Term
|
Definition
| A hatred of working in groups with people as well as believing they would be more effective if they worked alone. |
|
|
Term
|
Definition
| Total group agreement-- it is always positive. |
|
|
Term
|
Definition
| Can be positive or negative, a disagreement or deterrent from finishing the groups activities. |
|
|
Term
|
Definition
| Always negative- critical suppression of though going along with the rest of the group even if you disagree. |
|
|
Term
|
Definition
| Often prevents groupthink. Someone who, given a certain argument, takes a position he or she does not necessarily agree with, for the sake of debate. |
|
|
Term
|
Definition
| Can either be written or unwritten, spoken or unspoken, and usually is not known as a rule until its broken. |
|
|
Term
|
Definition
| "Group Personality," reserved for those groups that have been together for a long time. |
|
|
Term
|
Definition
| Total group energy (negative conflict). |
|
|
Term
|
Definition
| Strategic (being respectful of the ideas and opinions of other people). |
|
|
Term
|
Definition
| Freedom and independence without the group, if you're in a group you'll want this. The right of self-governance. |
|
|
Term
|
Definition
| "Group Unity," or an "It's us against the world," attitude. |
|
|
Term
|
Definition
| Attitudes, beliefs, and values that we being with us into a group. |
|
|
Term
|
Definition
| Strategy or technique for a group that is short on time. Intended to get as many ideas on the table in the shortest amount of time. No can object your idea or suggestion. |
|
|
Term
|
Definition
| Technique or strategy for groups that have a lot of time. 1 person has to write a pro/con side. |
|
|
Term
|
Definition
| Always use these in moderation, always round numbers to the nearest number, always equate these to human terms, (put it into a story or some relatable evidence.) |
|
|
Term
| Illustration/Detailed Example |
|
Definition
| "The Case Study." A detailed example (it can be personal, historic, a court proceeding, etc.) |
|
|
Term
|
Definition
| Aka "authority reference," its someone with a background knowledge about the subject, one of the most powerful testimonies there is. |
|
|
Term
|
Definition
|
|
Term
|
Definition
| The most effective type of leadership there is.Believe in 2 way communication. |
|
|
Term
| Autocratic (authoritarian |
|
Definition
| Believes in 1 way communication, not receptive to other people in the gout. |
|
|
Term
|
Definition
| "Hands off" approach. Ask other people what to make their decisions. "Weak leadership." |
|
|
Term
|
Definition
| official leader or elected leader |
|
|
Term
|
Definition
| person who tries to wrestle the power of the designate leader away. |
|
|
Term
|
Definition
| someone who is really into detail and deadlines, also into structure/organization and they are demanding yet totally focused. |
|
|
Term
|
Definition
| Peacekeeper has the ability or knack to resolve conflict which is necessary for any group. Has to be able to seek/resolve conflict. |
|
|
Term
|
Definition
| A group will be effective if there is one true leader. |
|
|
Term
| Situational-Contingency Approach |
|
Definition
| A good leader is someone who knows how to adapt to a specific conflict and specific group. Combination of 3 different styles approach of leadership. |
|
|
Term
|
Definition
| The ability to meet the needs of others, or control them, by giving rewards for desired behavior. Pay, promotions, or bonuses may be the ways that many organizations and groups exert reward power over employees or group members. |
|
|
Term
|
Definition
| Coercive power, or the ability to deliver a painful or punishing outcome to other and, therefore, control them by their desires to escape the punishment. Firing, ridiculing, or disciplining are common examples and techniques of this type of power. |
|
|
Term
|
Definition
| Power based on the ability to understand, use, and deliver information that others need or desire. These individuals are often specialists and may or may not have high status or position in the organization or group. |
|
|
Term
|
Definition
| Liking, charisma, or the desire to comply with others wishes because you are attracted to them, or respect them. |
|
|
Term
|
Definition
| Control or influence which is exerted by virtue of the person's holding a particular position, rank, title or status in the organizational/group structure. The power is vested in the rights and responsibilities of the position, not the person. Compliance with that power occurs because other individuals in the organization or group respect the organization structure and the rights and responsibilities that accompany particular positions (i.e., boss, manager,judge, supervisor, coach, parent,etc.) |
|
|
Term
|
Definition
| Recognizing the scope of opportunities to be self-directed in the organization or group, awareness of the freedom to choose and the power to act in the organization/group; personal accountability for one's own part in influencing the organizational process. Also able to transfer power to the next in line. |
|
|
Term
|
Definition
| Lies in a person's possession of data and information that could allow others to make decisions or to understand issues and processes. They have the power because the information they posses is necessary. |
|
|
Term
|
Definition
| A form of indirect influence and leadership from the ability to control the organization of work and the physical environment of the group. By controlling the physical environment you can change the pace of activity. |
|
|
Term
|
Definition
Always use statistics in moderation
Always round numbers to the nearest number
Always equate your statistics to human terms |
|
|
Term
| Illustration/Detailed Example |
|
Definition
The "case study."
