Page 133 - Effective group discussion theory and practice by Adams, Katherine H. Brilhart, John K. Galanes, Gloria J

116 Chapter 5

Recap: A Quick Review

number of input factors, including size and member characteristics, affect how
A effective a group will be.
1. Groups need diversity, but too many members make coordination difficult. Groups
should be least-sized: as small as possible, so long as the necessary diversity of
perspective and opinion is represented. Usually, three to seven members are an
ideal number.
2. Members with communication apprehension about speaking in groups can impair
a group’s functioning. They don’t contribute to the discussion, make irrelevant com-
ments, express agreement when they don’t agree; and they are seen by others as
less desirable members. These passive members, along with aggressive members
who bully others, impair productivity and cohesiveness. Ideally, members speak
assertively, with respect for themselves and others.
3. Group members should be high in cognitive complexity, which helps them handle
complex information, weave a variety of perspectives together, and arrive at con-
sensus. Cognitively complex members assume less and ask more questions.
4. Members high in self-monitoring are tuned in to social cues about how others are
responding to them and are able to adjust their behavior so that others will respond
more favorably. They think carefully before speaking and are rhetorically sensitive.

shows that women are sensitive about their feet sizes—on average, they would rather
be wearing a size or two smaller. Calling attention to large feet will send women to
other stores.” Ben was true to his belief but didn’t insult the client by how he stated
that belief.

Personality Characteristics
There are dozens of personality characteristics that affect how you interact in a group.
In our experience, personality differences—especially in how members approach
work—create the most frustrations for members and are good examples of the deep
diversity factors that can plague group work. Personality differences by themselves are
not the problem; the problem is that members do not know how to work with (much
Myers-Briggs Type less appreciate) others who think and work differently from themselves. For that rea-
Indicator® son, we have chosen to talk about the Myers-Briggs Type Indicator (MBTI), one of
®
A personality the most widely known and researched personality classification systems, and the
measure based on Five Factor Model of personality that provides an underlying structure for under-
the work of Carl Jung standing individual temperament.
that categorizes
individuals based on
how they related to The Myers-Briggs Type Indicator ®
the world around ®
them. The Myers-Briggs Type Indicator , based on the work of psychologist Carl Jung,
emphasizes how people prefer to relate to the world around them and categorizes

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