Defensive arguing with the speaker without fully listening to hisher side of

Defensive arguing with the speaker without fully

This preview shows page 5 - 7 out of 12 pages.

Defensive: arguing with the speaker without fully listening to his/her side of the story Selective: focusing on only bits of info and disregarding other part of the message Insensitive: listening to the words and not the emotion Self-Absorbed: hear only the information that they find useful for achieving their own specific goals Pseudo: pretending to listen by nodding head frequently Small Group Communication Effects of Groups Social loafing: expending less effort in a group either because you think someone else will do the work Social facilitation: spurring each other on and continually adding on to people ideas or opinions Group Size Large Group: a few tend to dominate, usually more time is needed to reach a decision because there is more potential for differing opinions, subgroups tend to form Small Group: productivity increases There is a negative linear relationship because as the # of people in group increases, the productivity decreases Some researchers say the optimal group size is 5-7 people Group Cohesiveness ( How closely connected, mutually liked the members of the group are ) As cohesiveness increases… 1. Communication/participation increases 2. Satisfaction increases 3. Productivity increase & decreases (curvilinear relationship, very low cohesiveness = low productivity, middle cohesiveness = very high productivity, very high cohesiveness = low productivity) Group Leadership
Image of page 5
Factors that DO NOT work Effective Leadership Having the “right” traits (intelligence, attractiveness) Ability to know the group’s needs and talents Emerging” as a leader - you will never know who will be the leader, will a leader even emerge? Ability to adapt styles to fit those needs of other in your group Finding one best leadership style Technology Netiquette: brevity valued (concise and exact use of words), sales and spam disfavored, acronyms and shortcuts are common, each group has its unique norms Anonymity: you don’t always know who is behind certain posts online Community: flaming (personal attacks), trolling (purposefully trying to get people mad), unique group roles emerge (i.e. those who have status in a group are more likely to be listened to when they make a post) 2 Models of Group Development Tuckman’s Model Groups develop in a linear fashion 1. Forming : nervous, unsure of what to do at first, figure out who will be in charge and what the goals are 2. Storming : experiencing conflict, division may occur in group 3. Norming : members move beyond their conflicts and norms emerge, leader finally emerges, goals solidified 4. Performing : high levels of interdependence, members combine skills and work together 5. Adjourning : reflect on accomplishments and failures, decides whether or not to take on another project Gersick’s Punctuated Equilibrium Model Groups experience a period of inertia or inactivity until they become aware of time, pressure, and looming deadlines, which then compel group members to take action Suggests that groups tend to procrastinate
Image of page 6
Image of page 7

You've reached the end of your free preview.

Want to read all 12 pages?

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture