Help Needed
Please see attached and be mindful of the instructor’s comments.
Wk 8 – Signature Assignment: Reflections on Participation in a Group
Write a 1,400- to 1,750-word paper reflecting on your experiences in the counseling-oriented role-play sessions. Include reflections on the following:
Part 1: Notes Review of Analysis of Interpersonal Groups
After reviewing your past Analysis of Interpersonal Groups, answer the following questions:
Identify an patterns, events, or situations that stood out to you.
Identify any events, thoughts, feelings, experiences, or ideas that surprised you during the sessions.
Describe what you learned about group subsequent to being a member.
Part 2: Personal Boundaries
Describe your level of awareness of your personal boundaries while participating as a member.
Explain the importance of group leaders developing and maintaining an awareness of personal boundaries.
Part 3: Self-Disclosure
Explain your feelings about self-disclosing as a group member and how these feelings may have differed from self-disclosing as a leader.
Describe general guidelines that should be considered when determining if self-disclosure is appropriate as a leader.
Part 4: Integration
Describe how your experience in the group helped you to better understand, integrate, and formulate a personal approach to group work.
Describe what the Interpersonal group taught you about working with people in groups. Think about concepts covered during class–stages of development, leadership function, member roles, etc. as you answer this question.
Include a minimum of 3 peer-reviewed sources.
Format your assignment according to appropriate course-level APA guidelines.
Running head: INTERPERSONAL GROUP 1
Analysis of Interpersonal Group
Darnetta Glover
Dr. Jim Cook
CCMH/568
October 12, 2020
INTERPERSONAL GROUP 2
The group seems to get comfortable with one other as time went on. We came up with
identifying names to call one another, and we also came up with a name for our group, which
was Nightfall. One of the distinctive features of human beings is that we are all social. People
are affected by the presence of other people. Still, due to distinctive features, people form
relationships with other people and join groups with other people and influence the behaviors
through the relationships of our members and other groups.
The group helped the members to develop and work together with other people through
complex and more extensive scale activities. The group had an important site of education
and enhanced the development of the sense of identity and helped in depending on
knowledge, skills, values, and attitude through socialization. As a result of socialization, there
was a change in relationships, and the group formulated a group name, which was Nightfall.
The interactions with the facilitator
The members interacted well with the facilitator, which he made them feel at ease. The
members answered questions that were asked of them. With the atmosphere of trust, the
group could communicate freely among one another and directly with the facilitator.
Individuals started to open up on their feelings describing their problems among one another.
The group feels free concerning one another as the facilitator anticipates. The facilitator does
not push any individuals towards opening up their deep secrets but pushes the group members
to communicate and share freely (Chen & Rybak, 2017). The facilitator allows others to
observe one another as well as develop effectively emotional growth.
Interaction with each other
Each member interacted well; the group had lots of laughter, which made everyone feel
comfortable. The growth members observe one another’s emotional growth while the
Dr. Jim Cook
What does this mean exactly? What process do you notice?
Dr. Jim Cook
This is process-oriented. Good.
Dr. Jim Cook
Leave this part out. Observe your group as a leader. Simply note the process, don’t interpret it.
Dr. Jim Cook
How so? What does he do? Note his behaviors.
Dr. Jim Cook
What process behaviors did you see? In other words, what behaviors lead you to believe that members were communicating in a direct manner with the facilitator? For example, did members gradually share more information over time? Or, did you observe frequently verbalizations that members felt comfortable?
Dr. Jim Cook
about
Dr. Jim Cook
Dr. Jim Cook
Describe the process (behaviors) that lead to these interpretations. For example, did members wait silently for their turn or did the group leader speak in soft tones?
INTERPERSONAL GROUP 3
facilitator took the role of helping in developing more effective problem-solving skills.
Everyone was free with other people, and none of the individuals had any reasons to open up
about one another. Another aspect that made different entities to talk concerning their issues
is the confidentiality agreement. The agreement minimizes any reasons that an individual
could inhibit speaking up, and the matters they were talking about in the groups would
remain confidential to them only.
Power issues in the group
The facilitator was able to lead the group with zero complaints, and he was able to lead the
group with no power issues within them. The facilitator takes up his role with confidence and
effectiveness. Besides, the facilitator demonstrates a substantial commitment to the time and
effort to the group. The facilitator takes time to understand individual differences and
preferred communication and biases. As a result, the facilitator develops the repair
relationship tools and tries to cut down the damage caused by miscommunication.
How conflict is addressed
There were no conflicts within the group as, and the conflict was avoided with the facilitator
leading the group as the members followed along. As a result, there was no need for
interpersonal conflict management techniques.
