Question 1

What types of conflict are likely to arise during the NORMING stage of group formation?

Accepted Answer

The norming stage is the third phase of Bruce Tuckman's model of group development, which includes forming, storming, norming, performing, and adjourning. During the norming stage, group members begin to resolve their differences, appreciate colleagues' strengths, and respect the authority of the group leader. The group develops a sense of cohesion and unity as members work towards the group's goals.

While the norming stage is characterized by the establishment of order and cohesion, conflicts can still arise. Here are some types of conflict that are likely to occur during the norming stage:

1. Role Conflicts: As roles become clearer, some members might feel that their talents are not being utilized effectively, or they may envy the roles of others. Disagreements over responsibilities and duties can occur if expectations are not clearly defined or understood.

2. Subgroup Dynamics: Even as the group is developing a sense of unity, cliques or subgroups may form within the team. These subgroups can have their own norms and relationships, which might conflict with those of the larger group.

3. Decision-Making Conflicts: As the group starts to make more decisions, there may be disagreements over the best course of action. Members may have different ideas about the direction the group should take or the methods for achieving its goals.

4. Interpersonal Conflicts: Although the storming stage is typically when interpersonal conflicts are most evident, they can still surface during norming. As members become more comfortable with each other, they may express lingering frustrations or disagreements that were not fully resolved earlier.

5. Conflict over Norms and Standards: The group is actively working to establish norms and standards during the norming stage. Conflicts can arise over what behaviors are acceptable and what performance standards should be set.

6. Authority and Leadership Conflicts: While the group may have accepted a leader or leadership structure, there can still be conflicts regarding the extent of the leader's authority or the leadership style. Some members might feel that the leader is too controlling or not directive enough.

7. Resource Conflicts: As the group starts to function more cohesively, competition for resources (time, money, equipment, etc.) can lead to conflicts, especially if resources are scarce or not evenly distributed.

To manage these conflicts effectively, it is important for the group to continue to communicate openly, establish clear roles and responsibilities, and develop effective conflict resolution strategies. The norming stage is an opportunity to solidify the group's foundation and prepare for the performing stage, where the focus shifts to achieving the group's objectives efficiently and effectively.

Question 2

Identify three differences between the role of a facilitator in a DIALOGUE process and the role of a facilitator in an IDENTITY-BASED process.

Accepted Answer

In a dialogue process and an identity-based process, the role of a facilitator can differ in several key ways. Here are three differences:

1. Focus on Communication vs. Focus on Personal Experience:
   - In a dialogue process, the facilitator's role is often to encourage open and effective communication between participants. The facilitator helps to create a safe space where individuals can share perspectives and listen to each other with the goal of mutual understanding. The focus is on the exchange of ideas and viewpoints.
   - In contrast, an identity-based process often centers on the personal experiences and identities of the participants. The facilitator in this context is more likely to guide discussions that explore how individual identities impact interactions and perceptions. The facilitator helps participants to reflect on their own identities and the way these identities intersect with systems of power and privilege.

2. Neutrality vs. Advocacy:
   - Facilitators in dialogue processes are typically expected to remain neutral, not taking sides or promoting a particular point of view. Their role is to manage the process of dialogue, ensuring that all voices are heard and that the conversation remains respectful and productive.
   - In identity-based processes, facilitators might adopt a more advocacy-oriented role, especially when dealing with issues of social justice and equity. They may need to actively support marginalized voices and ensure that the process addresses power imbalances. The facilitator might also help participants understand and challenge systemic biases that affect the group.

3. Process Orientation vs. Outcome Orientation:
   - Dialogue facilitators are often process-oriented, focusing on the quality of the interaction and the journey of understanding among participants. They may not be driving towards a specific outcome or decision, but rather are invested in the process itself being transformative and inclusive.
   - Identity-based facilitators may be more outcome-oriented, especially if the process is designed to address specific issues related to identity, such as discrimination or inequity. The facilitator might guide the group towards developing action plans or commitments to change, ensuring that the process leads to tangible outcomes that address the concerns related to identity.

In summary, while both roles involve managing group dynamics and supporting communication, the facilitator in a dialogue process tends to emphasize neutral, process-focused engagement, whereas the facilitator in an identity-based process may take a more active role in advocating for equity and guiding the group towards specific outcomes that address identity-related issues.

Question 3

Describe a cultural island model to identity-based conflict resolution. What are its key components?

Accepted Answer

The cultural island model is a concept used in identity-based conflict resolution to describe a community or group that is isolated from the larger society due to cultural, ethnic, or religious differences. In this model, the key components include:

1. Cultural Identity: The cultural island model recognizes the importance of cultural identity in shaping individual and group behavior. It acknowledges that conflicts often arise from differences in cultural values, beliefs, and practices.

2. Isolation: The cultural island model emphasizes the isolation of the community or group from the larger society. This isolation can be physical, such as living in a separate neighborhood or region, or social, such as maintaining distinct cultural practices and traditions.

3. Conflict Resolution: The model focuses on resolving conflicts within the cultural island by addressing the underlying cultural and identity-based issues. This may involve promoting dialogue, understanding, and reconciliation among different cultural groups.

4. Empowerment: The cultural island model seeks to empower the community or group to address their own conflicts and challenges. This may involve building leadership, promoting cultural pride, and fostering a sense of community resilience.

