The document discusses groups and group psychology. It defines what a group is, describes stages of group development, and discusses advantages and disadvantages of group decision making. It also covers several concepts in group psychology, including cognitive dissonance, social facilitation, social loafing, deindividuation, group polarization, and groupthink. The document provides tips for dealing with conflict within groups, including different conflict styles and a process for finding a resolution.

1. Understanding Groups and Group Psychology Anyone taken as an individual, is tolerably sensible and reasonable-as a member of a crowd, he at once becomes a blockhead. Friedrich von Schiller

2. What is a Group? A Group: - Consists of 3 or more people who have the ability to influence one another - Exists to 1) accomplish tasks 2) create a sense of belonging - is joined by the members to 1) accomplish goals with a shared sense of purpose 2) assist in identity formation 3) provide safety 4) reduce stress - has “norms” (standards of behavior/expectations) that will be enforced by the group, often through the power structure or communication structure the group has established - has “roles” that the members will fulfill - can be FORMAL or INFORMAL - is easy to form, difficult to change once it is formed

3. STAGES OF GROUP DEVELOPMENT 1. Forming : The group comes together and gets to initially know one other and form as a group. 2. Storming : A often chaotic time of competition and conflict. 3. Norming : Eventually agreement is reached on how the group operates. 4. Performing : The group practices its craft and becomes effective in meeting its objectives. 5. Transforming/Adjourning : The process of "unforming" the group, that is, letting go of the group structure and moving on.

5. When Good Groups Turn UGLY Group Psychology Fundamentals Cognitive Dissonance -Psychological discomfort felt at holding opposing/conflicting beliefs or demonstrating opposing/conflicting actions Resolved by 1) Changing Action 2) Changing Belief or 3) Justifying your Belief or Action

6. When Good Groups Turn UGLY Group Psychology Fundamentals Social Facilitation -In groups, individuals performance is likely to increase on tasks that are learned or practiced; performance will decrease on tasks that are new or complex

7. When Good Groups Turn UGLY Group Psychology Fundamentals Social Loafing -In unstructured groups, individual contributions will lessen and may cease all together

8. When Good Groups Turn UGLY Group Psychology Fundamentals Deindividuation -In a group, individuals will experience a loss of personal identity and personal responsibility and will take on the group’s identity More likely to occur: 1) the larger the group is 2) If one feels anonymous 3) in a high pressure group

9. When Good Groups Turn UGLY Group Psychology Fundamentals Group Polarization -the longer an individual belongs to a group, group beliefs and attitudes will become more extreme, more likely to act in group solidarity

11. Conflict : a mental and/or physical disagreement in which people’s beliefs, values or needs are in opposition to each other (or perceived opposition) “ No doubt there are other important things in life besides conflict, but there are not many other things so inevitably interesting.” Robert Lynd

12. Conflict : a mental and/or physical disagreement in which people’s beliefs, values or needs are in opposition to each other (or perceived opposition) “ No doubt there are other important things in life besides conflict, but there are not many other things so inevitably interesting.” Robert Lynd

13. Dealing with Conflict: Styles Competing: Pursues one’s own concerns at the expense of others Accommodating: neglect’s one’s own concern to satisfy others Avoiding: does not immediately pursue one’s own or other’s concerns, does not address conflict Compromising: finds a mutually acceptable solution; often involves splitting the difference, “agree to disagree” Collaborating: attempts to work with others, involves an in-depth examination of the issue, both parties are enriched, respect is gained

14. Finding a Resolution: First,……. *Be sure mutual trust is established *Be in the right frame of mind *Be honest *Use “I” statements *Deal with conflict ASAP

15. Finding a Resolution: The Process 1 . Identify positions (“what are they saying”) of each side of the people in conflict. 2. Learn more about the true needs and desires behind each side. 3. Ask clarifying questions for more information 4. Brainstorm possible solutions 5. Discuss how each solution would affect each side and figure out possible compromises 6. Agree upon a solution. 7. Implement solutions 8. Re-evaluate solutions, if necessary.