Roles implemented by the leaders
The facilitator was able to keep control of the group and keep all the members on
track. The facilitator took up his role with confidence and effectiveness, where he worked as
a catalyst for a discussion and a conductor for an orchestra. As a conductor guides through
the participants, the facilitator helped each of the individuals comply with the agreed-upon
rules and forms. He also made the discussion possible through transformational input, helping
Dr. Jim Cook
Make this behavioral so that you are communicating process here. For example, the leader stops conversation when members speak over each other or the leader stops conversation to check-in if a member expresses confusion.
Dr. Jim Cook
Again, this doesn’t tell me the process that you see. What behaviors does he show that indicates to you “confidence?”
INTERPERSONAL GROUP 4
the individual arrive at the desired outcome without being part of the conversation (Borek &
Abraham, 2018). He also worked as a coach, where he provided the groups with constructive
ways of working together while identifying their needs and wishes and ensuring that they
reach the outcome they desire to achieve jointly.
Member roles among the group members
AJ was the facilitator, Janelle and Nebeur were members of the group.
Therapeutic factors
The guidance was the most conveyed factor through the interpersonal group,
especially in the beginning stage. It was then tailed by recognition, self –disclosure, learning,
and self-understanding from the interpersonal engagements. There was instilling of hope as
some of the members were feeling defeated by life, and they were overwhelmed by the fact
that they were unable to control some circumstances. Hope was used as a curative factor
through the process as small victories were acknowledged and celebrated by the group
members. The facilitator deliberately focused on social skills through role-playing within the
group itself. As a result, the participants engaged in relationships that facilitated change
through the learning of new social skills that helped them to connect with other people in
more meaningful ways.
Dr. Jim Cook
You are not describing process here. An example of instillation of hope would be noticing where members verbalized a change of feeling about the group at the end (i.e., hopeful/less anxious.
An example of process related to universality may be where members make comments to specific members that they understand their situations or members nodding their heads in agreement as a member spoke.
Dr. Jim Cook
??
INTERPERSONAL GROUP 5
References
Borek, A. J., & Abraham, C. (2018). How do small groups promote behaviour change? An
integrative conceptual review of explanatory mechanisms. Applied Psychology:
Health and Well‐Being, 10(1), 30-61.
https://onlinelibrary.wiley.com/doi/abs/10.1111/aphw.12120?af=R
Chen, M. W., & Rybak, C. (2017). Group leadership skills: Interpersonal process in group
counseling and therapy. SAGE Publications. https://www.amazon.com/Group-
Leadership-Skills-Interpersonal-Counseling-ebook/dp/B07C6HHBC2
https://onlinelibrary.wiley.com/doi/abs/10.1111/aphw.12120?af=R
RUNNINGHEAD: LEADERSHIP 1
Group Work Analysis
Darnetta Glover
Dr. Jim Cook
CCMH/568
October 19, 2020
LEADERSHIP 2
In our group, I was the only new member, so there was a significant change in
relationships. The other group members did not know who I was and where I came from, but
they had already gotten to know each other. However, our group leader Luptia welcomed me
warmly, and the rest of the group members were friendly and offered support whenever I needed
it. Everyone was friendly towards me, so I did not take a lot of time adjusting to the new group
and making friends with them. This helped me to feel at ease and contribute evenly to the group
projects. In our group, there were different facilitators at different points in executing the tasks.
It can be assumed that our group was a leaderless one where there was no designated
facilitator to be looked up to, but this was not entirely the case (Gladding, 2019). Luptia took
most of the leadership roles and, most of the time, provided the direction on what to do as the
group members. All group members interacted freely with Luptia because they had already
formed a rapport after I was settled in the group; also, I was able to talk to the facilitator freely.
This had a significant impact on the way that we tabled and executed our strategies. Being open
with each other enabled us to propose our ideas without the fear of being judged by our leader,
and this promoted equal participation from all the group members.
Most of the group members had already been involved in other group activities, and so
interaction was more comfortable for them, and they communicated well together. On the
contrary, I was the only one who was new to the group and so interacting with the other
members was a challenge. I was out of the loop and didn’t know what was going on in the group
before joining. Also, forming relations with them away from the groups was a challenge for me.
However, they were welcoming and friendly, and after a short while, I felt that I belonged in the
group. They were able to fill me in with what had been said and the group’s rules, and what was
expected of me as a fellow member in the group.
Dr. Jim Cook
What process behavior indicated this? For example, “members smiled and asked questions after I introduced myself. I also observed that members frequently nodded their head in agreement as I stated my opinions.”
