DEVELOPING WORK GROUPS

FOR
COMMUNITY HEALTH
DEVELOPMENT
Written Report
Submitted To:
Ms. Erika Led Paez,RN
Professor
Prepared By:
BSN 3D2-6 Group 165
Andres, John Raffy
Archivido, Lyka
Azores, Mae Ann
Bello, Estefanie Kris
Begaso, Oliver
Canillas, Daniel Kier
Custodio, Diana Rose
Delos Reyes, Adriane
Dela Cruz, Catherine
Fedeliz, Jinky
Garcia, Mary Ann
Pagaduan, Russiel Ann
 DEVELOPING WORK GROUPS FOR COMMUNITY HEALTH DEVELOPMENT

STAGES OF GROUP DEVELOPMENT

1. Orientation Stage

Tasks confronting group members during initial stage

-Determine a way of achieving the purpose for which they joined the group

- Find a place for themselves in the group

o The main concern of the members is whether they are “in” or “out”, liked and
respected or ignored and rejected in the group

o Members are careful with their choice of words because they are not sure
how they will be taken by others in the group

o Search for similarities

o Giving and seeking advice

o Grouping, testing, reluctant group

2. Conflict Stage

o Characterized by the group’s concern over dominance, control and power

o Each member tries to establish for himself his preferred amount of initiative
and power, and gradually a control hierarchy within the group established.

o Members become judgmental.

o Source of resentment toward the leader stems from the gradual recognition
by each member that he will not be the leader’s favorite “group member”

3. Cohesiveness Stage

o The group gradually develops into a cohesive unit.

o There is an increase of the morale and trust as members feel group

belongingness.

o The chief concern of the group is with intimacy and closeness.

o The group suppresses all expressions of negative feelings in order to

maintain a harmonious environment.

4. Work Group Stage

 o The uniqueness of the members and the leaders are seen and expected

o Members accept other’s differences without associating “good” and “bad”

with the differences.

o Consensus is reached from a rational discussion rather than a compulsive

attempt at unanimity.

o From a sense of group identity comes a sense of individual identity.

5. Termination Stage

o Members of groups experience a sense of ending.

o The key emotions are joy and sadness

o There is emotional coping with the loss of valued personal relationships

Tasks of the group at this stage:

 Finishing the agenda

 Establishing key decisions and completing the group products

 Typing up loose ends and writing off unfinished business

INTERVENTIONS TO FACILITATE GROUP GROWTH

1. Provide necessary orientation, structure and direction

o Preliminary introductions should be made for the group members who

do not know each other yet.

a. Initiated by the leader or facilitator

b. Introduction of one member by a co-member

o Interview of co-members

o Elucidate the group’s goals and purposes

o Members open up when they feel secure in expressing their attitudes

and ideas

o Leader encourages productive participation

a. Observe for signs of a member’s efforts to be heard and giving an

opportunity to contribute.

b. Encouraging and supporting members to participate

 c. Summarizing and clarifying contributions

d. Not monopolizing the discussion or commenting too frequently

e. Being sensitive in identifying those too eager to talk as they take up

all the group’s time.

2. Process, negotiate and resolve conflicts to everyone’s satisfaction

o Help members understand the nature of conflicts

 It is a natural part of any relationship and of any group

 It is desirable and extremely valuable for several reasons

a. It encourages inquiry, promotes objectivity and sharpens

analysis

b. It stimulates interest and curiosity, and motivation and

energy of group members

c. It reduces the natural tension and frustration of working

together

d. Members derive personal benefits from the experiences of

conflicts

e. It brings information to members about where they are,

what is important to them, how effective the group work
can be and how their relationships can be improved

f. Arguments are kept up-to-date when conflicts are handled

as they are experienced by members in the here-and-
now.

 Any conflict can be handled constructively by the group

a. Members should develop specific group norms or rules to

create an atmosphere conducive to healthy management
of conflicts.

b. Conflicts are managed effectively by encouraging group

cooperation and by using the problem-solving approach

o Help members go through the coping process of conflict resolution

using the problem-solving approach

 Clarify the basic issues

  Diagnose the dimension and causes of conflict

 Explore ways to settle the conflict

a. Reduce force that brings the conflict or increase the force that
minimize the conflict

b. Integrate the ideas that are similar

c. Help the members analyze if the opposing views can be taken

by the group as its decision

 Implement an agreement satisfactory of the group

 Evaluate the success of the actions taken

o Help members generate new ways of looking at the situation or

problem

 Minimize the conflicts by separating ideas, beliefs and concepts

from the person advocating them.

 Role reversal

 Structured exercise (Breaking balloons exercise and connect

dots)

o Help member analyze the here-and-now experience

 Keep an eye on how the messages are sent and received not
only on the content of the group discussion

*Metacommunication – message about the nature of the

relationship between interacting words

 Be an active participant of the her-and-now experience

 Aggressor – deflates status of others by expressing

disapproval of their values, acts of feelings by attacking the
group or the problem it is working on or by joking
aggressively

 Blocker – tends to be negative and stubbornly resistance

 Recognition seeker – calls attention to self through boasting,

reporting on personal achievements, acting in unusual ways
or struggling to prevent being placed in inferior position
  Self- confessor – uses group as audience for expression of
personal, non-group-group oriented feelings, insights or
ideology

 Playboy – displays look of involvement in group’s horseplay

and other more-or-less studied forms of irrelevant behavior

 Nominator – tries to assert authority by engaging in flattery ,

claiming superiority status or right to attention, giving
directions authoritatively and interrupting contributions to
others

 Help seeker – attempts to evoke sympathy response from

other group members of from the whole group, through
expressions of insecurity, personal confusion or self-
depreciation beyond reason

 Special interest pleader – speaks for some underdog usually

cloaking down prejudices or biases in stereotype the best fits
own individual need

3. Be aware of the effects of own behavior in the group: use the self for group
growth

4. Act as group’s completer/resource person

5. Derive opportunities to apply learning on another situation