COM 230

the emotional atmosphere, the enveloping tone that is created by the way we communicate in groups.

when individuals perceive that they are valued, supported, and treated well by the group

when group members do not feel valued, supported, and respected, when trust is minimal, and when members perceive that they are not treated well

a mutually exclusive goal attainment (MEGA) process. When transactions in groups are competitive, individual success is achieved at the expense of other group members. Necessitates the failure of many for the success of the few.

A mutually inclusive goal attainment process. Individual success is tied directly to the success of other group members. Group members work together, not against each other, when attempting to achieve a common goal

the attainment of a personal goal without having to defeat another person.

the excessive emphasis on defeating others to achieve one’s goals is called hypercompetitiveness

“justice consists of helping one’s friends and harming one’s enemies”. A collective prescription that group members should pursue maximum group outcomes(winning at all costs), even if this means acting hypercompetitively against other groups when members may privately not wish to do so.

defensiveness is a reaction to a perceived attack on our self concept and self esteem. Invites hypercompetitiveness.

invites cooperation

where speakers keep changing the subject to focus attention on their issue. Uses shift responses to divert attention away from current topic and onto their own.

uses supportive responses to continue speaking on the current topic

occurs when competition produces a positive, enjoyable experience and generates increased efforts to achieve without jeapordizing positive interpersonal relationships and personal well-being

a first person report of how an individual feels, what the individual perceives to be true, and what behaviors have been observed in a specific context.

include criticism, contempt, and blame. Negative evaluations produce defensiveness

include praise, recognition, and flattery

often makes people defensive due to hidden agendas

Issuing orders and demanding obedience, especially when no input was sought from group members who were told what to do

the more someone tries to tell us what to do, the more we try to resist it or even do the opposite

The variable which shows an effect or is the outcome of an experiment.

making little or no effort to listen to what a member of your group has to say exhibits indifference and treats the communicator as a nonperson.

- failure to acknowledge another person’s communication effort either verbally or non verbally

the counter to indifference. Thinking and feeling what you perceive another to be thinking and feeling. Seeing from the perspective of the other person.

from the standpoint of group climate means that we give everyone an equal opportunity to succeed. Doesn’t necessarily mean abilities.

the belief in the self evident truth of one’s opinion

counters certainty. Means you qualify statements, avoiding absolutes. Uses terms such as possibily, probably, perhaps, occasionally, maybe, might, sometimes, etc. Problems are approached as interesting questions to be investigated and discussed, not defensive power struggles over who is right and wrong

where speakers keep changing the subject to focus attention on their issue. Uses shift responses to divert attention away from current topic and onto their own.

uses supportive responses to continue speaking on the current topic

a pattern of expected behavior associated with parts that members play in groups

stepping into a role distinctly different from or opposite of a role one usually plays

the relative importance, prestige, or power accorded a particular role

when group members play roles in different groups that contradict each other

a role that emerges in a group from the group transactions; it emphasizes functions, not positions

a position assigned by an organization or specifically designated by the group leader

Informal group roles that move the group toward attainment of its goals

Informal group roles that focus on social relationships among group members

Informal group roles that serve individual needs or goals while impeding attainment of group goals

The roles each member will play have not been designated in advance but emerge from the transactions conducted among group members.

when an individual group member settles into his or her primary role

The acting out of a specific role, and only that role, no matter what the situation might require

an influence process between leader and followers directed toward change that reflects mutual purposes of group members and is largely achieved through competent communication.

exerts control over group members. Highly directive. Does not encourage member participation

encourages participation and responsibility from group members. Democratic leaders work to improve the skills and abilities of group members

a do nothing approach to leadership. It is the avoidance or absence of leadership. Avoid making decisions, hesitate in taking action, and are absent when needed

Leaders are born not made. Problem with this approach is the assumption that leadership resides in the person, not intransactions conducted within the group context

Autocratic, democratic, and laissez-faire

It depends on the situation perspective

Views leadership in terms of certain functions or responsibilities, that must be performed for the group to be successful. Typically, these functions fall into two categories: task requirements and social or maintenance needs.

a small number of people with complementary skills who act as an interdependent unit, are equally committed to a common mission, subscribe to a cooperative approach to accomplish that mission, and hold themselves accountable for team performance

a team name or a logo can be a solidarity symbol

a shared language amongst the team, using words like we, our, us

group potency, autonomy, meaningfulness, impact

the shared belief among team members that they can be effective as a team,

the degree to which team members experience substantial freedom, independence, and discretion in their work,

a teams perception that its tasks are important, valuable, and worthwhile,

the degree of significance given by those outside of the team, typically the team’s organization, to the work produced by the team.

self regulating teams that complete an entire task, embraces empowerment,

an established minimum standard of effort and performance for each team member to share the fruits of team success

being open to input from team members. Head coaches consider assistant coaches input. Coaches consider players input.