Dr. Jim Cook
Again, describe the process behavior that lead you to conclude that they communicated well.
Dr. Jim Cook
Describe “freely.” This is your interpretation of the process. For example, “members randomly spoke one after another.”
Dr. Jim Cook
Describe what she did. They will speak to the process that you observed.
LEADERSHIP 3
There were no particular power issues that I noted in the group. There was a mutual
understanding between all the members, and each of them knew what was expected of them.
Everything was well coordinated, and the group members did not give the leader a lot of work to
coordinate them. Everything went as planned, and we all cooperated to make sure that we were
abler to achieve our set objectives. We experience some technical difficulties while working on
our project, and therefore we finished our work later than the assigned time. Our leader Luptia
played the role of active listener to all the group members and knew all the issues and challenges
the group members were facing.
She knew worked tirelessly to make sure that we had a conducive environment to
complete our tasks. She also acted as a facilitator to help group members to communicate
(Baker, et al, 2016). When I joined the group, she was welcoming and encourage as members to
communicate and share experiences with each other. Although I had a hard time engaging in this
communication, Luptia encouraged me, and I finally opened up to the rest of the group members,
and I really felt like some weight had been lifted off my shoulders. I was able to communicate
and interact freely with the rest of the group members. According to Gladding, group
communication is vital and the group leader should facilitate the communication between group
members (Gladding, 2019).
The conflict was addressed in the early stages of the group, and all the group members
were requested to table any issues that they had earlier before the project started so that they
could be solved. We all went through the group guidelines together and worked over any
differences and views that we had. This set an environment of teamwork and helped us to avoid
conflicts in the course of our group work. The leaders did not implement any specified roles for
any group member. Being a reading and answering activity, we all took turns in reading the
Dr. Jim Cook
What did she do?
Dr. Jim Cook
Dr. Jim Cook
Describe the behavior that you noticed.
Dr. Jim Cook
, Lupita,
Dr. Jim Cook
d
LEADERSHIP 4
question and then all of us tried to solve these questions, getting different views from all the
group members and then reaching a conclusion.
Luptia regularly took the role of a leader in our group accor5di ng to my observation,
and also Rogue took more of leadership roles than those of members. For the rest of the group
members, Cindy, Dawn and Nebeur all took the group member position. Each part was vital for
the group’s success, and collaboration between the two different roles in the group worked for us.
There was free interaction between our facilitators and group members, and this encouraged
teamwork.
Dr. Jim Cook
As evidenced by what?
Dr. Jim Cook
LEADERSHIP 5
References
Baker, S. D., Mathis, C. J., Stites-Doe, S., & Javadian, G. (2016). The role of trust and
communication in fostering followers’ self perceptions as leaders. Journal of Managerial
Issues, 210-230. Retrieved from https://www.jstor.org/stable/44113705?seq=1
Gladding S. T. (2019). Groups: A Counseling Specialty. (8th Edition). Pearson Publishers
Dr. Jim Cook
Italicize. Also, only the first letter should be capitalized
Dr. Jim Cook
Dr. Jim Cook
Italicize. Also, the issue number is missing here.
https://www.jstor.org/stable/44113705?seq=1
ANALYSIS OF INTERPERSONAL GROUP 1
Analysis of Interpersonal Groups
Darnetta Glover
Dr. Jim Cook
CCMH/568
October 12, 2020
ANALYSIS OF INTERPERSONAL GROUP 2
The interpersonal skill is the ability to communicate and interact well with others. The
groups were oriented and assigned tasks to determine how the group members responded. It was
about experience gathering. Hence the members would be given a question, and then you would
explain it to your group. (Grevenstein, 2020) This method made it easy for the members to know
each other well, and also, members would expose their qualities, ability, and weakness. When I
was given a chance, I gave an account of my life and experience that I had gone through. However,
it was a bit hard to explain to my group members since something tried to block my thoughts as I
had no clear picture of whether I was giving an enticing story or was giving an account that
everyone knew about it.
The facilitator was quite good as he emphasized in teamwork. Notably, it’s a good virtue
that ‘should be embraced in a group to show the unity between the groups. For instance, the group
members’ task was done together to enhance teamwork. The group members’ flexibility towards
working on a specific job led to the creation of good bonds in the group members. He although had
other qualities that he stressed on regarding leadership and increased exposure to the group
members as he got experience in that field.
