The document discusses the concept and dynamics of effective small groups and teams, emphasizing the importance of group interaction, communication, and member roles in achieving shared goals. It outlines the stages of small group work, from forming to adjourning, and identifies techniques for improving group performance and cooperation. Additionally, it highlights challenges faced in group settings and provides guidelines for promoting effective collaboration among members.

1. Dr.C.Suresh Babu
NRIIMS
Sangivalasa, Vizag

2.  1. Define effective small groups
 2. Recognize situations where group
performance is more effective than an
individual work
 3. Describe stages of small group work
 4. Define a team and team building

3.  Two or more individuals who interact with
each other to accomplish certain goals or to
meet certain needs
 Two or more freely interacting individuals
who share a common identity and purpose

4.  The way the group functions and the type of
interaction that takes place is group
dynamics
 People interact with each other and each
one influences or influenced by others

5. Biggest challenge is?
Getting people to
W----- T---------- !

6. Biggest challenge is?
Getting people to
WORK TOGETHER

7.  Two or more people working together to achieve
a shared goal
A group of people with complimentary skills who
are committed to a common mission, committed
for achieving goals through a common approach.
 Essence of a team is common commitment
 Team is a powerful unit of collective
performance

8.  The process of getting people to work
together effectively to achieve a shared goal
 A set of techniques aimed at improving the
functioning of a work group
 It strives for greater cooperation, better
communication and less dysfunctional
conflicts

9.  1. How does the message change when it is
conveyed from one to another?
 2. What are the weaknesses of message
transfer?
 3. What are the weaknesses of people in
transferring the message?
 4. How can we communicate in a better and
effective way?

10.  One way communication is ineffective when
two way communication is needed
 Listening is as effective as talking
 What we say is often not what people hear

11. What did we learn?
 Who influenced the decisions and how?
 How could better decisions have been made?
 Did people listen to each other? if not why?
 How was conflict managed?
 What roles did group members adopt?
 What kinds of behavior helped or hindered
the group?

12.  Classification:
 1. Control based
 2. Group size based

13. Teacher control:
 1. Lecture
 2. Symposium
 3. Bed side clinic
 4. Tutorial
 5. Demonstration

14. Learner Based:
 1. Free group discussion
 2. Project work
 3. Self study
 4. Programmed study

15.  Large group method :
 Number is more than 30
 A] Lecture
 B] Panel discussion
 C] Symposium

16. Small Group Method:
 Number will be up to 30
 A] Work shop
 B] Group discussion
 C] Field visit
 D] Seminar

17. Individual
 A] Project work
 B] Self study
 C] Assignments

18.  1. Group Discussions
 2. Seminar
 3. Tutorial
 4. Demonstration
 5. Work shop
 6. Role play
 7. Practical [ Lab, bedside, field work ]

20.  A small group teaching and learning method
when 7-8 members get together and
collectively work upon a common task to find
out the solution and reach to an agreement
 This has become an integral part of higher
education, evaluation and recruitments

21.  For effective functioning of a group certain
guidelines are framed.
 Functioning of a group undergoes Five stages
 1. Forming [ stage I]
 2. Storming [ stage II ]
 3. Norming [ Stage III ]
 4. Performing [ Stage IV ]
 5. Adjourning or Transforming [stage V]

22. Formation (Bruce Tuckman 1965)
Members
Work
Group
may
disband
either
after
Stage I
Forming
Stage II
Storming
Stage III
Norming
Stage IV
Performing
Stage V
Adjourning
Members
get to know
each other &
set ground
rules
Members
come to
Resist
Control by
group
Leaders &
Show
hostility
Together
developing
close
relationships
& feelings of
cohesiveness
Group
members
work
towards
getting
their jobs
done
meeting
their goals
or because
members
Leave

23.  Members try to get oriented to one another
 Get oriented to the task given
 A group leader is selected or appointed
 The leader gives directions and guides the
rest

24.  Conflicts and Controversies
 Dominate
 Bend with others
 Silent
 Inactive
 Lack of opportunity
 Inability to express

25. Resolution of
1. Conflicts
2. Confusion
3. Disputes
Making or Giving equal opportunity for all the
members to participate

26.  A productive stage
 Each member is task oriented
 Discussion will lead to optimal resolution

27.  Terminal stage
 Each and every member participate and
come out with CONCLUSION

28.  1. to reach to an agreement on the given
task
 2. to maintain satisfactory relations among
the members

29.  Well prepared grouped leader or expert
 Experienced in conducting or leading
 Know the members of group
 Plan a suitable environment
 Regulate the group than take over
 Prepared / interested group
 Ready to contribute

30.  Optimum teacher student ratio
 Poorly prepared and inexperienced group is
ineffective in providing meaningful
interaction
 Learner aptitude varies widely, may be too
fast or too slow
 Subject may not be covered to the
satisfaction of the group

31.  Composition
 Size
 cohesiveness

32. Task oriented roles
1. Initiators – contributors, recommend new
solutions to solve the problems
2. Information seekers – attempt to obtain
necessary facts
3. Opinion givers – share own opinions with
others
4. Energizers – stimulate the group when it is
needed
5. Expediters – suggests to go further smoothly

33. 6. Encouragers – praises others
7. Harmonizers – mediate group conflicts
8. Blockers – act stubborn and resist the group
9. Dominators – manipulate the group
10.Avoiders – maintains distance and isolates
from the group

34.  1. Security
 2. Status
 3. Self-Esteem
 4. Affiliation
 5. Power
 6. Goal achievement

35. Six guidelines:
 1. Communication
 2. Support
 3. Respect
 4. Fairness
 5. Competence
 6. Predictability
TRUST NEEDS TO BE EARNED NOT TO BE
DEMANDED

36.  Bonding exercises
 Problem solving
 Away days or retreats
 Exercises and Team games
 Encourage development skills
 Support and encourage leadership

37.  1.Future focused
 2.Focused on task
 3.High communication
 4.Creative talents
 5.Rapid response
 6.Aligned on purpose
 7.Shared responsibilities
 8.Participative leadership

38.  Good when performing complicated,
complex, interrelated and more voluminous
work to handle
 Good when talent, knowledge, skills and
abilities are dispersed across organizational
members
 Basis for total quality efforts

39.  Clear expectation
 Commitment
 Competence
 Communication
 Coordination
 Creative innovation
 Collaboration
 Control
 Consequences

40.  Enhanced performance
 Employee benefits
 Quality decisions
 Improved processes
 Global competitiveness
 Organizational enhancement

41.  Team
1. Leader acts as
facilitator
2. Members have
active
participation and
responsible for
eventual outcome
 Group
1.Leader dominates
and controls the
group
2. Leader is apparent
and conduct the
meeting

42.  Work teams
 Management teams
 Problem solving teams
 Self managed teams

43. 1. Understanding Group dynamics helps to
identify personalities and helps in making
Ability grouping
2. A team is a group whose members work
intensely to achieve a specific or a common
goal or objective

44. 3. Learning outcome from a badly conducted
group discussion would be still better than
that from a good lecture
4. All Teams are Groups but all Groups are not
Teams.[teams are difficult to form and it
takes long time]
TEAM – Together Everyone Achieves More

45. Thank You All