Human relationship

Project description Journal Section III. Collaboration (length of answer: three or four full paragraphs) A. Read and study your notes on collaboration carefully. B. Using terminology from the notes: please define and explain collaboration, providing an example drawn from your notes (could be a hypothetical example) Journal Section IV. Teamwork (length of answer: three or four full paragraphs) A. Read and study your notes on teamwork carefully. B. Using terminology from the notes: please define and explain teamwork, providing an example drawn from your notes (could be a hypothetical example) and another example that combines and builds upon information from one or more of the topic areas above: group processes, conflict, and collaboration. Journal Section V. Leadership (length of answer: three or four full paragraphs) A. Read and study your notes on leadership carefully. B. Using terminology from the notes: please define and explain leadership, providing an example drawn from your notes (could be a hypothetical example) and another example that combines and builds upon information from one or more of the topic areas above: group processes, conflict, collaboration, and teamwork.Here is the note1. Group Processes 1.Responsibilities of Group Members a. Committed to group goal:work toward solution; support at the end evenif it does not completely fulfill your personal goal b. Keep discussion on track:shared aspect c. Complete assigned tasks:group divides work?do your part d. Manage Conflict:healthy disagreement is good; avoid groupthink 1) Focus on issues, not personalities 2) Clarify misunderstandings 3) Keep emotions in check 4) Phrase comments descriptively, not judgmentally 5) Seek ways to compromise e. Encourage input from all members:all voices are important (Sellnow, 426) 2.Practical Discussion Plan a. Get acquainted with group members (Beebe and Masterson, 167). b. Clarify goals (Beebe and Masterson, 167). c. Develop strategy for gathering information (Beebe and Masterson, 167). d. Follow a structure plan to accomplish task (Beebe and Masterson, 167). e. Develop logical arguments and sound reasons (Beebe and Masterson, 168). f. Decide best format to present findings (Beebe and Masterson, 168). 3.Process of Systematic Group Problem-solving a. Identify Problem b. Analyze Problem c. Determine Criteria for Judging Solutions d. Generate host of solutions e. Select best solution f. Implement best solution (Sellnow, 429-430) 4.Group Roles a. Initiator-contributor:proposes new ideas and approaches (Beebe and Masterson, 75). b. Information seeker:asks for clarification, asks for facts and examples (Beebe and Masterson, 75). c. Opinion seeker:asks for clarification of values and opinions (Beebe and Masterson, 75). d. Information giver:provides facts, examples, statistics, and other information (Beebe and Masterson, 75). e. Opinion giver:offers beliefs or opinions (Beebe and Masterson, 75). f. Elaborator:provides examples based on experience (Beebe and Masterson, 75). g. Coordinator:notes relationships among ideas and suggestions (Beebe and Masterson, 75). h. Orienter:summarizes what has occurred and tries to keep group on task (Beebe and Masterson, 75). i. Evaluator-critic:makes efforts to judge evidence and conclusions (Beebe and Masterson, 75). j. Energizer:tries to move group to action (Beebe and Masterson, 75). k. Procedural technician:distributes papers, arranges seating, runs errands (Beebeand Masterson, 75). l. Recorder:writes down information (Beebe and Masterson, 75). m. Encourager:offers praise, understanding, and acceptance (Beebe and Masterson, 76). n. Harmonizer:mediates disagreements (Beebe and Masterson, 76). o. Compromiser:attempts to resolve conflicts through concession (Beebe and Masterson, 76). p. Gatekeeper and expediter:encourage less talkative to participate and limits the contributions of the talkative (Beebe and Masterson, 76). q. Standard setter:sets standards and goals (Beebe and Masterson, 76). r. Group observer:keeps records and evaluates