We were taught to be our decision-makers; some lessons needed us to be firm and give an
account to help others or show them how. Group gives one ability on how to cater to challenges
that arise and you encounter. This experience one gathers helpful in the lifetime and his/her
working career. The association with different people also makes one’s life to change on behaviour
conducts. Furthermore, there are beliefs that one drops since they don’t apply to real life and, more
importantly, a way out to know how to socialize and learn everyone’s boundaries not to exceed the
ANALYSIS OF INTERPERSONAL GROUP 3
limit for good correlation. (Sabanci & Özdemir, 2016) For instance, a crime that was witnessed of
a boyfriend killing her girlfriend due to misunderstanding was quite a wrong scenario to
experience; it’s a reflection of a wrong decision that was triggered. Alternatively, the case would
have been solved well without anyone getting to the extent of being harmed.
Moreover, another essential characteristic is the confidentiality of each group member
would be better to practice well. An individual’s privacy helps boost someone’s ego; unfortunately,
blowing and opening other people’s affairs lowers self-esteem, and they lose the sense of being
mistreated. The concept should be within the group. Every setup would be quickly established to
enhance the required respect and the group’s critical technicalities to bind and maintain the group.
These will facilitate loyalty in the group and instil confidence to let each other know how to react
to negative comments when debating or misunderstanding in the group.
The mentorship helped every new group member to gain skills and experience on how to
deal with weirdness and be firm on how to handle new challenges that occurred. (Sockol, 2018).
That feeling of being uncomfortable would be comfortable to fight off and associate with the new
team accordingly. The group members I meet introduce them to some formalities that help them
gain their strength in the weak areas. It’s also great to appreciate them according to their ability and
expose them to the right training in a friendly manner. Moreover, there was a gradual change in the
group members; the interactions brought change, self-understanding and instillation of hope among
the group members.
Consequently, being a leader, there are qualities that you should have to be quite eligible in
the task ahead of you in the group. The leader should also be patient and tolerant enough to his/her
group members. They should also be given enough time to express their feelings and be listened to;
ANALYSIS OF INTERPERSONAL GROUP 4
thus, the leader should show strong interpersonal skills like conflict-solving and knowledge
sharing. Above all, as a person, one should be responsible and dependable to lay trust in you.
Reference
ANALYSIS OF INTERPERSONAL GROUP 5
Greenstein, D. (2020). Factorial validity and measurement invariance across gender groups of the
German version of the Interpersonal Reactivity Index. Measurement Instruments for the
Social Sciences, 2(1), 1-8.
Sabanci, A., Sahin, A., & Özdemir, İ. (2016). Interpersonal Communication Skills of the Leaders
of Inspection Groups in Turkey. Online Submission, 5(4), 148-159.
Sockol, L. E. (2018). A systematic review and meta-analysis of interpersonal psychotherapy for
perinatal women. Journal of affective disorders, 232, 316-328.
Running head: ANALYSIS OF INTERPERSONAL GROUPS 1
Analysis of Interpersonal Groups
Darnetta Glover
Dr. Jim Cook
CCMH/568
November 2, 2020
SOCIAL SCIENCE 2
Analysis of Interpersonal Group
he relationships’ changes are that everyone has entrusted each other with things that they
have never shared before. However, I still feel like the outsider looking in because this group
has known each other longer, and me sharing too much of my personal feeling I’m not there
just yet. The interpersonal process integrates an individual’s ability to give feedback and receive
feedback from peers (Chen & Rybak, 2017). In this case, I can receive input but reluctant to
provide input and perspective about things.
The group interacts with the facilitator; even though there is no one facilitator in this
group, we all look to Lupita to get things started. Lupita guides the group in most areas; she
does not provide opinions; instead, she draws out thoughts and ideas from the group members.
The facilitator develops a structure that allows each group member’s ideas to be heard
(Markowitsch, et.al, 2020). The members feel good about their contribution; Lupita asks
everyone to share our masks that everybody does, including herself. The most beautiful part is
that the facilitator makes sure that the group feels that the ideas and decisions are theirs and not
the leaders’ (Chen & Rybak, 2017). I noticed that the facilitator did not criticize anyone’s ideas
instead supported each one of us.
Each member interacted great with one another. Interpersonal relationships have been
strengthened in the group. It’s a significant element because we develop a sense of who we are
based on the group members’ perceptions and reflections. Group members respected everyone’s
ideas and no interruptions when one was communicating. I enjoyed the fact that the group
members reflected on and made sense of emotional disclosures for increased awareness and
Dr. Jim Cook
You are on the right track here. More detail is needed to explain the process of how she interacts with the group. What does she do and how do the members respond?
Dr. Jim Cook
??
