Leadership Roles In a Small-Group Project - Essay by …

Various literatures on social loafing reviewed suggest that the group size, the identifiably of the participants, the evaluation of their performance, people’s beliefs about their feelings of uniqueness, envy, task difficulty, how people’s beliefs about their feelings of uniqueness and expectations of co-workers are variables that influence social loafing in a group....

Roles Within a Group - Essay Example

Also includes a new procedure for the group to better organize efforts -task roles

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Benne and Sheats’ work did not actually prescribe any application of their theory; they simply identified the roles. However, we can use the theory to look at and improve group effectiveness and harmony, by asking what roles are being filled, which additional ones might be required, and which may need to be eliminated.
Benne and Sheats noted that the roles required in a group can vary depending on the stage of group development and the tasks in hand. And it’s useful to consider how your group is developing and how the task may vary when reviewing your group’s roles.
Follow these steps to use Benne and Sheats’ theory to consider the roles in your group:

Task/function roles in a group.

Help the group understand where there are gaps in the functions being represented and discuss how filling these roles would help the group’s success.
Benne and Sheats also said that the more flexible the group members are, the better; meaning that group members should be able to adapt their roles depending on the group’s need. With a flexible group structure like this, members each use a wide range of talents, and provide maximum contribution to the team.

A Critical Reflective Essay on My Roles and Contributions in the Task Of
Leadership Roles Leadership Roles in a Small-Group Project Merlla McLaughlin Professor Bushnell Communications 102 February 22, 2004 Source Andrea A.

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Assessment and Recommendations
Based on the analysis, we may conclude that the leadership teampresents strong marks of cohesiveness. The task roles are primarilydetermined by the individual roles in the organization whereasin social roles we may observe the dominance of a very sociallyactive leadership driven by G9. In combination with perceivingnature of the leader, the group tackles the problem of effectiveperformance with respect to the time efficiency and focus. Furtherto that, by taking on the role of the task and social leader,G9's power in the group has increased and so did the influenceof the group's decision making as well as the direction of thegroup itself. This may lead into problems, when G9's idea or perceptionproves to be wrong, which in an extreme situation could resultin groupthink.
It is apparent that, although the atmosphere in the group isvery open, no member is willing to take on the corrective actionin order to balance the way the leadership team communicates andacts, despite the fact that the members realize that there isa problem. The first step that I would recommend relates to thesize of the group and the way the group functions. According toBrilhart, Galanes, & Adams (2001), the optimal size of thegroup is five to seven members. However, following the Thelen'sprinciple of least-sized groups, it is almost impossible to reducethe size of our leadership team from initial eleven members, asfor the group to perform effectively it is important to have allthe knowledge and expertise that is available while keeping thegroup size as small as possible. Provided that this group of elevenpeople makes decisions on behalf of 250 employees, the eliminationof any of the units from the team would lead to an incompletepicture of the business agenda. Therefore, if the number of membersis to remain the same, then there is an increased need to tacklethe problem of complexity which naturally emerges from the individualrelationships and interactions between the group members. Therefore,a certain level of self discipline from G9 and stronger enforcementand respect of certain norms that would set a framework whichwould enable the group to operate effectively would be beneficial.
Secondly, in order for the norms to work, one or more membersof the group should break the barrier of passive acceptance ofthe dominating leadership presented by G9 and use combinationof reciprocation and confrontation, Dainton (2006). Personally,I believe that if I was more persistent in setting and observingthe standards of the group performance and challenged G9 as wellas the other disruptive individuals, such as Mike or Dave, themembers might have initiated some type of penalty system thatwould be enforced against the disruptors including G9. From thisperspective, I would recommend to myself to introduce the reciprocationtechnique, trying to behave in a way the group members shouldbehave in order to be effective. Stella, on the other hand, wouldbe a perfect candidate for the confrontation technique, whichwould enable her to utilize her observation role and the abilityto provide direct and open feedback to all members of the teamincluding G9, and perhaps, become his coach in this respect.

Key Takeaways Key Points. Assigning group members roles can help alleviate uncertainty about expected responsibilities and help keep the group on task …

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Introduction of the Group Roles Concept
According to Harris & Sherblom, every group that we join hascertain assumptions about how people are expected to behave. Thestandards vary with each group and within each group accordingto the position and role being played by each group member, Harris& Sherblom (2005). The concept of group roles looks at howthe use of norms and roles influences behavior and communicationof the groups and individuals within the groups.
Norms play an important role in terms of determining the qualityof performance of the group as a whole. They provide an operationalframework within which the group decides to work. Without clearlydefined norms, the group risks that it will loose focus on thekey goal, will be constantly challenged by the question of prioritization,or will use its resources ineffectively.
Roles, on the other hand, are directly associated with the individualmembers in the group, their positions and status. According toHarris & Sherblom, there are three ways the roles can be createdin the group. They can be determined by their nature, they canbe assigned by the leader or they can emerge during the groupactivities. Harris & Sherblom also identify 3 types of roles:task, group, and disruptive roles. Task roles are primarily associatedwith the purpose of the group and its goals. Group or maintenanceroles are important for the social behavior and support cohesionwithin the group. Unlike the former two types of roles, the disruptiveroles identify the negative individual behavior in the group whichcan have a negative effect on the performance of individual aswell as the group as a whole.
The concept of group roles also identifies functions of rolesand how aspect such as status, access to resources, greater involvementin and identification with the group, or a need for more directionof and control over the other members of the group may createproblems for the group, Bales (1950).

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When you pour water in a cup, it becomes the cup.

Although leading a small group demand the actions of commitment, faithfulness, and consistency to complete small group tasks; the most important action to remember is to take everything to God in prayer, as God is the source for every phase of small g...