Question

Colleen, a psychiatric mental health RN, is leading a therapeutic group for inpatients who have a history of alcohol abuse. The group is in the orientation phase, and members are still getting to know one another. Even at this early stage, however, Colleen recognizes behavior and personality traits of two members, in particular, that could pose potential problems in the group. One member, Howard, comes across as extremely negative and fairly aggressive. At times, he directly criticizes and belittles other members. When one group member discusses his wife’s disapproval of his drinking, Howard replies in disgust, “I don’t understand spineless guys like you who let women run your life. No wonder you can’t quit drinking.” When not confronting members directly, Howard makes dismissive and disparaging sounds or gestures. Other members seem offended by his behavior. Another member of the group, Fatima, has not spoken at all, except when directly asked a yes-or-no question. She does not seem unpleasant or unhappy to be in the group, but she keeps her eyes down, as though she’s afraid to be “called on.”

What term describes the type of group behavior Howard is demonstrating? How might Colleen address this behavior most effectively?

Fatima is what type of group member? How is this best addressed? Should Colleen leave Fatima alone since she is not disrupting the group or causing any trouble? Or should Colleen be more proactive with this member?

The members of Colleen’s group are inpatients. What bearing, if any, should this have on your suggestions above for Colleen in addressing member behavior? How might this affect Colleen’s overall leadership style for this group?

Answer 1

What term describes the type of group behavior Howard is demonstrating? How might Colleen address this behavior most effectively?

Howard is demostrating Agressive/Domineering behaviour -when one person dominates conversations it often hampers contribution of other members.

Colleen can address this behavior by:

1. Creat boundaries- Set some boundaries to indicate this behaviou needs to stop like hand signals to show its not his turn to talk yet or leting him know that every one knows he has something important to say and contribute but its not his turn yet.
2. Confrontation-Communicate With howard waht colleen feel about his behaviour and make him understand that you want to create a space where everyone feels welcome to participate. Explain that how this is hard to do when he always interrupt everyone elses contributoin. Let him know that you love to hear what he has to say but he has to wait for his turn need and let his colleagues finish talking uninterrupted.
3. Encouraging others to talk - being the group facilitator colleen should promote and encourage all members to share there inputs and give positive reinforcement to improve there self esteem. Remind howard that other memvers opnion is also important and valuable of group outcome.
4. Redirecting- If howard is taking more time than allotted colleenn can politely redirect the topic to others by not hurting anybody's feeling for ex Howard I like what you said. let us see what everyone else think about it?

Fatima is what type of group member? How is this best addressed? Should Colleen leave Fatima alone since she is not disrupting the group or causing any trouble? Or should Colleen be more proactive with this member?

From the above mentioned behaviour of FAtima it is suggestive of Social Loafing

Social loafing is a group behaviour problem in which group member fails to work and contribute within a group.The member may feel that his contribution will not be recognized with in the team and therefore he may not be motivated to contribute to the group cause

How might Colleen address this behavior most effectively

Colleen has to underestand the cause of self loafing. The following are the cause of self loafing behaviour

• Motivation - Lack of motivation towards the cause
• Lack of responsibility and accountability for a task, and feeling of individual effort doesnot have any impact in group outcome
• Group size: The larger group can be a cause of self loafing as the individual feels his efforts may go unnoticed in bigger group.

Following steps can be taken by Colleen for improving and productive contribution by Fatima

• Assigning individual responsibilities and accountability to Fatima with in the group will imrpove her performance and sense of belongingness in the group
• Creating small groups to improve cohesivenes and will improve participation of Fatima with in the group
• Clearing expected behaviour by the participants and making members understand rules of group.
• Appraising the individual effort and achievements of Fatima in group will help anf motivate her to open up and partcipate more
• Frequent and timely evaluation of individual and group performance will improve cooperation and contribution of each members.

How might this affect Colleen’s overall leadership style for this group?

Ans ) As being the facilitator of the group Colleen play a vital role in maitaining group cohesive and high performing

The fundamental factors affecting group cohesion include the following:

• Similarity- Similar group (In age, attitute, education) work cohesive.
• Stability- More time group spend togather more stable they become
• Size. Smaller groups tend to have higher levels of cohesion.
• Support. - Encouraging group memeber to support each other and gain confidence for good cohesion
• Satisfaction. - Timely update of how far we have reached inour goal creats safistaction and cohesion in group

As the members of group are impatient and it is still in orientation phase or begining pahse, It is a challenging phase as members are starting to know each other and they have to trust each other for this group to function and reach the desired outcome. Colleen plays a vital role in this phase for achieving group stability and cihesion. She has to play following roles:

Task Leadership Roles -

• Giving and seeking information from the group
• Giving importance to opinions of all group members,
• keep the group motivated
• Timely evaluating performance.

Maintenance Leadership Roles

• Encouraging equal participation of group members
• Resolving and addressing any tensions within the group
• Building rapport, trust and respect within the froup
• Increasing cohesiveness.

Groups often require both types of leadership, as individuals within the group tend to fall into one of the two categories