Page 32 - Effective group discussion theory and practice by Adams, Katherine H. Brilhart, John K. Galanes, Gloria J

The Small Groups in Everyone’s Life 15

3. Group members should embrace and work with diversity within the group. Mem-
ber diversity should be encouraged and supported. Diversity stems from various
factors that include, but are not limited to, race, ethnicity, age, religion, and
sexual orientation. These factors contribute to differences in members’
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perspectives—the very differences that have the potential to enrich and enhance a
group’s performance. Groupings such as race, ethnicity, gender, and so forth
form what Orbe calls co-cultures, smaller groups that exist “simultaneously
within, as well as apart from, other cultures” in the United States. However,
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group members from such co-cultures run the risk of being marginalized, their
perspectives and opinions ignored by members of the dominant culture. Orbe
argues that co-culture members have to work harder to be included and have
their opinions considered than do members of the dominant culture. The chal-
lenge to group members, particularly ones representing the dominant culture, is
to make it possible for all members—regardless of co-culture—to contribute
equally. Members who marginalize fellow group members both behave unethi-
cally and defeat the purpose of the group.
4. Group members must conduct themselves with honesty and integrity. Honesty and
integrity take various forms. First, and most obviously, group members should
not intentionally deceive one another or manufacture information or evidence
to persuade other members to their points of view. It follows from this that
members must not falsify data and must document the sources of information
they share with the group.
Integrity implies that members should support group decisions, which may
present challenges for the individual member. Sometimes you may be asked to
do something for a group that violates your own personal values, beliefs, mor-
als, or principles. For example, what if a group on which you serve decides to
suppress information that is contrary to a decision the group wishes to make
and pressures you to go along? What will you do? Only you can answer that
question. You may try your best to persuade the group to see things your way;
you may decide to leave the group. But if you choose to stay with the group,
make sure you can support, or at least live with, the group’s actions and
decisions.
Integrity also suggests that you are willing to place the good of the group
ahead of your own individual goals. A team orientation is a core component of
successful teams. Focusing on the team involves being willing to hear alterna-
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tives offered by other members and assessing those in an effort to determine
which one is best for the team. It also involves willingness among members to
offer feedback about each other’s actions and to accept suggestions from one
another about how to behave better for the good of the group. Individuals
unwilling or unable to adopt a team orientation make poor team members, and
the group is better off without them.
5. Group members should always treat one another with respect. They should not
disconfirm, belittle, or ridicule other members and should make sure they
understand other members before agreeing or disagreeing with them. Our

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