Dr. Jim Cook
Dr. Jim Cook
,
Dr. Jim Cook
SOCIAL SCIENCE 3
growth. We were sharing effectively, which shaped the interactions in the group, which was
quite impressive. The group built ideas on each person’s reflection and emotional experiences.
There are no power issues present; however, the team pushes Lupita to be empowered by
letting her know that she is excellent at getting the group started. The group members feel that
Lupita is their leader even though she makes the role to be decentred. She is influential,
attentive, and holds the perceptions of authority (Chen & Rybak, 2017). The group members
were comfortable about Lupita being the leader; hence the group presented no power issues. I
felt that Cindy was a co-facilitator that increased the ability to respond to individual problems
and difficulties that emerged effectively.
We discussed conflict; however, because the group came up with rules at the beginning
of the first group, everyone understood. In this case, I would say that the group members
integrated collaboration, which means that the group respected the opinions and ideas. Each
member had a high degree of self and was thoroughly invested in the relationship
(Whittingham, 2018). The group highly achieved communication competence; it contributed to
conflict management in the interpersonal group. The group members were satisfied hence
leading to positive problem-solving in the future and strengthen the overall relationship.
There were no roles implemented by the leaders. It was an inclusive group where the
leader did not assume the position to influence the group members. It was more of a let us all
voice our issues and concerns to find the best solution and reflect on other people’s
perspectives. The leader should have assumed conflict management during sessions and
managing communication even though the rules have been made clear and familiar among the
group members (Chen & Rybak, 2017).
Dr. Jim Cook
As evidenced by what behaviors?
Dr. Jim Cook
What did she do that indicated this? This would have been a good place to note the process (behaviors) that indicated that she is viewed as a co-leader.
Dr. Jim Cook
This is your interpretation of the process. What does “sharing effectively” look like in a group? Explain this in terms of behaviors you see.
SOCIAL SCIENCE 4
Lupita is the leader; all others are just members. The group members assumed the role of
communicating effectively in the group. The group members also exhibited coping skills and
established feelings of understanding. The members have met group cohesiveness by
enhancing a sense of belonging (Foster, et.al, 2020). Lupita encouraged the group to express
ourselves openly, increasing the ability to strengthen the interpersonal relationship and build a
foundation for group therapy and interventions.
The therapeutic factors in this specific group psychotherapy include: Instilling
hope. Hope is crucial in process groups because it provides the possibility of better outcomes in
life. Universality; the group therapy process provided each member with the feelings of not
being the only ones who have faced the problem; clients will encounter other people with
similar issues. Imparting information: the group members exchange information and reflect on
what they have learned; our group had to reflect on what each member shared hence
encouraging change. Altruism, the group members tried to reach out to one another to provide
assistance and insight, increasing self-esteem. Imitative behaviors; the group members started
to model new behaviors from the therapist and the surrounding hence impacting change. Group
cohesiveness; We all felt a sense of belonging, considering that each group member was
nurtured and empowered in one way or another (Foster, et.al, 2020).Carthasis; the group
members felt a shift in how they perceive life based on the insights provided through the
interactions. Existential factors such as loss or death tend to surface, allowing them to discuss
them in a safe environment openly.
Dr. Jim Cook
Not a lot of process in this paragraph. Process address behaviors that you see in the group.
Dr. Jim Cook
You seem to be stating this again. Instead, comment on things like the development of your group. What stage do you see the group? What behaviors indicate this? Or, what member roles do you see happening?
SOCIAL SCIENCE 5
References
Chen, M. W., & Rybak, C. (2017). Group leadership skills: Interpersonal process in group
counseling and therapy. SAGE Publications.
Foster, S. J., Harris, R. E., & Hudson, D. (2020). Introduction to Group Counseling and
Dynamics. Group Development and Group Leadership in Student Affairs, 3.
Markowitsch, S., Langner, L., & Zolles, M. (2020). Group facilitation–approach to a definition
by three women. Person-Centered & Experiential Psychotherapies, 19(3), 215-227.
Whittingham, M. (2018). Interpersonal theory and group therapy: Validating the social
microcosm. International Journal of Group Psychotherapy, 68(1), 93-98.
Dr. Jim Cook
Missing information here.
Running Head: ANALYSIS OF INTERPERONAL GROUPS 1
Analysis of Interpersonal Groups
Darnetta Glover
Dr. Jim Cook
CCMH/568
November 9, 2020
ANALYSIS OF INTERPERSONAL GROUPS 2
Introduction
There are so many conflict management assessment styles. This depends on so many
factors, such as the environment one has grown up with, the cultures, religion, and education level.
