2015-08-21
428
Another dialectic is important in group life: the tension between task and maintenance goals. Most groups exist for a reason. Often they form to solve a problem or to reach a decision. This dimension of group behavior is called its task dimension, and the output of this dimension is called productivity. We expect groups to produce results.
At the same time, groups must also fulfill social functions. Croups must devote some of their efforts to creating a positive group climate. This dimension of a group’s behavior is called its maintenance or social dimension, and its output is called group cohesiveness. Although productivity and cohesiveness are sometimes in conflict, they are closely related. Successful groups must achieve both. A group that works so hard on its task that it neglects member feelings eventually dissolves. Cohesiveness is the glue that holds a group together. Similarly, a group that avoids work to focus entirely on maintenance ends up losing members, for no one wants to be part of an unproductive group. One of the keys to managing group communication is to behave in ways that advance both productivity and cohesion.
The key to being an effective group member lies in being able to take on both kinds of behaviors, depending on the needs of the group. Behaviors that help the group accomplish its task are called task roles. They include acting as information giver, information seeker, evaluator-critic and so on. Behaviors that enhance the social climate of the group are called maintenance roles. Roles such as encourager, standard setter, or harmonizer are examples. Finally, personal goals that do not help the group reach either of its basic goals are called negative roles. Negative roles are generally dysfunctional and indicate that a member is having trouble balancing group and individual needs. Table 7.2 lists some of the roles necessary for group productivity and cohesiveness, and Table 7.3 outlines negative, dysfunctional roles.
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Table 7.2 – Roles Necessary for Group Productivity
Task Roles
| Role | Description |
| Initiator-Contributor Information Seeker Opinion Seeker Information Giver Opinion Giver Elaborator Coordinator Orienter Evaluator-Critic Energizer Procedural Technician Recorder | – Suggests new ideas to group or offers new way of regarding group problem – Asks for clarification of suggestions and for information and facts pertinent to problem – Asks for clarification of values associated with group problem or with decision suggestions – Offers facts or generalizations or relates experiences relevant to group problem – States beliefs or opinions pertinent to group problem or to decision suggestions – Thinks of examples, offers rationales, or works out details of previous suggestions – Pulls together ideas and suggestions and coordinates work of various subgroups – Summarizes what has occurred or asks questions about the path the group will take – Develops standards for group functioning and compares group performance to standards – Prods group to action and stimulates greater levels of group activity – Expedites group-movement by taking on routine tasks – Writes down suggestions, records decisions, and takes minutes |
Maintenance Roles
| Role | Description |
| Encourager Harmonizer Compromiser Gatekeeper- Expediter Standard Setter Group Observer Follower | – Accepts and praises others’ contributions – Relieves tension and mediates disagreements – Seeks to find solution for conflict that involves own ideas – Keeps communication channels open and facilitates others’ participation – Expresses maintenance standards or applies standards to group process – Observes group process and offers feedback about maintenance procedures – Accepts ideas of group and serves as audience |
Table 7.3 –Negative Roles
| Role | Description |
| Dominator Blocker Self-Confessor Help Seeker Recognition Seeker Special-Interest Pleader Playboy or Playgirl Joker or Clown | – Refuses to allow others to express their opinions and dominates discussion – Prolongs or stops decision making by foot-dragging and nit-picking – Distracts group by disclosing personal problerns and by using group for personal therapy – Constantly expresses own inadequacy and asks group for sympathy and compliments – Spends time boasting about own accomplishments in order to be center of attention – Manipulates group in interests of some other group; has hidden agenda – Fails to take group seriously, spends time playing around and mocks serious behavior – Uses humor and horseplay to divert group from task |
How can one person increase group effectiveness? First, it is important to become as flexible as possible in both task and maintenance roles. The best group member is the one who can recognize and provide whatever the group needs at a particular time. Such a member must watch the group process carefully, realizing that what the group needs may not necessarily be what the member likes to do best.
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In addition, it is important to avoid disruptive individual roles. We all bring our own hidden agendas to the groups we belong to. A hidden agenda is a personal goal that lies below the surface and that can get in the way of group performance. Sometimes hidden agendas are compatible with group goals (for example, when a group member channels a need for recognition into effective task leadership), and sometimes they are incompatible (as when a team member grandstands or hogs the ball instead of passing it off). Members should examine their own agendas and guard against dysfunctional behavior. At the same time, the group should be aware of member needs and try to satisfy them. If this is impossible, the group should discuss members’ dysfunctional behaviors with those members, pointing out the effects of the behaviors on the group as a whole.
