LECTURE 7 (WORKING WITH INDIVIDUALS AND GROUPS).pdf
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The document summarizes the 5 stages of group development as described by Tuckman in 1963: 1. Forming - Members get acquainted and determine the group's purpose. Guidance is needed from the leader. 2. Storming - Emotional tensions arise as members compete for roles and confront each other. 3. Norming - The group comes together as a coordinated unit by developing group norms and allocating roles. 4. Performing - The mature group works efficiently to accomplish complex tasks and handle disagreements creatively. 5. Adjourning - The group ends its task and disbands, with ideally integrated members willing to work together again.
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The document discusses group dynamics and the stages of group development. It describes how groups form when individuals come together for a common purpose or task. Group dynamics refers to the interactions and relationships between members. There are typically five stages of group development: forming, storming, norming, performing, and adjourning. In the forming stage, members orient themselves to the group and each other. Storming involves conflicts as members struggle for power and leadership. During norming, trust and cohesion develop as roles and processes are established. In performing, the group works cooperatively and is productive. Finally, adjourning occurs when the group disbands after completing its task. The nurse manager's role involves understanding group dynamics to facilitate discussions
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The document discusses Bruce Tuckman's model of team development, which identifies 5 stages that teams generally progress through: Forming, Storming, Norming, Performing, and Adjourning. In the Forming stage, team members are cautious and focus on getting to know each other and their goals. Storming involves conflicts as roles and tasks are debated. Norming occurs as the team develops cohesion and agreement. In Performing, work progresses smoothly through structure and focus. Finally, Adjourning happens when the team dismantles upon completion of their task.
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- The 5 stages of team development: forming, storming, norming, performing, and adjourning.
- 9 common team roles that individuals take on in groups: leader, innovator, shaper, evaluator, expert, resource investigator, worker, completer, and team worker.
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By the end of this workshop, participants will be able to answer the following questions:
a. Why are teams key to productive work environments?
b. What are the four phases of the Tuckman team development model? How can knowing these characteristics help me on a team?
c. What are types of teams and how to utilize each type to get results?
d. What are essential behaviors of leaders and followers on well functioning teams?
e. What are the uses, benefits and disadvantages of various team-building activities?
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The document discusses the 5 stages of group formation: forming, storming, norming, performing, and adjourning. In the forming stage, group members are uncertain and focus on getting to know each other. The storming stage involves turbulence and conflicts as members deal with expectations. During norming, conflicts are resolved and cooperation increases. In the performing stage, the group functions as a coordinated unit focused on tasks. Finally, in adjourning, the group disbands after its goals are achieved.
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The document outlines the 5 stages of group development:
1) Forming stage - The group comes together with anxiety and uncertainty as members learn how the group will operate.
2) Storming stage - Disputes and competition emerge as members understand their roles and leadership emerges.
3) Norming stage - The group becomes more cooperative and productive as disputes become easier to resolve.
4) Performing stage - With clear needs and unity established, the group remains focused on its purpose and goal.
5) Adjourning stage - The group disbands after completing its task, with members moving in different directions.
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The document discusses Bruce Tuckman's model of team development, which identifies 5 stages that teams generally progress through: Forming, Storming, Norming, Performing, and Adjourning. In the Forming stage, team members are cautious and focus on getting to know each other and their goals. Storming involves conflicts as roles and tasks are debated. Norming occurs as the team develops cohesion and agreement. In Performing, work progresses smoothly through structure and focus. Finally, Adjourning happens when the team dismantles upon completion of their task.
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The document discusses Bruce Tuckman's model of team development, which identifies 5 stages that teams generally progress through: Forming, Storming, Norming, Performing, and Adjourning. In the Forming stage, team members are cautious and focus on getting to know each other and their goals. Storming involves conflicts as roles and tasks are debated. Norming occurs as the team establishes cohesion, roles, and commitments. In Performing, the team works well together and is highly productive. Finally, Adjourning happens when the team disbands after completing its task.
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This document provides an overview of group dynamics and team development. It discusses:
- The reasons groups are formed and how group dynamics affect how well a group works together.
- The 5 stages of team development: forming, storming, norming, performing, and adjourning.
- 9 common team roles that individuals take on in groups: leader, innovator, shaper, evaluator, expert, resource investigator, worker, completer, and team worker.
- How the ideal team composition depends on the task but generally includes a leader, thinker, and doer at a minimum.
