Creativity & Cohesion

In a study completed by Robert Moore, an experiment was conducted to find the results of cohesion on levels of group creativity. Although the study is a bit out-dated, the results were still very relevant to current small group communication. The study showed that groups who have higher cohesion levels gave more creative answers when asked to critique music and artwork. A potential reason for this is that high cohesion reduces the risk of negativity among group members thus making it a more inviting environment to share ideas. The final findings showed that group work does not necessarily lead to increased group creativity. According to the study the group must be cohesive in-order for it to work effectively. Cohesion can be great but if it goes to far it can lead to groupthink which will in turn eliminate creativity.


Moore, Robert M. 1997. The positive effects of cohesion on the creativity of small groups.International Social Science Review. Vol. 72 Issue 3/4, p84.

Small Group Negotiations

Over the years, technology and education have gone hand in hand. As the students grow, so do the ways they communicate amongst one another. Since most students today interact using technology and text based means, many of the nonverbal cues and face to face subtleties are lost in the mix. Simple things like head nods and facial expressions are replaced by other cues through text.

Instead of focusing so much on what’s missing, students should look to the resources they have in front of them and what is available. Immediacy, or the communicative behaviors that reduce the physical or psychological distance between individuals, allows students to still keep communication fresh and moving. Immediacy is the ability to also keep the same intimacy between group members by using humor and small talk while still having serious discussion. By getting that out of the way in the very beginning, members will feel more comfortable discussing important matters without feeling too separated.

Some examples of effective online communication include empathizing with your fellow members. When another student is confused or irritated with something that involves the task at hand, help them out. Talk them through it and try to move on while still remaining patient and supportive. When a group member says something, try not to let them hang for a while either, as this could put them under the impression that they didn’t say the right thing or that they are being ignored. By doing so, you waste the rest of the group’s discussion time.



Supportive words and comments also help the rest of the group. Even at the beginning of the meeting, it is always helpful to start off with a “hey glad everybody is here” or “can’t wait to start”. When the others see this, they will have enough of a morale boost that the actual work will not seem to drag on as much. Also by sending out the positive message to the rest, those who were reluctant to speak before the meeting will be more motivated and want to voice their opinions and ideas openly and without any reserve.


Paulus, Trena M. "Online but Off-topic:negotiating Common Ground in Small Learning Groups." Instructional Science 37.3 (2009). Print.

Dialectical Tensions

Every group experiences different types of dialectical tensions. In a study conducted by Gloria J. Galanes, it was determined that there are three main types of dialectical tensions that were most experienced. They are: leader-centered/group-centered control, task-nontask concerns, and process-outcome focus.



•Leader-centered/Group-centered control - This tension lies with leadership problems. The leader of the group may or may not be respected among the other members, and there may be somewhat of a battle for a leader to emerge. The overall goal of the leader is to make sure the group has control of the task, but first they must take control of the group. This can be easier said than done and sometimes you may not make everyone happy in the process. One participant in the study had this interesting quote: "Sometimes you have to be more controlling than you want to be, [because] there’s nothing more frustrating to a group, in my personal opinion, than to allow them to flounder and wander around."



•Task-Nontask concerns - This tension is about group members' need for staying on task, while at the same time having ample down-time to enjoy themselves. This can be tricky at times for the leader because there is an unsteady balance between the two. Giving members too much time to digress may aggravate members who feel their time is being wasted, while too little down time may stress the group out or overwork them. As it was stated in the study, allowing members enough free time while in the group setting allows new ideas to "germinate."

•Process-Outcome focus - There is also a tension between the final outcome of the group task and how the group members get there. As we have discussed in our Small Group Communication class, even being in the most awful groups can result in a learning experience. In the end the journey is just as important as the destination.

These three types of dialectical tensions exsist in most groups. They are not necessarily negative tensions, but they do exsist, and being able to identify them can make you a more effective leader or group member.

Have you ever had a group leader who took too much or too little control? How did that effect your group as a whole?

Sources:
Gloria J. Galanes, 2009. Dialectical Tensions of Small Group Leadership. Communication Studies. http://web.ebscohost.com/ehost/detail?vid=3&hid=103&sid=3fe28581-2daa-442f-a0e6-8f157842ec69%40sessionmgr113&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1zaXRl#db=a9h&AN=44874249

Five Tips for an Effective Group Experience

At one time in your life you have undoubtedly been in a group that was anything but effective. If you've never experienced an ineffective group consider yourself one of the lucky ones. Ineffective groups can be incredibly frustrating, but with the use of some helpful tips, you may never have to experience a bad group experience again!


In the article writen by Violeta Navickiené and Sigita Pevcevičiūtė they provide different things you can do to become an effective group member or group as a whole. In this blog we will be focusing on the parts of the article that we feel would be most helpful to anyone in a small group setting. We have broken this blog down into five of the most imporant things you need to know regarding group effectiveness.

• It is most conducive to you and your group to have a clear understanding of the group charge(ultimate goal of the group), which you can break down into smaller goals to make it easier to accomplish. If any member of the group is having trouble understanding anything in the group it is important to have clear communication between members.Openess in the group allows members to share their imput or concerns without fear of personal ridicule.

