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Communicating In Small Groups Principles And Practices 11th Edition Steven A. Beebe, John T. Masterson - Solutions
5. What would you recommend to Marilyn to help her be more successful? First, use David Korten’s model and language to make your recommendations.Then, make recommendations based on the Hersey and Blanchard model.
4. How did team goals change from the first to the second year? How about stress levels? Were they the same, or did they change?
3. Why was Marilyn’s leadership successful in the first year but not in the second?
2. What situational variables changed from the first to the second year of Marilyn’s leadership?
1. What are the important elements to consider when diagnosing Marilyn’s leadership problem?How would you describe her leadership style?
■ Who in your group is naturally most task oriented?Most process oriented?
■ Were some roles difficult or impossible to enact in this situation? Why?
■ With people assuming these assigned roles, did the group seem to function better or worse than usual? Why?
■ Whose roles were the most “out of character”?
■ Whose roles were most consistent with their natural behavior?
■ Can you identify who was enacting each role?
35. I would ask that group members follow standard rules and regulations.
34. I would act without consulting the group.
33. I would urge the group to beat its previous record.
32. I would permit the group to set its own pace.
31. I would persuade others that my ideas are to their advantage.
30. I would refuse to explain my actions.
32. I would permit the group to set its own pace.
31. I would persuade others that my ideas are to their advantage.
30. I would refuse to explain my actions.
29. I would schedule the work to be done.
28. I would trust the group members to exercise good judgment.
27. I would ask the members to work harder.
26. I would be willing to make changes.
25. I would assign group members to particular tasks.
24. I would allow the group a high degree of initiative.
23. Things would usually turn out as I had predicted.
22. I would let some members have authority which I could keep.
21. I would push for increased production.
20. I would decide what should be done and how it should be done.
19. I would be reluctant to allow the members any freedom of action.
18. I would represent the group at outside meetings.
17. I would get swamped by details.
16. I would settle conflicts when they occur in the group.
15. I would turn the members loose on a job and let them go to it.
14. I would keep the work moving at a rapid pace.
13. I would speak for the group if visitors were present.
12. I would tolerate postponement and uncertainty.
11. I would be working hard for a promotion.
10. I would let the members do their work the way they think best.
9. I would try out my ideas in the group.
8. I would needle members for greater effort.
7. I would speak as a representative of the group.
6. I would stress being ahead of competing groups.
5. I would permit members to use their own judgment in solving problems.
4. I would encourage the use of uniform procedures.
3. I would allow members complete freedom in their work.
2. I would encourage overtime work.
1. I would most likely act as the spokesperson of the group.
3. Promote honest interaction and dialogue. Genuine consensus is more likely to occur if group and team members honestly express their thoughts and feelings; withholding ideas and suggestions may lead to groupthink.
2. Be other-oriented and sensitive to the ideas and feelings of others. Listen without interrupting.Make an honest effort to set aside your own ideas and seek to understand the ideas of others.
1. Because groups have a tendency to get off track, help keep the group oriented toward its goal. Groups and teams often fail to reach agreement because they engage in discussion that is not relevant to the issue at hand—groups digress.
■ Ignore areas of agreement.
■ Emphasize areas of agreement.
■ Do not clarify misunderstandings or check to see whether their message is understood.
■ Clarify misunderstandings.
■ Are closed-minded and inflexible.
■ Avoid opinionated statements that are not based on facts or evidence.
■ Talk about individual accomplishments rather than group accomplishments.
■ Use group-oriented pronouns to talk about the group.
■ Assume that someone will win and someone will lose an argument.
■ Approach conflict as a problem to be solved rather than a win/lose situation.
■ Argue for an idea because it is their own.
■ Give their ideas to the group.
■ Wait until time is about to run out before suggesting solutions.
■ Suggest possible solutions throughout the group’s deliberation.
■ Fail to provide summaries of issues or facts about which members agree or rely only on oral summaries.
■ Display known facts for all members in the group to see.
■ Go off on tangents and do not stay focused on the agenda.
■ Help keep the group focused on the goal.
■ Do little to help clarify group discussion.
■ Talk about the discussion process using metadiscussional phrases.
■ Seek a limited number of options or solutions.
■ Expand the number of ideas and alternatives using various techniques.
■ Use only one or two approaches to reach agreement.
■ Use a variety of methods to reach agreement.
■ Permit one person to monopolize the discussion or fail to draw out quiet group members.
■ Try to involve everyone in the discussion and make frequent, meaningful contributions to the group.
■ Do not recruit a variety of viewpoints.
■ Seek out differences of opinion.
■ Find easy ways to reduce the conflict, such as taking a quick vote without holding a discussion.
■ Avoid easy conflict-reducing techniques.
■ Give in to the opinion of group members just to avoid conflict.
■ Do not change their minds quickly just to avoid conflict.
12. Some people produce more conflict and tension than others. These people should be restricted from decision-making groups.
11. To compromise is to take the easy way out of conflict.
10. When a group cannot reach a decision, members should abide by the decision of the group leader if he or she is qualified and competent.
9. If you disagree with someone in a group, it is usually better to keep quiet than to get the group off-track with your personal difference of opinion.
8. Conflict hinders a group’s work.
7. Conflicts can be solved if people just take the time to listen to one another.
6. If people spend enough time together, they will find something to disagree about and will eventually become upset with one another.
5. Most hidden agendas are probably best kept hidden to ensure a positive social climate.
4. Most people get upset with a person who disagrees with them.
3. The best way to handle a conflict is simply to let everyone cool off.
2. In most conflicts someone must win and someone must lose. That’s the way conflict is.
1. Most people find an argument interesting and exciting.
7. Find areas of agreement.
6. Develop rules or procedures that permit differences of opinion.
5. Cool the emotional climate by speaking calmly.
4. Turn the discussion into a problem to be solved rather than a conflict someone must win.
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