Group dynamics

The term group dynamics stands for:

The characteristics and capabilities of a group are different from the sum of the properties and capabilities of the individuals in the group.

As a principal founder of the group dynamics are Kurt Lewin (1890-1947), founder of the field theory (psychology ) and one of the pioneers of Gestalt theory or Gestalt psychology, the first time in 1939, used the term in his publications; also Raoul Schindler ( born March 11, 1923) with its interaction model to rank dynamics in groups, and Jacob Levy Moreno ( 1889-1974 ), who contributed substantially to the development of applied group dynamics and group dynamics of the term used in 1938.

  • 2.1 Settings 2.1.1 plenary
  • 2.1.2 T ( rainings ) group
  • 2.1.3 tandem
  • 2.1.4 Subgroups
  • 2.3.1 Low structuration and initial uncertainty
  • 2.3.2 The here-and- now principle
  • 2.3.3 Feedback
  • 2.3.4 Dynamic group intervention
  • 2.3.5 Group dynamics exercise

Dynamics of the group

Process

The process group includes the overall development of the group, the classical phase, the distribution of roles that determine the objectives and tasks, the formation of norms and rules, shaping the culture, the distribution of power, the admission of new members, the dealing with third parties and other groups. Each active action in the group is part of the process and is dynamic.

Phases

Phase model according to Bennis / Shepard

Each group develops in phases, the sequence runs always similar.

Warren Bennis describes three phases:

  • Dependence - dependence,
  • Konterdependenz - Against Dependency / defiance,
  • Interdependence - mature together.

Or in more detail:

Basic assumption group of Bion

Wilfried Bion outlined the development of groups along their basic assumptions in three forms:

Bion 's basic finding is that group relationships are emotionally loaded: Not Ratio and consideration determines the process, but underlying dynamics. Critics argue that organic " desolate " states of groups describes who can not learn. Nonetheless, his theory is valued as a good diagnostic tool and used in group psychotherapy.

Phase model by Tuckman

By Bruce Tuckman comes another, frequently used phase model, which was further developed by King / Schattenhofer. It contains a total of five stages of group development:

The sequence suggests a linear process, is not it: groups evolve cyclically, they can live " skip " or " fall back " and go through in the course of its existence several "circles" - especially when group members out or new ones come.

Function / position / role

The theories of group dynamics differ more than other theories between function, position and role as determining elements of behavior:

Function

A function describes an agreed or awarded to all members of the group known activity that is associated with a specific power for the group. The function must not be spoken - usually many functions are not. The specific performance builds in the rule to the basic parameters of the existence of a group, eg Contact, goal orientation, cohesion, affiliation or more ( cf. the theory of " group dynamic range" after Anthony et al. ).

Dynamic rank positions

The term comes from the position of the rank dynamics model of Schindler and Raoul describes the presence and effect of power in groups. In groups occur characteristic positions that arise from the dynamics to be more agile and able to work. The following positions are available:

  • Alpha ( leader / in ): leads to the finish line and passes the examination of the opposite ("G "). Alpha is strong outward -looking and in his actions which only limited if the group he / she follows.
  • "G" ( group task, or opponent, or opponents ): In this construct, the external action of the group is directed. It is important that the group " G" " sees" by Alpha - Alpha defines the outside image.
  • Beta ( expert / expert ): The classic " Second " are the typical consultant / inside. The relationship with Alpha is ambivalent: on the one hand needs Alpha Beta, to lead, and Beta Alpha needs to share power. On the other hand, betas are most likely to overthrow the potential alpha and even to take the lead.
  • Gamma ( simple group member), identifies with alpha (more precisely, with its outer view of "G") and supports his / her way through legwork without their own leadership. Gammas are those who do the " hard work ", without which no group is able to work.
  • Omega ( counter position to alpha - not to be confused with the in biology signified as omega lowest-ranking individual): the resistance to the achievement of objectives. The central element is an independent external view of "G", and that's what draws in this position, the resistance at: gamma, because he / she jeopardizes the identification with Alpha ( Alpha defines the view of "G"), and Alpha, because he / she jeopardizes the leadership position. Omega is a constitutive ( = dominant ) position in the group and an important quality indicator for the group functions - at Omega press as First group deficits ( goal achievement, cohesion, etc.) from. Often Omega however, is regarded attacked and not excluded as a quality indicator, but as a disruptive factor. Not infrequently slips after brief cathartic episodes another group member in this position, and the game begins anew.

Two basic parameters are: position is to say that these (such as a chair in the room ) can be taken and leave. Furthermore, is that these items are not taken, but will be awarded: Only through the acceptance of others reaches a group member in a certain position (No one is to / from the leader, without the other members of the group him / her to follow).