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By the end of this workshop, participants will be able to answer the following questions:
a. Why are teams key to productive work environments?
b. What are the four phases of the Tuckman team development model? How can knowing these characteristics help me on a team?
c. What are types of teams and how to utilize each type to get results?
d. What are essential behaviors of leaders and followers on well functioning teams?
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The document discusses the 5 stages of group formation: forming, storming, norming, performing, and adjourning. In the forming stage, group members are uncertain and focus on getting to know each other. The storming stage involves turbulence and conflicts as members deal with expectations. During norming, conflicts are resolved and cooperation increases. In the performing stage, the group functions as a coordinated unit focused on tasks. Finally, in adjourning, the group disbands after its goals are achieved.
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The document outlines the 5 stages of group development:
1) Forming stage - The group comes together with anxiety and uncertainty as members learn how the group will operate.
2) Storming stage - Disputes and competition emerge as members understand their roles and leadership emerges.
3) Norming stage - The group becomes more cooperative and productive as disputes become easier to resolve.
4) Performing stage - With clear needs and unity established, the group remains focused on its purpose and goal.
5) Adjourning stage - The group disbands after completing its task, with members moving in different directions.
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The document discusses Bruce Tuckman's model of group development, which outlines 5 stages a team goes through: forming, storming, norming, performing, and adjourning. It describes the characteristics and challenges of each stage. Forming involves getting acquainted and defining roles. Storming involves conflicts as members establish themselves. Norming involves building relationships and consensus. Performing involves high productivity and autonomy. Adjourning involves disbanding the group after completion of its task. The model provides a framework for understanding team dynamics and leadership approaches over time.
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Learn about:
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In organizational development(OD), group dynamics or group process‖ refers to the understanding of the behavior of people in groups, such as task groups, that are trying to solve a problem or make a decision.
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The document discusses the four components of social casework:
1. Person - The client who seeks help with social or emotional needs. Clients come in various types.
2. Problem - Issues that impact a person's social functioning or ability to meet needs. Problems have objective and subjective aspects.
3. Place - The social service agency where the client seeks help. Agencies are established to help individuals with social challenges.
4. Process - The progressive problem-solving relationship between the caseworker and client to help the client better cope with problems. The process aims to influence the client and problem to resolve issues.
LECTURE 4 (WORKING WITH INDIVIDUALS AND GROUPS).pdf
The social casework process involves 5 steps:
1. Study (social investigation) of the client's problems, background, family, health, personality, and environment.
2. Assessment and social diagnosis to understand the causes and nature of the client's issues.
3. Intervention and social treatment using direct counseling, modifying the client's environment, or providing practical services.
4. Termination of the casework relationship once the client can independently cope with their situation.
5. Evaluation and follow-up to determine if the client's problems were solved and review the effectiveness of the casework process.
LECTURE 11 (WORKING WITH INDIVIDUALS AND GROUPS).pdf
This document discusses the stages of human development from conception through adulthood. It begins by outlining the three prenatal stages of development - the germinal stage (weeks 1-2), embryonic stage (weeks 3-8), and fetal stage (weeks 9-40). It then describes the stages of infancy/toddlerhood, early childhood, middle childhood, and adolescence. Finally, it discusses the three stages of adulthood - early, middle, and late adulthood - and how physical and cognitive abilities change throughout adulthood until death.
LECTURE 2 (WORKING WITH INDIVIDUALS AND GROUPS).pdf
Mary Richmond pioneered scientific social case work and defined it as processes that develop personality through adjustments between individuals and their social environment. Hamilton defined social case work as stimulating clients to participate in studying their situation and making efforts to solve problems using their own resources. Perlman described social case work as a process used by human welfare agencies to help individuals cope more effectively with problems in social functioning through a relationship between the client, their problem, the agency, and the process.
LECTURE 5 (WORKING WITH INDIVIDUALS AND GROUPS).pdf
This document provides definitions of social casework from various scholars between 1920-1957. It defines social casework as the process of understanding individuals, assisting them with social adjustment issues, counseling them on personal problems, and helping them develop skills to cope with social environments.
It then outlines 7 principles of social casework: 1) individualization, 2) purposeful expression of feelings, 3) controlled emotional involvement, 4) acceptance, 5) non-judgement, 6) client self-determination, and 7) confidentiality. These principles emphasize treating each client as a unique individual, allowing them to express emotions purposefully, maintaining objectivity, accepting clients unconditionally, avoiding judgements, empowering client decision-making
LECTURE 9 (WORKING WITH INDIVIDUALS AND GROUPS).pdf
This document discusses principles of social group work. It begins by outlining some generic principles of social work like respecting individuals and being non-judgemental. It then describes how social group work specifically aims to bring about change through purposeful relationships between the worker and group members. The document outlines Trecker's 10 principles of social group work, which guide group formation, setting objectives, building worker-group relationships, individualizing support, facilitating group interaction, democratic decision making, flexible organization, progressive programming, utilizing resources, and ongoing evaluation.