It can be a personal/historic/court proceeding etc. |
|
|
Term
|
Definition
Aka authority reference.
Someone with a background knowledge about the subject.
One of the most powerful testimonies there is. |
|
|
Term
|
Definition
|
|
Term
|
Definition
| Compare or associate two things that we would normally not associate.The use of metaphors/comparisons and analogies. Ex: Martin Luther King's Speech-> "The quicksands of racial injustice." |
|
|
Term
| The Test of Operational Definition |
|
Definition
| Defining your own terms. Examples: "Sexual harrassment, affirmative action, middle age, bullying etc." |
|
|
Term
|
Definition
Is the evidence reliable/accurate?
Is it constant with known facts? |
|
|
Term
|
Definition
| This asks "Am I using the most recent up-to-date information available?" Comparing old information with more recent information. |
|
|
Term
|
Definition
| Is my evidence relevant or appropriate for my topic and my audience? Is it meaningful? |
|
|
Term
|
Definition
| Expert Testimony in court. Citing someone as an expert is not biased. |
|
|
Term
| Six Steps of the Standard Agenda |
|
Definition
Understanding the Charge
Understanding and Phrasing the Question
Fact-Finding (evidence)
Establishing Criteria and Limitations
Generating possible solutions and juxstaposing possible solutions against the Criteria and Limitations
Preparing and Delivering the Final Report |
|
|
Term
|
Definition
| The goal of this step or phase of the Standard Agenda is to fully understand the assignment, goals, and objectives for the group. |
|
|
Term
|
Definition
| Is a flexible and time-tested format for problem solving and policy recommendation groups because it is appropriate for a variety of group contexts and situations. |
|
|
Term
| Understanding and Phrasing the Question |
|
Definition
| Once the group has fully understood the assignment and group objectives, they must agree on exactly what the problem is and design a problem statement or phase II statement reflecting the exact nature of the problem. |
|
|
Term
|
Definition
| Allows for opposing viewpoints and perspectives to be aired and discussed. |
|
|
Term
| Individual Topic Area Format |
|
Definition
| Allows each panelist to present a different aspect of the issue or topic under consideration. |
|
|
Term
|
Definition
| Allows for each panelist to provide a different perspective on the matter, by role-playing. However, they must still incorporate legitimate evidence and support material throughout the presentation. |
|
|
Term
|
Definition
| During which the group engages in research and gathering evidence to investigate the problem and guide possible solutions or recommendations. |
|
|
Term
| Establish Criteria and Limitations |
|
Definition
| By preparing this they serve as guidelines for their solutions and recommendations. |
|
|
Term
|
Definition
| Are standards or yardsticks a group must use to evaluate possible solutions. They offer a critical measure to weight the legitimacy of those possible solutions generated by a group. |
|
|
Term
|
Definition
| Are constraints and obstacles the group must work with. They represent realities of group work and problem-solving. Includes, time constraints, legal and ethical considerations, financial concerns, and jurisdictional limits. |
|
|