The model is based on the observation that virtually all long-standing groups only by a common task, such as an enemy or a common counterpart ( for example, a common goal, or individual goals, the joint being here cause ), are a group of rank dynamics.

Not all positions are filled at all times.

When the voltages to omega rise, it is possible that from the perspective of the gamma compound omega -> "G" is greater than that of alpha -> "G". Then occurs a change of leadership: Omega changes in the alpha position, or another group member (eg a beta ) handles this task. The old Alpha can sometimes be the opposite (the " enemy within their own ranks ": This group is concerned with itself). The change of beta in an alpha position is also easily possible.

Roll

While the function of the task in a group provides information and the position of the power in the group, so said nothing about how it is exercised. This set of specific features (actions, appearance, language, body language, etc. ) is the role. - For example, as " class clown ," a " schemer " or " Popular / r". Roles are, therefore, even more elected and have more to do with the personality characteristics of the roller support. There are in the group dynamics literature is no uniform definition of roles - it can not give even under the definition.

The group dynamic training

A group Dynamic Training provides space to observe the action of their own and other behavior on the group process and to try new behavior.

Settings

Group dynamics training usually consist of 20-40 participants, which can be divided into several groups, and a team of trainers.

Plenum

In plenary, the participants and the trainers come together. The group dynamic training begins and ends in the plenary. This is the place where general information is shared, groups for further work phases are divided, results of working groups will be presented and, if appropriate, be the coach theoretical inputs are given or other interventions.

T ( rainings ) group

The core element of the group dynamic training, the T - group ( in engl. Well as sensitivity training group called ). In the T - group work 7 - 15 participants with 1-2 coaches for the entire duration of the training together. The task of the group is to explore themselves. It is defined by the coaches only place and time, but not a precise work plan. The group is therefore to design relies on the learning process itself, which is very unsettling especially in the initial phase for all stakeholders. In general, work 2-6 T- groups in parallel.

Tandem

When a tandem T- group observes another. At the end of the working phase, the observed group indicates the observed group feedback, which remains uncommented. Then change the groups.

As a tandem is also called a trainer couple. Groups are usually led by two trainers. This allows tasks to be split (one observed intervenes others). Thus, desirable behavior are exemplified (communication, appreciation, dealing with conflict). Usually a man and a woman in tandem they work together so gender is balanced.

Subgroups

For certain tasks, sub-groups are formed. These can either be the whole training through, for example, as participants are from different T groups composed that exchange information about the different courses of the T groups, or as a working group within the T- group.

Triad

During the entire training period to meet in the evening triads ( triad) for reflecting the experiences during the day and in training. The aim is to process experiences to gain knowledge and to transfer it to the personal life situation. By the triangle situation arises at the same time an additional learning situation: the triangle is a basic pattern for relationships of any experienced by the triangle father - mother - child. Triads always remain in the same composition.

Working principles

Low- structured nature and initial uncertainty

The coaches pretend little structure in the form of work instructions or the like. This leads especially in the initial phase of great uncertainty. According to Kurt Lewin, however, precisely this uncertainty is necessary to provide learning opportunities. Old behavior should be thawed ( Unfreeze ), so that new behaviors can be tried. At the same time the function is this very noticeable through the experience of the lack of specifications.

The here-and- now principle

In the group should be used first to events reference that happen just so they can win equally important for all and a common communication is relieved. Events, such as lying outside the group in the past, a participant should only be so far on the topic that they will help to better understand than the current group events.

Feedback

As it comes to the common understanding of group events in group dynamic training, it is necessary to one's own experience to inform the others. This notification is called feedback on German feedback.

Group dynamic intervention

The coaches react to certain processes in the group by a " group dynamic intervention ". This may be a theoretical input, a situation description or analysis, a feedback, task, or instruction, a question, an exercise. After the intervention, the group is left to itself again and must decide for themselves what lessons they learned from the intervention and how it intends to implement them for the further process of the group work.

Group dynamic exercise

In the 1970s, a series of exercises in group dynamics training was developed, created with those typical group situations were made or practiced consciously. Known exercises are:

  • Controlled dialogue
  • Feedback
  • NASA Space Game
  • Caboose
  • Tower

Organization laboratory

One of the group dynamic training seminar very similar form is the organizing laboratory. The structure of the T- group is eliminated. The participants have to organize yourself, so some cases also form working groups myself from the floor out. The focus here is on the observation of organizational processes.

Group dynamics research

Group dynamics research uses in particular participant observation in group dynamics laboratories and laboratory organization. The findings penetrate large areas of the social sciences (school education, group education, youth work, group psychotherapy, leadership and management, team work, project work, politics, etc ).

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