions and ideas. Information or opinion giver: offering facts; providing relevant information; stating an opinion; giving suggestions and ideas. Clarifier and elaborator: interpreting ideas or suggestions; clearing up confusion; defining terms; indicating alternatives and issues before the group. Summarizor: pulling together related ideas; restating suggestions after the group as discussed them; offering a decision or conclusion for the group to accept or reject. Energizer; who stimulates and prods the group to act and raise the level of their actions. Coordinator: who clarifies and coordinates ideas, suggestions and activities of the group members. II. RELATIONSHIP ROLES (which helps group members get along better)

Harmonizer: who mediates, harmonizes and resolve conflicts. Gate keeper: helping to keep communication channels open; facilitating the participation of others; suggesting procedures that permit sharing remarks. Encourager; being friendly, warm, and responsive to others; indicating by facial expression or remarks the acceptance of others' contributions. Compromiser: when one's own idea or status is involved in a conflict, offering a compromise which yields status; admitting error. Follower: who accepts the group's ideas and listens to their discussion and decisions.
D

SELF-ORIENTED ROLES (which contributes to neither group task nor group relationship)

DEENA VINCENT, GOVT. COLLEGE OF NURSING, TSR

Dominator: interrupts others; launches on long monologues; is over positive; tries to lead group and assert authority; is generally autocratic. Negativist: rejects ideas suggested by others; takes a negative attitude on issues, argues frequently and unnecessarily; is pessimistic, refuses to cooperate; pouts. Aggressor: tries to achieve importance in group; boasts; criticizes or blames others; tries to get attention;- shows anger or irritation against group or individuals; deflates importance or position of others in group. Playboy: is not interested in the group except as it can help him or her to have a good time.

Storyteller: likes to tell long "fishing stories" which are not relevant to the group; gets off on long tangents. Interrupter: talks over others; engages in side conversations; whispers to neighbour. MEMBERSHIP: One major concern for group members is the degree of acceptance or inclusion they feel in the group. Are there any sub-groupings? Sometimes two or three members may consistently agree and support each other or consistently disagree and oppose one another. Do some people seem to be outside the group? Do some members seem to be "in"? How those "outside" are treated? Do some members move in and out of the group? Under what conditions do they move in and out? NORMS Standard or group rules always develop in a group in order to control the behavior of. members. Norms usually express the beliefs or desires of the majority of the group members as to what behaviors should or should not take place in the group. These norms may be clear to all members (explicit), known or sensed by only a few (implicit), or operating completely below the level of awareness of any group members. Some norms help group progress and some hinder it
DEENA VINCENT, GOVT. COLLEGE OF NURSING, TSR

FEELINGS During any group discussion, feelings are frequently generated by the interactions between members. These feelings, however, are seldom talked about. Observers may have to make guesses based on tone of voice, facial expressions, gestures and many other forms of nonverbal cues. GROUP AMOSPHERE Something about the way a group works creates an atmosphere which in turn is revealed in a general impression. Insight can be gained into the atmosphere characteristic of a group by ,finding words which describe the general impression held by group members. GROUP MATURITY Group maturity is defined as the ability and willingness of group members to set goals and work towards achieving it.
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ROLE OF NURSE MANAGER IN GROUP DYNAMICS: Supervise and manage the overall performance of staff in department. Analyzing, reporting, giving recommendations and developing strategies Achieve business and organization goals, visions and objectives. Involved in employee selection, career development, succession planning and periodic training. Working out compensations and rewards. Responsible for the growth and increase in the organizations' finances and earnings. Identifying problems, creating choices an d providing alternatives courses of actions.

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DEENA VINCENT, GOVT. COLLEGE OF NURSING, TSR

DEENA VINCENT, GOVT. COLLEGE OF NURSING, TSR