5. Integration: While the cultural island model acknowledges the isolation of the community or group, it also recognizes the importance of integration and interaction with the larger society. This may involve promoting cross-cultural understanding, advocating for equal rights and opportunities, and fostering inclusive policies and practices.

Overall, the cultural island model provides a framework for understanding and addressing identity-based conflicts by recognizing the importance of cultural identity, addressing isolation, promoting conflict resolution, empowering the community, and advocating for integration with the larger society.

Question 4

What are the main goals of a debate format for conflict resolution?

Accepted Answer

The answer of What are the main goals of a...

Question 5

A FACILITATOR's primary role is

Accepted Answer

A)   To help clients resolve conflict.
B)   To help clients listen to one another.
C)   To empower clients to make their own decisions.
D)   To help parties focus on interests, not positions.
E)   Dependent on the approach to facilitation taken by the facilitator.

Question 6

Describe the role of a MODERATOR in a debate process.

Accepted Answer

The answer of Describe the role of a MODERATOR in...

Question 7

Competitive group members may use DOMINATION as a strategy to

Accepted Answer

A)   Invite weaker parties to participate in a full discussion of the issues.
B)   Help the facilitator empower the entire group.
C)   Ensure that they get their way on key decisions.
D)   Build a positive working relationship among all group members.
E)   Recognize the needs of other group members.

Question 8

What are some reasons that group members might not say what they are really thinking? Provide an example using a political group that is discussing who to support in an upcoming election. How might a facilitator deal with this problem?

Accepted Answer

The answer of What are some reasons that group members...

Question 9

A DEBATE is a

Accepted Answer

A)   Group encounter where people learn about themselves from intensive, collaborative interactions.
B)   Problem-solving process used to help bring the parties to a win-win solution.
C)   Court hearing where the parties present evidence and a state-appointed judge decides who is right, or whether someone needs to go to prison.
D)   Friendly dialogue in which participants share personal and professional information.
E)   Forum for discussion where conflicting parties advocate for particular positions.

Question 10

Identify three strategies a facilitator could use to deal with a participant who is constantly interrupting others. Provide an example using a situation involving a case conference in which a therapeutic team is discussing a client who is homeless. A case aide named Arnie keeps interrupting others.

Accepted Answer

The answer of Identify three strategies a facilitator could use...

Question 11

Identify three differences between facilitating a CR process between two INDIVIDUALS and facilitating a CR process between two GROUPS.

Accepted Answer

The answer of Identify three differences between facilitating a CR...

Question 12

Compare and contrast the role of a FACILITATOR and the role of a MEDIATOR.

Accepted Answer

The answer of Compare and contrast the role of a...

Question 13

How can a facilitator help group members with the types of conflict that are more likely to arise during the ADJOURNING stage of group formation?

Accepted Answer

The answer of How can a facilitator help group members...

Question 14

To pre-empt the problem of group members with different agendas, a facilitator should

Accepted Answer

A)   Introduce the facilitator's agenda at the start of the meeting and stick to it.
B)   Have no agenda, but just go with the flow.
C)   Negotiate an agenda with group members in advance, gaining their commitment to it prior to the start of the meeting.
D)   Have the person with the most power at the meeting state the agenda and tell everyone to follow it.
E)   Only (a)  and (b) .

Question 15

For a group facilitator to determine the MOST APPROPRIATE APPROACH to employ, the facilitator should consider

Accepted Answer

A)   The type of conflict.
B)   The readiness of each party to participate in a particular type of process.
C)   The goal for facilitation.
D)   Whether a combination of approaches may be useful.
E)   All of the above.

Question 16

During the STORMING stage of group development, a facilitator can expect

Accepted Answer

A)   Lower levels of conflict, because clients are still getting to know one another.
B)   Higher levels of conflict, because clients have already gone through the forming and norming stages.
C)   No conflict, because that is a common rule for groups.
D)   Group members to ask the facilitator to increase the levels of conflict, because most people would rather fight instead of acting civilly toward one another.
E)   Only (a)  and (b) .

Question 17

Describe two different strategies that a facilitator could use to help a group that seems plagued by LOST ATTENTION and LACK OF FOCUS.

Accepted Answer

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Question 18

Gaston is SILENT during a group designed for single men who are having difficulty developing intimate relationships. Identify a possible reason for his SILENT behavior and describe how the facilitator should address Gaston's SILENCE, given the reason that you have identified.

Accepted Answer

The answer of Gaston is SILENT during a group designed...

Question 19

A DIALOGUE may be more appropriate than a debate when the group members are looking for a process that

Accepted Answer

A)   Brings out the two polar extremes of the issues in dispute.
B)   Encourages an open discussion of many points of view and many possible solutions.
C)   Leads to a quick decision by a single person in a position of authority.
D)   Fosters the competitive spirit between participants.
E)   Encourages people to avoid discussion of difficult issues, even if they are important.

Question 20

During the NORMING stage of group development, conflict is most likely to arise because group members are

Accepted Answer

A)   Grieving the loss of the group, because it is about to terminate.
B)   Trying to figure out the expectations of the group, including expectations of how they should behave within the group.
C)   Not yet part of the group.
D)   Working effectively and efficiently on the goals of the group.
E)   Venting emotions, with high levels of trust in the facilitator and other group members.

Exam 9: Group Facilitation