process (Beebe and Masterson,76). s. Follower:goes along with suggestions, serves as an audience (Beebe and Masterson, 76). t. Aggressor:destroys or deflates ideas and status of members (Beebe and Masterson, 76). u. Blocker:generally negative for no apparent reason (Beebe and Masterson, 76). v. Recognition seeker:seeks the spotlight by boasting (Beebe and Masterson, 76). w. Self-confessor:uses group to report personal feelings (Beebe and Masterson, 76). x. Joker:reflects lack of involvement by telling stories and jokes (Beebe and Masterson, 76). y. Dominator:makes effort to assert authority (Beebe and Masterson, 76). z. Help seeker:tries to evoke sympathetic responses; expresses insecurities (Beebe and Masterson, 76). aa. Special-interest pleader:works to serve individual needs; speaks for other groups or organizations (Beebe and Masterson, 76). 5.Power Bases a. Legitimate:elected, appointed, or selected (Beebe and Masterson, 91). b. Referent:well-liked (Beebe and Masterson, 91). c. Expert:knowledge and information (Beebe and Masterson, 91). d. Reward:ability to provide rewards (Beebe and Masterson, 91). e. Coercive:ability to punish (Beebe and Masterson, 91). 6. Symptoms of Groupthink a. Critical thinking not encouraged or supported (Beebe and Masterson, 275) b. Members believe group can do no wrong (Beebe and Masterson, 276) c. Members too concerned about justifying actions (Beebe and Masterson, 276) d. Members apply pressure upon those who do not conform (Beebe and Masterson, 276) e. Members mistakenly believe they have reached a true consensus (Beebe and Masterson, 276). f. Members too concerned with reinforcing leader?s beliefs (Beebe and Masterson, 277).2. Conflict1. Arenas of Conflict a. Interpersonal Contexts (Folger, Poole, and Stutman, 457). b. Groups of people who share goals (Folger, Poole, and Stutman, 457). c. Intergroup settings (Folger, Poole, and Stutman, 457). 2.Misconceptions about Conflict a. Conflict should be avoided at all costs (Beebe and Masterson, 259) b. All conflict occurs because people do not understand (Beebe and Masterson,259) 3. Types of Conflict a. Pseudo Conflict (Beebe and Masterson, 260) 1) Definition:When participants agree but do not realize it 2) Example:Someone defends a position and realizes it is also the other?s too b. Simple Conflict (Beebe and Masterson, 261) 1) Definition:When people disagree about issues 2) Example:Whether the mayor has good ideas or not c. Ego Conflict (Beebe and Masterson, 262) 1) Definition:Defense of ego, feels attacked 2) Comment such as You think you know everything, but you don?t. 4.Metaphors That Limit a. Conflict as Warlike and Violent (Hocker and Wilmont, 7) 1) Definition:chronic use of words associated with war 2) Example:battles, attacks, and defenses b. Conflict as Explosive (Hocker and Wilmont, 8) 1) Definition:chronic use of words associated with explosive materials 2) Example:blow up, short fuse, and pressure cooker c. Conflict as a Trial (Hocker and Wilmont, 8) 1) Definition:chronic use of words associated with legal system 2) Example:best case, jury is out, and guilty party d. Conflict as Struggle (Hocker and Wilmont, 9) 1) Definition:chronic use of words associated with resistance or greateffort 2) Example:sinking ship, rocky road, and power struggle e. Conflict as Act of Nature (Hocker and Wilmont, 9) 1) Definition:chronic use of words associated with natural disasters 2) Example:caught in a storm, hurricane, and raging out of control f. Conflict as Animal Behavior (Hocker and Wilmont, 9) 1) Definition:chronic use of words associated with animal realm 2) Definition:it?s a zoo, butting heads, and sly like a fox g. Conflict as a Mess (Hocker and Wilmont, 10) 1) Definition:chronic use or words associated with disarray 2) Example:can or worms, throwing garbage around, and waste h. Conflict as a Communication Breakdown (Hocker and Wilmont, 10) 1) Definition:chronic use of words associated with mechanics 2) Example:broken, not firing on all cylinde:

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