WORKING WITH GROUPS TOWARDS

COMMUNITY DEVELOPMENT
Learning Outcomes

 Enumerate stages of Group Development

 Discuss each stages
 Apply the techniques in resolving conflict
 Appreciatethe importance of Community
Health Nurse in the organizing a group
Stages of Group Development

1.The Stage of Orientation

2. The Stage of Conflict
3. The Stage of Cohesiveness
4. The Work Group Stage
5. The Termination Stage
The stage of Orientation
Task Confronting group Members during the initial
stage:
1. determine a way of achieving their primary
tasks- the purpose for which they joined the group
2. must find a place for themselves in the
group ,one that will not only provide the comfort
necessary to attain their primary task , but will also
result in additional gratification from the pleasure
of group membership
The stage of Orientation

To achieve the 2 tasks, the group behavioural pattern

attempts:
- in or out of the group
- search for a role for themselves
- search for approval, acceptance , respect or domination
-careful in choosing the words
* exploratory attempts
-discuss topics to serve as vehicle to explore
The stage of Orientation

 Search similarities
- to let other knows that they are similar with
everyone in the group
- provides the foundation in which group
cohesiveness develop
 Seeking and giving advice
- vehicle to engage in social relationship in the group
The stage of Orientation

 Earlygroup can be described as groping,

testing & reluctant group (dependent one)
 Leader provide a structure to answer them
The Stage of Conflict

 Characterizedby group’s concern over

dominance, control, and power
 Experience
on conflict is between members or
between members and the leader
 The struggle of control is part of dynamics in
every group
The stage of Cohesiveness

 -gradually develop cohesive unit

= increase of moral and mutual trust as members feel
group belongingness
 Willing to share more about themselves to others in
the group
- intensification of involvement
 -growing awareness & mutual recognition
 - intimacy and closeness
The stage of Cohesiveness

- sense of unity, much inter member support,

much pride the group
- much condemnation of the members enemies
outside the group
 -group’s cohesiveness or feelings of unity become
ritualistic
The Work Group Stage
 -seen the uniqueness of members and
leaders
- Members can accept one another’s
differences without associating “good” and
“bad” with the differences
 Advanced work group true team work
 Tension is between “ work” or progress
The Work Group Stage

 Become aware of their involvement and of other

aspects of group process
 Conflict
exist but are on substantive issues rather
than emotional ones
The Work Group Stage


Group becomes feedback vehicle
-

that can clarify and evaluate each

other perceptions
- emerge group system for mutual
support for individuality
The Work Group Stage

 - consistent
control when individual behaviour
becomes group-destructive
 From a group identity comes a sense of individual
identity
- state of mature work group
- Nursing interventions, task and techniques can
help minimize the effects of regression
The Termination Stage

 Accdg to Dunphy
 Task of the group finishing the agenda
 Establishing the key decisions
 Completing the group product
 Tying up a loose ends
 Writing of unfinished business
The Termination Stage

 Key emotions are joy and sadness

 Group celebrates for the work and achievements
done
 Emotional coping with the loss of valued personal
relationships
 Joking, laughing, ritual and expression of sorrow
or withdrawal
INTERVENTIONS to Facilitate Group
Growth

1. Tasks
2. Techniques
Major interventions, task and techniques
include the following
1. Providethe necessary orientation, structure and
directions
2. Process, negotiate, and resolve conflicts to
everyone’s satisfaction
3. Be aware of the effects of own behaviour on the
group : use the self for group growth
4. Act as a group’s complete/resource person
5. Derive opportunities to apply learning on another
situation
Provide the necessary orientation, structure and directions

 Decrease level of anxiety

 Introduction should be made by the leader or
facilitator ( positive impact)
 Encourage of getting to know each other by
making introduce a co-member
Provide the necessary orientation, structure and directions

 Time to interview co members

 Opportunities to clarify or elucidate on the goals
and purpose of the group
 Expectations and perceptions of every members
as to their roles and responsibilities
1.Provide the necessary orientation, structure and directions

 Structured learning exercises on group decision

making
- help the group members experience
performing the various task
> group-building maintenance functions necessary
for group work
- provide opportunities to release through the
game the energy generated by anxiety
1.Provide the necessary orientation, structure and directions

 facilitator or leader creates an atmosphere for

productive group work when members’
interpersonal needs are met to a satisfactory
degree for each one
 Members “open up” when they feel secure in
expressing their attitudes and ideas
1. Provide the necessary orientation, structure and directions

 Leaders Tasks and Techniques

1. Listening attentively to what each is saying
2. Not judging the contributions of members or
commenting on every contribution made
3. Doing away with preaching, teaching or moralizing
4. Avoiding forcing members into participation before
they are ready
Leaders can encourage active
participation
 1.observing for signs of a members efforts to be
heard and giving her an opportunity to contribute
 2. being sensitive in identifying those too eager
to talk as they can take up all the group’s time
 3.encouraging and supporting all members who
participate
Leaders can encourage active
participation
 4. summarizing and clarifying the contributions
 5.not monopolizing the discussion or commenting
too frequently
2. Process, negotiate, and resolve conflicts to
everyone’s satisfaction

 1.Help members understand the nature of

conflict
 2.Help members go through the coping process of
conflict resolution using the problem-solving
approach
 3.Help members generate new ways of looking at
the situation or problem
 4.Help members analyse the here -and-now
experience
Understanding the Nature of Conflict