All the styles used in the management and assessment of conflicts in most cases all have
consequences, and therefore, one must make the best decision, especially when dealing with
groups. Interpersonal relationships can be ruined or maintained by analyzing the conflicts and
assessing them before jumping to conclusions.
The interaction of the group members with the facilitator is good because people ar able to
air out their views in different fields about what they think is best for them. Good relationship with
facilitators is very important as it helps in avoidance of maybe oppression because one is able to air
the thoughts out. The members interaction within the group during the discussion is also good but
when there is a large group of people misunderstandings have to be there but the most important
thing is knowing how to handle such a a situation.
Amongst the group members the issue of power is evidenced. All the group members have
different ambitions and some want in future to be leaders and therefore some start practicing as
early as now. This is evidenced when people wants only their views to be heard and they want all
the other people to accept that whatever they say that’s the most important thing and that is what it
should be done by all others. The role of leaders in the group is to intervene in such situations so
that each and every one can be at the same pace and so as to maintain the objectivity of the group.
Dr. Jim Cook
Up until this point, I’m not seeing any discussion of interactional patterns (process) that you saw happening in this group.
Dr. Jim Cook
Awkward sentence.
Dr. Jim Cook
Dr. Jim Cook
ANALYSIS OF INTERPERSONAL GROUPS 3
There are so many different ways in which people are dealing with conflict assessment so
that as a group, we can come up with the best strategy of how to do when and what. Most of the
time, the group members have said that they do not discuss with others to get the best solutions that
meet everyone’s needs. Nowadays, people decide on the decisions that are only favorable to them
and not considering other people’s needs.
Many people do not use the give and take approach. They do not negotiate any conflict
resolution mechanisms. They want to take what others in terms of winning an argument and not
giving others something for the sake of what they have done. People have become very selfish
when it comes to the making of the decision. Very few people try to meet other people’s
expectations as long as their self-expectation has been completed; no one cares for different
people’s expectations, (Aqqad, et al, 2019)
The majority of the people argue so much and try to prove why their point is always the
right, and people should go as per their saying. This is not the right approach for analyzing
conflicts because no one is all-knowing, and therefore, a man is to error. A person should listen to
what others have to say, and then they can make an informed decision. This creates an irony with
most others because they want their views to be the best while they do not want to gather as much
information to make an informed decision. They make a rush decision without much information
gathering.
Very few, if any tries and see conflicts from both sides. War is always one-sided because
each and everyone has a specific objective and personal interests. The other person’s needs are not
a priority to the other party or what issues are involved. This is important because once one
understands the problem solving and analyzing the management case will become automatic. Only
Dr. Jim Cook
This is not analysis of your interpersonal group. These are your opinions about unrelated matters.
ANALYSIS OF INTERPERSONAL GROUPS 4
a few compromises during the decoding of issues. People are always selfish, and they do not want
to move on. They see this from a different angle, and they see this as defeat, and they want to
protect their ego, (Ayub, et al,
2017).
The majority of the group members have agreed that when they are in a state of
disagreement, they usually become uncomfortable, making them feel a little bit of anxiety.
Although many admitted to having such a feeling, they do not want to solve the other person’s
issue because they do not want to be seen as a loser. They do not know that once they go and
apologize to the other person, they are helping themselves.
The wishes of our family and friends are not as crucial as our wishes. What as a group we
are striving for is achieving our desires? Through such achievements, we will benefit individually
and personally, unlike when we strive to meet others’ wishes. Some are to avoid hard feelings by
keeping the disagreements for ourselves. This is not the right way to do things because this has got
some side effects, such as stress. It is always right to talk to someone, especially when one feels
some heaviness in the heart, to avoid conditions related to such circumstances, (Musah, et al,
2017).
In the future, there must be changes in the relationship. How we relate with others is very
important in the analysis of how conflicts are managed. When we change our relationship with
others, we will be self-less, and we will be in a position to strengthen our relationship and as well
as to come up with the best strategies for dealing with conflicts, (Vasilopoulos, et al, 2018)
Conclusion
Dr. Jim Cook
Not many process observations in this paper.
ANALYSIS OF INTERPERSONAL GROUPS 5
Conflict management assessment depends on the person at an individual level, and
therefore it is tough to specify the best approach to deal with a particular situation. This is because
of a combination of so many factors. The method of dealing with conflict depends on a person.
