3. Benefits
the level of effort group members expend
collectively on carrying out the task.
01
the amount of knowledge and skill members bring
to bear on the group task.
02
the appropriateness to the task of the performance
strategies used by the group in its work.
03
4. Effort
01
A number of factors can influence the amount
of effort group members expend on carrying
out the task.
5. Task Design definition: it is a manner of
how a task plan and its workflow are
organized. In other words, the meaning
actually stands for how profoundly
a task's plan is projected. The better
the task design, the less administrative
questions and problems may appear during
the work.
TASK DESIGN
6. -Reward system
It provides groups with challenging
performance objectives
and reinforces their achievement, effort
will be higher than where objectives
are unclear, lack challenge or where the
level of performance achieved by the
group appears to have no consequence.
10. Janis has identified eight symptoms of
groupthink:
● Invulnerability: Members become over-optimistic and assume that thegroup’s
past success will continue.
● Stereotyping: Members ignore disconfirming data by forming
negativestereotypes which discredit the sources of such information.
● Rationalisation: Members find rationalisations which explain away evi-dence
that threatens their emerging consensus.
● Illusion of morality: Members believe that right is on their side andtend to be
blind to the moral implications of their policy.
● Pressure: Members are discouraged from expressing doubts too force-fully.
● Self-censorship: Members keep quiet about misgivings and try to min-imise
their doubts.
● Mindguards: Members protect the group from being exposed to dis-turbing
ideas.
● Unanimity: Members screen out the possibility of divergent views assoon as
the most vocal members are in agreement.
12. Task Roles
• Initiator. Defines a group problem; proposes tasks or immediate objectives; suggests a new
procedure or a different approach to solving the problem.
• Information seeker. Asks for information and facts relevant to the problem being discussed,
seeks clarification of suggestions.
• Opinion seeker. Asks for opinions, seeks clarification of values pertinent to what the group is
undertaking or of values in a suggestion made.
• Information giver. Offers facts or generalisations which are ‘authoritative’ or related to own
experience.
• Opinion giver. States opinions or beliefs.
• Elaborator. Expands and explores ideas, offers examples or provides a rationale for
suggestions made previously. Tries to envisage how an idea or suggestion would work out if
adopted by the group.
13. Task Roles
• Evaluator/critic. Evaluates or questions the ‘practicality’, logic, facts or the
procedure of a suggestion or some aspect of the group’s discussion.
• Coordinator. Shows or clarifies the relationship among various ideas, tries to pull
ideas and suggestions together or tries to coordinate the activities of members
of the group.
• Decision manager. Prods the group to a decision, sends up ‘trial balloons’ to test
group opinions.
• Recorder. Records the progress of the discussion, records decisions, acts as
the ‘group memory’.
• Supporter/follower. Offers positive support for an argument or proposal, or
signals a willingness to go along with an idea.
14. Summary
Number of ways of observing and
recording behaviour in groups. Particular
attention was paid to the frequency and
duration of communication, communication
patterns, role functions, interpersonal
style and group climate, performance
strategies and decision-making
procedures. Suggestions about how
these observations can be used to
diagnose problems together with
indications of how the diagnosis can be
used to plan alternative ways of behaving
were also offered.
