Discusion Question Response Instructions: You will be required to write 200-250-word replies to at least 3 of your classmates' threads. In your replies, expand on the discussion by analyzing and building upon the thread and incorporating at least 1 scholarly reference in each reply. Integration of Scripture is encouraged, but is not required. Assertions must be supported by in-text references in current APA format. Use first person and single-spaced formatting and indent new paragraphs. Your threads and replies must be well written, well organized, and focused. In your replies, offer helpful recommendations to your peers on how to make their proposed groups even more effective and beneficial for the members. Based on your readings, who might be interested in joining these groups? What leadership styles and skills demonstrated in the videos will be appropriate?
How can you qualify for a 100?
1. Address the Discussion BoardForum topic thoroughly. Provide support for your comments through interaction with information from course resources or other academic resources in all posts.
2. Interact with information from the course resources or other academic sources in support of your comments and opinions; do so in all posts.
3. Correctly cite sources used in the posts both inside the body of the posts as well as list source citations alphabetically at the end of the posts per current APA formatting guidelines.
Reply 1Frank Ball
This week in the readings Forsyth (2015) explains that "Group cohesion can lay claim to being group dynamics' most theoretically important concept" (p. 134). Forsyth (2015 goes on to explain that the cohesiveness can signal the overall health of the group. It is important for an effective leader to transform an ordinary group into a cohesive one. However, as Forsyth (2015) asks, what factors combine to transform an ordinary group into a cohesive one (p. 135)?
Over the next several pages of the textbook, Forsyth (2015) discusses the glue that can develop a cohesive group. Group-level attraction, social attraction, group motivation, identity fusion, emotional cohesion, and structural cohesion all play a role in developing a cohesive group. A group-level attraction increases social cohesion when members like each other (Forsyth, 2015, p. 136). This will also enhance when the group has a similar purpose/focus. Group motivation is a task-based cohesion in which members are pressing towards the same goal/goals. According to Forsyth (2015), "When individuals identify with their group, their sense of self-combines with the elements drawn from both individualized, personal self and their collective, group self" (p. 139). Identity fusion helps the individual see as the group sees. Emotional cohesion allows group members to see beyond self and feel the pains of others within the group and empathy for one another is displayed. A well-defined structure will allow unity within the group.
As explained by Forsyth (2015) in the five-stage model of group development, during the forming stage there will be guarded exchanges as people monitor each other and go through a get-to-know each other time. In the storming/conflict stage disagreements or tension may arise among some members. During the structure / norming stage this is where the growth of cohesiveness and unity - trust and communication will begin. In the performance/performing stage, this is where the group focuses on goal achievement. The adjourning stage is when the goals have been reached and dependency is reduced.
In each of the five stages, it is critical that the leader is aware how to use listening skills and conflict resolution to ensure that each transition flows smoothly. "If any of you lacks wisdom, you should ask God, who gives generously to all without finding fault, and it will be given to you" (James 1:5, New International Version). It is through our wisdom as leaders that in each step/stage of development the group will flourish and become a cohesive unit. According to Moreland (2007), "Like a grand conductor who calls in the flutes at just the right time, your Father has brought you into the Cosmic Symphony at your unique place in time and space so you can be a vibrant outpost of the Kingdom in your sphere of influence" (p. 192). God has led us to this point in time so that the groups we lead we will be vibrant outposts of the Kingdom in our spheres of influence.
References
Forsyth, D. R. (2015). Group dynamics (6th ed.). Belmont, CA: Wadsworth Publishing.
Moreland, J.P. (2007). Kingdom Triangle: Recover the Christian Mind, Renovate the
Soul, Restore the Spirit's Power. Grand Rapids, MI: Zondervan.
Reply #2James
There are five stages of group development according to Forsyth (2014) that includes stage one the orientation stage where the group forms, stage two is the conflict stage where the group is storming, stage three is the structure stage where the group is norming, stage four is the performance stage where the group starts working or performing together, and the fifth stage is the dissolution stage where the group is ending or adjourning. The group is uncertain of what is expected of them in the orientation stage and people are guarded in their behavior not wanting to disclose too much information about themselves. This is always an awkward time the first meeting or two until people get comfortable with each other. The first stage may be the most important as the leader sets the tone for the group in helping them feel welcomed (Jacobs, 2016). I have found that pairing up with a partner for a few minutes of introduction has always helped lighten the mood of the group and people start to share more about themselves. One of the options Jacobs (2016) gives for opening the first session is a short introduction about the group and then doing an introduction exercise with the group.
The conflict stage also known as storming can be the most difficult part of the group development because there is tension with each other and questioning of procedures along with comparisons of who has the authority to run the group (Forsyth, 2014). There may be changes in the group dynamics that cause "stresses and strains that surface in the form of conflict" (p. 148). I can relate to this when I worked at the YMCA there was new board meetings directors in different departments that added a lot of strain the first few times we meant. We did not have someone who was really in charge of the group and people started making negative comments and getting into disagreements on how things were being conducted in the meetings. It is vitally important that the leader gets control of the group early and directs the group on a positive path (Jacobs, 2016).
The next stage is the structure stage or norming the group has been together long enough to start getting comfortable with each other with gaining more cohesion as a group. They have built relationships and matured from the first and second stages as the group is more organized. "Norms emerge more clearly and guide the group members as they interact with one another" (Forsyth, 2014, p. 148). I can also relate to the norming stage with my men's Bible study group. After the second or third meeting, everyone started to bond and form trusting relationships. People started to really open up about some of their life struggles and other members would show support with encouraging words or acknowledging that they have faced similar problems. The norming stage is where the team comes together as one. "And let us not neglect our meeting together, as some people do, but encourage one another, especially now that the day of his return is drawing near" (Hebrews 10:25, NLT).
Blessings,
James Mankins
References
Forsyth, D. R. (2014). Group dynamics. Belmont, CA: Wadsworth Cengage Learning.
Jacobs, E. E., Schimmel, C. J., Masson, R. L., &Harvill, R. L. (2016). Group counseling:
strategies and skills. Boston, MA: Cengage learning.
Reply 3Tiffany
Being a leader of a new group requires attendance and initiative. I think it is vital that the leader attend during the orientation phase. This phase is vital because it is an exchange of greetings and background information for those that have chosen to attend (Forsyth, 2014). This is also important because trust will be established during these early stages. Forsyth (2014) points out that individuals may be guarded and very aware of how much information they share in order to avoid any embarrassment. Everyone will be concerned with making a great first impression, therefore, it is important that the leader present himself/herself as present and accounted for during this very first stage.
It is also vital for the leader to be present during the conflict stage because this is important in order to cultivate unity within your new group (Forsyth, 2014). Everyone is learning how to interact and feel comfortable within the group setting. It is impossible to cultivate understanding and unity while aiding in settling conflict, if there is no clear and present leader.
The leader also needs to attend the structure stage. During this stage, individuals understand the working order of the group. They begin to feel comfortable sharing personal ideas and opinions. They begin to recognize how to work through previous conflicts, while establishing goals and interaction within the group (Forsyth, 2014).
The three stages listed above are vital to the continuation and success of the group. Once everyone understands their roles in the group and begins to find trust and a level of comfort, the group can begin working and resolving their own conflicts. This is because there is now an order established. After these three stages are complete, the group can begin functioning without the leader's presence at every meeting. In my opinion, the leader should still make an effort to be present as much as possible because it helps the goal of the group stay on track and shows the group that the leader cares about whether or not the group continues to thrive.
References
Forsyth, D.R. (2014). Group Dynamics. Belmont, CA: Wadsworth, Cengage Learning.