Reference
Aqqad, N., Obeidat, B., Tarhini, A., & Masa’deh, R. E. (2019). The relationship among
emotional intelligence, conflict management styles, and job performance in Jordanian
banks. International Journal of Human Resources Development and Management, 19(3), 225-
265.retrieved from https://scholar.google.com/scholar?
hl=en&as_sdt=0%2C5&as_ylo=2016&q=Conflict+Management+Styles+Assessment&btnG=
Ayub, N., AlQurashi, S. M., Al-Yafi, W. A., & Jehn, K. (2017). Personality traits and
conflict management styles in predicting job performance and conflict. International Journal of
Retrieved from https://scholar.google.com/scholar?
hl=en&as_sdt=0%2C5&as_ylo=2016&q=Conflict+Management+Styles+Assessment&btnG
Musah, A. A., Ghazali, Z., & Isha, S. N. A. (2017). Sources of conflict and conflict management
styles in temporary work environment: a case of plant turnaround maintenance
workers. International Journal of Project Organisation and Management, 9(2), 171-193.
Dr. Jim Cook
A
Dr. Jim Cook
Dr. Jim Cook
https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&as_ylo=2016&q=Conflict+Management+Styles+Assessment&btnG
https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&as_ylo=2016&q=Conflict+Management+Styles+Assessment&btnG
https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&as_ylo=2016&q=Conflict+Management+Styles+Assessment&btnG
https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&as_ylo=2016&q=Conflict+Management+Styles+Assessment&btnG
ANALYSIS OF INTERPERSONAL GROUPS 6
Retrieved from https://scholar.google.com/scholar?
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Vasilopoulos, T., Giordano, C. R., Hagan, J. D., & Fahy, B. G. (2018). Understanding
conflict management styles in anesthesiology residents. Anesthesia & Analgesia, 127(4), 1028-
1034. Retrieved from https://scholar.google.com/scholar?
hl=en&as_sdt=0%2C5&as_ylo=2016&q=Conflict+Management+Styles+Assessment&btnG=
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Dr. Jim Cook
https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&as_ylo=2016&q=Conflict+Management+Styles+Assessment&btnG
https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&as_ylo=2016&q=Conflict+Management+Styles+Assessment&btnG
https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&as_ylo=2016&q=Conflict+Management+Styles+Assessment&btnG
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Running Head: ANALYIS OF INTERPERSONAL GROUPS 1
Analysis of Interpersonal Groups
Darnetta Glover
Dr. Jim Cook
CCMH/568
November 16, 2020
ANALYSIS OF INTERPERSONAL GROUPS 2
A group is composed of different individuals who have different opinions and ambitions.
Confining the same people to the same rule and expecting them to act the same way is very
difficult unless one possesses excellent conflict resolution skills (Dymitrowski & Fonfara, 2018).
There are different conflict resolution strategies that an individual can utilize to ensure smooth
running. All groups, academic or just formal groups, require rules and regulations to control
individuals’ conduct in a group. Our group was a success; given that we are about to wind it up, it
means we have accomplished what was required. Our goals as academics have always guided our
conduct. The excellent interpersonal skills showcased by each individual ensured a smooth running
in the group even though we lacked written rules to govern us.
As we did in our group, having a group facilitator ensured that every person has equal
chances of representing and airing their views. The facilitator acted as a mediator in the case where
conflicts arose. A good relationship with facilitators is significant as it helps avoid the oppression
of a group’s silent members. The different ambitions within a group can act as a catalyst to fuel
conflicts within a group. Those members that have leadership skills or industries have good
communication skills and confidence. A leader’s roles in such a scenario are to intervene and
ensure that group members have equal rights with the group’s silent members. Such members have
strong characters and are usually very aggressive in making sure that their points have been heard.
The give and take approach is a fundamental strategy in negotiating that the group leader
can apply in the academic group scenario. In give and take, an individual has to provide something
to gain something extra. If individuals use their power and give out their views without considering
or giving others the chance to articulate theirs, the individual is bound to lose since they will not
learn from others. Some group members in the early stages had this trait, but they knew as time
went by and are currently better people with excellent interpersonal skills.
Dr. Jim Cook
I’m not seeing any process discussion here.
Dr. Jim Cook
Give and take pertaining to what?
Dr. Jim Cook
What process did you see that could support this assertions?
Dr. Jim Cook
Dr. Jim Cook
groups
ANALYSIS OF INTERPERSONAL GROUPS 3
The majority of the people argue and try to prove their point as the most critical point, and
want to have their way, even though it is always not right which this is not the best approach to
analyzing conflicts since no one is all-knowing, and man is to error. A person should listen to what
others have to say then they can make an informed decision, which creates an irony with most
others because they want their views to be the best while they do not want to gather as much
information and make rushed decisions that do not have others’ needs at heart.