• It is importnat not only to have good communication skills but to also have an understanding of what makes a team effective. This includes: quality leadership, cohesion, effective conflict resolution, efficient meetings, etc. Make sure all members of your group understand what it means to be an effective group.

• If given the option of choosing your own group members it is important to realise what roles will be needed and choose people that have the best skills to get the job done. In the case where you did not get to choose your own members determin what skills your group members have and assign jobs accordingly.

• The first stage of the group, the "forming" stage, can be a rather uncomfortable time for the group. During this stage, it is normal to experience some form of conflict, which can be viewed as positive or negative. The memebers of the group who are faced with the conflict must handle the situation in an appropriate manner so that the group may grow and move forward. The best course of action would be to collaborate so that both parties involved reach a happy medium.



• Cohesion is typically a great attribute in any group, but there are times when you may be faced with "too much of a good thing." Too much cohesion can rapidly turn into something known as "groupthink," which is very dangerous for the progress of a group. Groupthink occurs when all members seem to agree on a subject without hesitation. It is essential for members to occasionally disagree so that new ideas may be brought forth.

The parts of this article that we have discussed reflect on what we have studied in our Small Group Communication class.

Have you ever been in a group situation where one or more of the tips listed above have been missing or done ineffectively? How did your group handle it?

Sources:
Navickiené Violeta and Pevcevičiūtė, Sigita. (2009). Tiltai / Bridges; 2009, Vol. 45 Issue 1, p83-91, 9p. Retrieved from http://web.ebscohost.com/ehost/pdf?vid=4&hid=12&sid=b37fca59-bf8a-492d-898c-5417448fb233%40sessionmgr12

What kind of leadership causes tensions?

We have all been part of a small group that has some dialectical tensions. But wait? What does that mean? According to Gloria Galanes’ article “dialectical tensions of small group leadership”, these are defined as the dynamic contradictions and the “the pull of opposing forces that are desirable but mutually negate one another” (Galanes 2009). Basically, this means the normal problems we face when we are dealing with others in a small group.

Galanes study came across a couple reasons that lead to tensions in a group dynamic. First, which was extremely consistent with all participants, was the tension surrounding the decision for who leads the group. This tension is pulled taught between the leader him/herself, and the other group members. This generally happens when the leader is either making too many decisions, or giving too much control to the other members. Galanes (2009) states that “Leaders should contribute but must not stifle the group’s ideas—especially difficult when the leader has a strong power position in the group”.

The next tension that often occurs in a group setting is the idea of task/non-task activities. This is basically the fine line between having too much unproductive fun in a group, and working in a sterile, boring, and bland environment. Both ends of this spectrum can lead to tensions as well as limited productivity. Being a good leader is to be able to balance this phenomenon. Galanes (2009) saw that “Several leaders tended to stifle digression quickly, but they also believed allowing digression helps ideas germinate”.

To defeat these tensions, leaders must be able to keep a watchful eye on the responses from group members, and be able to balance their control/separation of power, and task/non-task oriented activities.

Have you ever experienced tensions in this area? Was it because you were a leader or a group member? How did you manage to find balance in the group?



source: Galanes, G. (2009). Dialectical Tensions of Small Group Leadership. Communication Studies, 60(5), 409-425. doi:10.1080/10510970903260228.

photo: http://i.zdnet.com/blogs/bad-leadership-causes-failed-it.jpg

Computer Mediated Communication Conflict

Conflict is a very touchy subject in all groups, whether it be online or face-to-face. Conflict is a very important part of communication and you will most likely face conflict in a small group at one point or another. The question is whether or not you handle the conflict correctly. In a study by Ana Zornoza, Pilar Ripoll, and José M. Peiró, it was found that negative conflict is more prevalent in computer mediated communication, rather than face-to-face. Our speculation as to why that study came out the way it did? Anonymity.

In an article by David Davenport found in Communications of the ACM, it was stated that "if people remain anonymous, by definition, they cannot be identified, making it impossible to hold them accountable." Basically, this means that if people remain unknown online, they will most likely say what they are thinking more often than not. Davenport says "Anonymity seems to offer a cheap and easy way to speak out against authority."

In a face-to-face setting, most people may not speak up when something is upsetting them or when they disagree with an idea. If they do disagree, they will most likely shy away from using negative conflict resolution compared to if they are in an online setting where their identity is unknown. Even if their identity is known, they have the advantage of not confronting that person face-to-face, making negative conflict resolution a much more appealing option.

One way to solve this problem of conflict in an online setting would be to use something called "I-Statements." In an Interpersonal Communication class with Professor Bia Bernum one of our group members had at Mansfield University, they learned that it is better to use the word "I" when dealing with conflict. For example, "YOU need to step up your work" becomes "I feel like you could perform better." This way, the message doesn't seem like a personal attack. Instead it just sounds like constructive criticism.

What other ways do you think you could resolve conflict online - without being hostile?


Davenport, David. (2002). Anonymity on the Internet: Why the Price May Be Too High.Full Text . Communications of the ACM. p33-35.

Ana Zornoza, Pilar Ripoll and José M. Peiró. (2002). Computer-Mediated Communication
Conflict Management in Groups that Work in Two Different Communication Contexts: Face-To-Face and Computer-Mediated Communication. Small Group Research. p481-509.

Professor Bia Bernum, Mansfield University, 2009.