LECTURE 10 (WORKING WITH INDIVIDUALS AND GROUPS).pdf
This document provides an overview of normal and abnormal human behavior according to several models and theories. It discusses Erik Erikson's psychosocial theory of development which outlines eight stages of development from infancy to late adulthood, defining a central task and potential outcome for each stage. The stages involve developing trust, autonomy, initiative, industry, identity, intimacy, generativity, and integrity. The document also briefly outlines other lifespan development theories and defines normal behavior as meeting social standards while abnormal behavior includes conditions like mental illness.
LECTURE 8 (WORKING WITH INDIVIDUALS AND GROUPS).pdf
Social group work aims to develop individuals through group activities and interactions. It uses groups to help individuals achieve social goals in a democratic manner. Key characteristics include using multiple relationships within groups, promoting identification between members, and using program activities to facilitate skills and relationships. The objectives are to assist individual maturation, provide social and emotional support, promote democratic participation, and address social problems. Social group work has its roots in organizations from the late 19th/early 20th century that promoted self-help and recreation. It became more formalized as a method within social work in the 1930s-1950s.
LECTURE 6 (WORKING WITH INDIVIDUALS AND GROUPS).pdf
This document discusses different ways of classifying social groups. It defines a social group as a collection of two or more individuals interacting with one another through reciprocal influence. Social groups can be classified based on the nature of contact between members (primary vs secondary), level of identification (in-group vs out-group), structure of rules (formal vs informal), how the group is formed (voluntary vs involuntary vs delegate), and relationship to society (un-social, anti-social, pro-social, pseudo-social). Primary groups involve close interaction while secondary groups are more impersonal. In-groups are those an individual identifies with while out-groups are those they do not.
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LECTURE 7 (WORKING WITH INDIVIDUALS AND GROUPS).pdf
- 1. BY AMIT KUMAR MOB NO.: +919435028022/9708811272 EMAIL-amitranjanfn09@outlook.com ASSISTANT PROFESSOR DCTCL, CUJ RANCHI SOCIAL CASE WORK BY AMIT KUMAR ASSISTANT PROFESSOR DEPARTMENT OF CONTEMPORARY AND TRIBAL CUSTOMARY LAW CENTRAL UNIVIERSITY OF JHARKHAND Lecture 7 Stages of Group Development A group passes through five Stages- by Tuckman 1963 1. Forming 2. Storming 3. Norming 4. Performing 5. Adjourning Forming • Initial entry of member • Members concerns include: 1. Getting to know each other 2. Determining group’s real task 3. Defining group rules 4. Guidance is needed from the leader. Storming • A period of high emotionality & tension among group members • Members concerns include: • Dealing with outside demands. • Clarifying membership expectations. • Dealing with obstacles to group goals. • Understanding members’ interpersonal style • In this stage - group members begin to confront with each other. as they begin to compete for roles within the group that will help in strong bonding and feel valued.
- 2. BY AMIT KUMAR MOB NO.: +919435028022/9708811272 EMAIL-amitranjanfn09@outlook.com ASSISTANT PROFESSOR DCTCL, CUJ RANCHI Norming • A point at which group really begins to come together as a coordinated unit. • Members concerns include: • Holding group together. • Dealing with divergent views and criticisms. • Dealing with a premature sense of accomplishment. • During this stage the group begin to work more constructively together towards formal style of group like- Group Norms. • Roles begin to develop and be allocated within the group and although these may be accepted, some members may not be comfortable with the role which they have been allocated. Performing • Marks the emergence of mature, organized, well-functioning group. • Members deal with complex tasks and handle internal disagreements in creative ways. • Primary challenge is to continue to improve relationships and performance. • In this stage - Group perform effectively with defined roles, in fact at this stage it could be said that the group has transformed into a team. Adjourning (Mourning/Termination) • The group terminates because the task has been achieved or when the members have left due to failure or loss of interest. • A well-integrated group is: • Able to disband when its work is finished. • Willing to work together in the future. • This stage in group development is equally important to positive outcomes. The ending of a group can be a very unhappy and distressing time for some members, as they may feel some extent of dependency on the group.