Improving Group Climate Deborah Henderson Western Washington University

Contents Defensive and Supportive Climates Confirmation and Disconfirmation Group Cohesiveness

Defensive & Supportive Climates Evaluation vs. Description Evaluation is taking something someone says and making them feel judged. “You big dummy that is the most stupid thing I have ever heard.” Description Description is contrasting what a person says and describing the person’s thoughts. “As I think through your idea I believe there might be some other problems.”

Control vs. Problem Orientation Control is communicative behavior that attempts to control someone and produces defensiveness. “I know what is good for you do it this way.” Problem Orientation Problem orientation is communication that attempts to solve problems. It opens up a range of choices and shares decision making. It creates a supportive climate, greater cohesiveness, and increased productivity. “Let’s find a solution that both of us can feel good about.”

Strategy vs. Spontaneity Strategy is preplanned manipulative communication such as throwing a fit or withholding information. Defensiveness occurs when people feel others are running their own agendas or concealing their true motives. “Oh your nails are just fabulous no wonder you type like a snail.” Spontaneity Spontaneity is acting honestly and at the moment without hidden agendas. Spontaneous responses disclose true feelings and motives and creates a supportive climate.

Neutrality vs. Empathy Neutrality Empathy Neutrality is behaving in an detached uncaring way. Acting like you have no concern for the outcome of the group or the members. The perception by group members is that of indifference, this behavior produces defensiveness in groups Empathy Empathy is being concerned about your group members, their feelings, your relationship with them and the direction of your group. It creates a supportive climate.

Superiority vs. Equality Superiority is when someone points out that they are better than you and have more worth. It shuts down feedback and creates a defensive group climate. “Obviously, I know the best way.” Equality Equality is communication based on mutual respect and trust. This is achieved by expressing mutual trust and being genuinely open to other’s views. It creates a supportive group climate. “I am okay and you are okay too.”

Certainty vs. Provisionalism Certainty occurs when a person takes a rigid position and shows intolerance to other’s ideas because their ideas are truths. This produces a defensive climate in groups and shuts down dialogue. Over time the person who is certain intimidates others. “My mind is made up, don’t bother me with facts.” Provisionalism Provisionalism is being open to new ideas, being somewhat flexible, and being committed to solving problems. It builds supportive group climates.

Confirmation & Disconfirmation Direct acknowledgment Agreement about content Supportive response Clarifying response Expression of positive feeling Disconfirmation Impervious response Interrupting response Irrelevant response Tangential response Impersonal response Incoherent response Incongruous response

Confirmation “By using confirming rather than disconfirming responses when communicating with other group members, people contribute toward a supportive, trustful climate and therefore promote greater group effectiveness and individual satisfaction.” Beebe and Masterson

Direct Acknowledgment A speaker acknowledges another person’s communication and reacts to it directly and verbally

Agreement about Content A speaker reinforces information expressed by another or confirms someone’s evaluation of something.

Supportive Response A speaker expresses understanding of another person or reassures or makes the other person feel better.

Clarifying Response A speaker tries to clarify another’s message or feeling by requesting more information and encouraging other’s to share more or by paraphrasing and confirming understanding.

Expression of Positive Feeling When a group member expresses positive feelings related to what another person has said. “Wow I get what your saying now.”

Disconfirmation Disconfirming responses cause people to feel less valued, mistrust in group members develops and uncertainty about group roles and self needs increases. Group tasks, processes and cohesiveness decrease.

Disconfirming Behavior Denial of Presence Silence when reply is expected Looks away while other is speaking Engages in unrelated activities while other is speaking Denial of Involvement Avoids eye contact Uses nonverbal distancing behaviors Impersonal language: avoids statements of disclosure of any kind Rejection of Communication Monologue, repeated interruption, “talking over” others Interjects irrelevant comments

No response--seemingly oblivious to what was said. Impervious Response No response--seemingly oblivious to what was said.

Interrupting Response Interjecting your comments while the other person is talking. Finishing the other person’s statements.

Irrelevant Response Giving a response that has nothing to do with what the other person has just said or introducing a new topic disregarding the current conversation.

Tangential Response Starting to respond to the other person’s statement, but then changing the topic. “Yes…but …. “

Impersonal Response A speaker conducts a monologue, intellectualizes or uses third person to trivialize the other’s comments. “You” or “one” statements are extensively used as well as clichés.

Incoherent Response A rambling and unintelligible response, using incomplete sentences and statements that are difficult to follow. “You know, I mean, you know…”

Incongruous Response When verbal and nonverbal messages are inconsistent. “Mad, I am not mad, what is wrong with you, are you crazy?”

Group Cohesiveness The degree of attraction members feel towards one another and the group. A feeling of deep loyalty. Groups which are cohesive tend to be happier and more productive. ~McBride

Group Cohesiveness Composition Similarity, interpersonal attraction and diversity of group members Complementary needs of members Group tasks & relationship balances Goal path clarity in task oriented groups Value similarity in friendship groups Cooperation

Group Cohesiveness Individual Benefits When people are in a successful group that satisfies their needs they have a stronger connection with their group. This is similar to relationships with close friends or family

Group Cohesiveness Communication Proper communication is the driving force of a successful group. The combination of quality communication and the amount of communication that a group engages in affects cohesiveness.

References Anderson, A. B. (1975). Combined effects of interpersonal attraction and goal-path clarity on the cohesiveness of task oriented groups. Journal Of Personality And Social Psychology, 31(1), 68-75. doi:10.1037/h0076233 Beebe, S., & Masterson, J. (2012). Communicating in small groups: Principles and practices. Boston, MA: Pearson Education, Inc. Gibb, J. (2013, July 25). Defensive Communication [Webpage]. Retrieved from htttp://www.aamr.org McBride, M. (2006). "-ing" Project: Encouraging Cohesion in Small Groups. Communication Teacher, 20(2), 53-56. Phillips, B. N., & D'Amico, L. A. (1956). Effects of cooperation and competition on the cohesiveness of small face-to-face groups. Journal Of Educational Psychology, 47(2), 65-70. doi:10.1037/h0043773 Sieburg, E. & Leone, K. (2013, July 26). Patterns of international confirmation and disconfirmation [Webpage]. Retrieved from http://communication.usf.edu