The persons that form a group are dependent upon one another in the performance of the group's activity, and any change in one group member influences change in the other members. Our team had an evaluation. The evaluation was meant to explore other group concepts. Questionnaires were handed out to each of my group mates. The following observations were drawn out from the evaluation.
Through this exercise, I have learned that I, as a member, should understand the group's purpose and believe in the value of the objectives and the ability of other members so that I can contribute meaningfully to the group product. A group will be ineffective if the task and expected outcome are not clear. The effectiveness of a group is directly related to the degree that a primary goal is shared and acted upon among the members.
I have also observed that a group is small enough for the members to have general awareness of each other and large enough to contain a variety of knowledge, skills, and perceptions to develop a high-quality product. For example, in a problem-solving group Marvin R. Gottlieb stated in his book Managing Group Process that the most efficient number is between five and seven members. With less than five, a group lacks the diversity of input necessary for a broad perspective and consideration of various points of view. When the group exceeds seven members, on the other hand, there is a tendency for developing hierarchies and subgroups. With these developed sects, unequal status is ascribed to various group members. Unequal status results to unequal power in influencing a group's decision.
I have also come to a conclusion that there must be a clear definition of group members' relationships with one another. Group roles, whether assigned or assumed, must be consistent with the knowledge or skill set of each individual. These roles are generally accepted by everyone and remain relatively stable throughout the process. In addition, I have also learned that the work of the group must be shared equally so everyone feels that all are doing a fair share.
With the aforementioned knowledge, I now know the significance of abiding by group norms. How I interact in groups will surely improve for the better because I am now even more aware of the consequences that come with irresponsibility and indifference. For future groups to come, I will try even harder to do what is expected of me by my group mates. I will make sure I always attend meetings, be punctual and participate on meetings on a regular basis. I will always observe speaking in turn being careful not to interrupt others. I will accept assignments that are due me and complete them on time. And I will not fail to demonstrate enthusiasm for the group's work.
Our evaluation results indicate a highly motivated group but still there is room for improvement. Personal satisfaction from participating in the group's activities is a motivation for group work, thus every member should feel satisfied when doing their share. Personal satisfaction can come from an altruistic perspective, such as feeling good about the work the group is doing because it is perceived as inherently "good" for the society. Or it can come from career building, affiliation with a group that has status, or other recognition motives. To further motivate a group, a timeline