A. It is a natural part of any relationship and

of any group
- Persons differ from each other-needs,
motives, interests, ideas and perspectives
Understanding the Nature of Conflict
B. Conflict is desirable and extremely valuable for
several reasons
-Accdg to Johnson and Johson-
B. 1, It encourages inquiry, promotes objectivity
and sharpens analysis, since it provides for a
greater diversity of opinions, interests, values and
ideas among members
Understanding the Nature of
Conflict
 B.2. Stimulates interests and curiosity and
increases the motivation and energy of group
members
 B.3. Greatly reduce the natural tension and
frustration of working together
 B.4. Members derive personal benefits from the
experience of conflict
Understanding the Nature of
Conflict
 B.5 Bring information to members about where
they are , what is important to each of them, how
the group work can be made effective and how
their relationships can be improved.
 B.6When the conflict is handled as it is being
experienced by members in the here-and-now,
arguments are kept up-to-date
Understanding the Nature of
Conflict
 C. Any conflict can be handled constructively by the
group when the following aspects are considered:
C.1 Members should develop specific group norms or
rules to create an atmosphere conducive to healthy
management of conflicts
C.2. Conflicts are managed effectively by encouraging
group cooperation and by using the problem-solving
approach
Conflict Resolution Through the
Problem-Solving Approach
 Basic Steps: ( Johnson and Johnson)
1. Clarify the basic rules
2. diagnose the causes of the conflict
3. Explore ways to settle the conflict]
4. Decide upon and implement an agreement that is
satisfactory to all members
5. Evaluate the success of the action/s taken
Generating New Ways of Looking at the
Situation
 Experiences of conflict among group members
- a feeling of frustration,tension and discomfort
can result from the group’s failure to produce an
adequate alternative to resolve conflict
- members feel the need to withdraw from the
issue
-group defense mechanism to attain equilibrium
members may drop the issue
Generating New Ways of Looking at the
Situation
To help group members get detached from ideas
and viewpoints and analyse/resolve conflicts that
act as psychological barriers to productive group
discussion :Practical Techniques
 1.More often members react to and experience
conflict with persons , not necessarily because of
their ideas, beliefs, or concepts
Generating New Ways of Looking at the
Situation
 2. Role reversal is another way to help group
members understand each other’s position and
frame of reference
Generating New Ways of Looking at the
Situation
 3.Certain structured exercise can help group
members understand and appreciate the nature of
conflicts and some ways to resolve them by
generating new ways of looking
Helping Members Analyze the Here-and –
Now Experience
 Focus
the feelings and experiences of the
members in the present moment in the her-and
now
 PracticalLessons that can help her to be sensitive
to these events include the following :

 1.keep an eye or concentrate not only on the

content of the group discussion but on how the
messages are sent and received
Helping Members Analyze the Here-and –
Now Experience
 2.Be an active participant of here-and –now
experience
Helping Members Analyze the Here-and –
Now Experience
 Interventionshelp members recognize examine
and understand how and why of interactions or
behaviour soon after they are experienced by the
group members
 Through here-and now the blocks or barrier to
group progress are pinned down and analyzed for
possible alternatives, re-direction or behaviour
change
3. Be aware of the Effects of Own Behavior on the
Group: Use the self for Group Growth

 Nurse as facilitator or coordinator of group

discussion exerts an influence on the behaviour
and experience of group members
 Facilitator
becomes the model of the group as
regards behaviour that is expected or acceptable
 Being on time on meetings, keeping an
appointments and promises
Be aware of the Effects of Own Behavior on the
Group: Use the self for Group Growth

 Openness,free from tendencies to be proud and

authoritative
 Allows group decision to dominate the group life
 Vital
that the facilitator becomes aware of her
own behaviour and its effects on the group
Act as the Group’s capability for decision-
making and problem solving

Maximize group’s capability for decision-making and

problem solving
- Necessary data, experience and resources be
made available to the group
Facilitator act as a Group’s completer and ensure
that the missing aspects are made available to the
group
Act as the Group’s capability for
decision-making and problem solving
 Actsas a resource person – when necessary
expertise or information is not available
 Help group members Identify and Mobilize
resources of the outer reality, the world outside
the group- when the facilitator does not have the
expertise needed to do effective problem-solving
4. Application of New Learning

 -members gain more depth in understanding group

process
 Learned in handling particular issue can be
applied in another situations dealing with
different issue
 Helpsthe group undergo successfully the stage of
termination
Work Group: Hub of Community Organization,
Competence and Empowerment
 Work Groups representing various geographical segments
and socio-cultural political units can be the hub of
community organization process for competence and
empowerment
 Work groups can be:
1. Structural or organizational sub-model ( formallycraeted
committees,task/cored/study groups. Clubs
2. Functional sub-model where community residents
demonstrate commitment to participate in community
projects
Work Group: Hub of Community Organization,
Competence and Empowerment

 Strategicallydesigned to represent the voice of

several socio-economic-political units in the
community, the workgroup’s political will and
connectedness can be orchestrated by the nurse
catalyst-partner and the community as client-
partners to enhance a collective life of
competence and empowerment
Work Group: Hub of Community Organization,
Competence and Empowerment

 Laverack described empowerment domain

1. Improved participation
2. Developed local leadership
3. Increased problem assessment capacities
4. Enhanced ability to ask “why”
Work Group: Hub of Community Organization,
Competence and Empowerment

Laverack described empowerment domain :

5. Improved resource mobilization
6. Strong organizational structures/support groups
7. Strong links with other organizations and people
8. Egalitarian/equitable relationship between the
community and outside agent
9. Increased control over program management