Seeing a conflict from both sides and trying to accommodate the rivaling parties’ issues is
also very important in group conflict resolution (Kasyanov et al., 2019). As a mediator in a group,
it is essential to gather as much information as possible from both sides and use it to make an
informed judgment. Solving conflict as a group is also very important for it promotes order within
a group. It enables individuals to be able to understand what to do and when to do it.
The majority of the group members have agreed that they usually become uncomfortable
when they are in a state of disagreement, making them feel a little bit of anxiety. Although many
admit to having such a feeling, they do not want to solve the other person’s issue because they do
not want to be seen as losers. They do not know that they are helping themselves once they go and
apologize to the other person.
The wishes of our family and friends are not as crucial as our wishes. What as a group we
are striving for is achieving our desires. We will benefit individually and personally through such
achievements, unlike when we strive to meet others’ wishes. It becomes easier for us to keep our
feelings for ourselves rather than solve them amicably with others. Keeping such issues to
ourselves have immeasurable side effects, such as stress and anxiety disorders. It’s crucial to solve
the problems by communicating with other people to avoid unhealthy conditions.
Dr. Jim Cook
Again, these are opinions.
Dr. Jim Cook
These seem to only be opinions. Remember, I’m wanting to see an analysis of your interactional patterns.
ANALYSIS OF INTERPERSONAL GROUPS 4
In the future, we must change our interpersonal relationships in the group. The way we
relate with other people is critical in analyzing how to resolve conflicts within a group. It is
essential to acquire selfless and understanding traits to gain within the settings of a group. It is also
necessary to have set out rules and regulations that will govern our relationships and ambitions
within a group.
To conclude, conflict management and resolution skills are fundamental in any group
setting; it helps individuals make informed decisions on how to interact and associate with other
group members. However, these skills can be self-taught and takes a more significant portion of an
individual’s traits. It is also essential to have rules and regulations in a group to avoid chaos and
conflicts.
References
ANALYSIS OF INTERPERSONAL GROUPS 5
Dymitrowski, A., & Fonfara, K. (2018). The Role of Formal Method of Handling Conflicts in.
Retrieved from
https://www.researchgate.net/profile/Adam_Dymitrowski/publication/
327907094_The_Role_of_the_Formal_Method_of_Handling_Conflicts_in_Company’s_Foreig
n_Relationships/links/5bacc19c92851ca9ed299069/The-Role-of-the-Formal-Method-of-
Handling-Conflicts-in-Companys-Foreign-Relationships
Kasyanov, V. V., Chapurko, T. M., Ibrahim, M. S., Klimenko, T. M., Merzakanov, S. A., &
Samygin, S. I. (2019). Subjects of a civil dialogue in the resolution of inter-ethnic conflicts in
societies with ethno-cultural diversity. Dilemas Contemporáneos: Educación, Política y Valore,
6(Special). Retrieved from
https://search.proquest.com/openview/01a2b89b0c11944836c674e6db1d5179/1?pq-
origsite=gscholar&cbl=4400984
Dr. Jim Cook
Only the first letter should be capitalized.
Dr. Jim Cook
https://search.proquest.com/openview/01a2b89b0c11944836c674e6db1d5179/1?pq-origsite=gscholar&cbl=4400984
https://search.proquest.com/openview/01a2b89b0c11944836c674e6db1d5179/1?pq-origsite=gscholar&cbl=4400984
https://www.researchgate.net/profile/Adam_Dymitrowski/publication/327907094_The_Role_of_the_Formal_Method_of_Handling_Conflicts_in_Company’s_Foreign_Relationships/links/5bacc19c92851ca9ed299069/The-Role-of-the-Formal-Method-of-Handling-Conflicts-in-Companys-Foreign-Relationships
https://www.researchgate.net/profile/Adam_Dymitrowski/publication/327907094_The_Role_of_the_Formal_Method_of_Handling_Conflicts_in_Company’s_Foreign_Relationships/links/5bacc19c92851ca9ed299069/The-Role-of-the-Formal-Method-of-Handling-Conflicts-in-Companys-Foreign-Relationships
https://www.researchgate.net/profile/Adam_Dymitrowski/publication/327907094_The_Role_of_the_Formal_Method_of_Handling_Conflicts_in_Company’s_Foreign_Relationships/links/5bacc19c92851ca9ed299069/The-Role-of-the-Formal-Method-of-Handling-Conflicts-in-Companys-Foreign-Relationships