Chapter 14- Post 3

Another concept from the chapter I believe is important is the section on success and failure. This section explains that mistakes and let downs are not always negative experiences as they are opportunities from which we can learn and improve. As well, the text included two quotes that summed this idea up perfectly; “The person who makes no mistakes usually makes nothing” and “Failure is a success if we learn from it.” Though these are often hard lessons to learn, as I have gotten older I have found this to be more and more true. Each year I feel I am growing wiser and more self-assured, which is mostly in part to the lessons I have learned through the experiences I have encountered. These experiences have been both good and bad yet I have come to realize I actually learn more through the negative experiences than the positive ones. This is because life is all about trial and error; you make mistakes, and you learn from them; however, like the chapter states, mistakes can only be learned from when we are aware of the causes and cures for the failure.

Chapter 14- Post 2

This chapter outlines several guidelines to follow in the process of obtaining individual observer feedback on the group process. These guidelines are beneficial to the overall outcome of the group as feedback helps improve how the group is functioning as well as completing its tasks. Furthermore, engaging in group discussion is more useful when the questions are customized to fit the needs of the particular group.
The ten guidelines listed in the chapter are as follows; avoid generalizations (the more specific, the better), focus on behaviors that can be changed, do not debate of argue with the group you are evaluating, do not micromanage the group process, remember your role, accentuate the positive aspects, end with specific suggestions for improvement, be clear and concise when presenting ideas orally or in writing, compliment in public and criticize in private and finally, develop positive relationships (Harris & Sherblom, 2011, p. 255).

Chapter 14- Post 1

It is important to use a consultant or observer as it is not reasonable to try and perform both the roles of evaluating and observing. This is because it is very difficult to concentrate on the group process while still trying to evaluate it as well. Also, we may give off nonverbal signals that cause the group members to question our motives.
Using a consultant who is not affiliated with the group is much more efficient as they can provide insight as observed from an outsiders perspective. This will also help eliminate any bias that may have come as a result of taking on the observer role yourself. However, outside consults are not always available so in these situations it is best to select someone within the group to be an observer. This will in turn be beneficial for them as we tend to learn more about ourselves through observing the actions of others.

Chapter 5- Post 3

I found the discussion of nonverbal communication to be particularly interesting as it stressed the significance of nonverbal cues in the context of communication. Remland (2000) states that body or facial gestures, tone of voice, turn taking, use of time and habits of dress or hairstyle are all considered to be indicators of nonverbal communication. He also regards nonverbal communication as being subtle and multidimensional which is indeed true. In my opinion, nonverbal cues are very vital in a conversation as without them it is easy to misinterpret the message. This is something I have felt with conversing via phone or computer as it is much more difficult to convey emotion when communicating through text. Face-to-face interaction also makes it easier to determine if someone is being dishonest about something since nonverbal cues serve as an indicator of our emotions. Overall, the nonverbal aspect is just as important to communication as the verbal aspect and this is importance to be aware of.

Chapter 5- Post 2

The concept "white men of privilege" refers to the assumption that social, economic, and political power in the United States resides with upper-class and upper-middle-class White Europeans of wealth and privilege (Harris & Sherblom, 2011, p. 83). This notion is part of the hierarchies of power throughout socialization that are based on long standing beliefs. Though I understand why this belief exists, I do not necessarily believe that it applies to our current culture. The text states that it is our challenge for the 21st century to revise these social norms and I feel that is being accomplished slowly but surely. One of the biggest game-changers in my opinion was the election of Barack Obama as this is the first time we have had a person of color as president of the United States. This serves as a contradiction to the concept "white men of privilege" as he currently holds the most powerful position in the United States. There is still much progress to be made; however, over time hopefully these barriers will be broken down. 

Chapter 5- Post 1

Diversity is described as the reality of our national and world community that is made up of people having cultures, languages, and social customs different from our own (Harris & Sherblom, 2011, p. 73). Diversity can be beneficial to a group’s performance; however, it can also make the communication more difficult. This is because it is typically easier for us to relate to people who are similar to us, whereas it may be more difficult for people of different cultures to reach a common goal.  In order for diversity to have a positive effect, the members must work closely together and interact cooperatively. Peeters, Rutte, van Tuijl, and Reymen (2006) suggest that agreeableness, conscientiousness, neuroticism and openness are all qualities that are beneficial to the cohesiveness and overall productivity of a group. I believe that openness is the most valuable quality in embracing diversity as having an open mind will allow us to be more accepting of diversity.

Chapter 3/9- Post 3

One concept from the post that I found interesting was the discussion of unintended consequences in Chapter 9. The text states that unintended consequences are the results that occur because of the decision but were not expected or planned (Harris & Sherblom, 2011, p. 149). To me this is an important concept to remember as most times we do not anticipate problems going wrong, especially toward the end of a project. However, the chapter emphasizes the fact that even small decisions can have large, unintended consequences. It is important that we keep an optimistic attitude while still preparing for the worst as if something does happen to go wrong, we want to be sure we are prepared for any error that may occur. I personally have had things go wrong toward the end of a project which makes things more stressful; however, most times I have been fortunate enough to find a solution before the deadline.

Chapter 3/9- Post 2

According to the text, constraints are an inevitable element of any decision-making process. As well, these constraints fall in to two categories; external and internal. External constraints are those that the group needs for the decision making process, such as time or money, whereas internal constraints are those integral to the problem (Harris & Sherblom, 2011, p. 146). In one of my past classes, our group assignment was to raise awareness for a cause. We chose to raise money for one of our member’s close friend who sustained a traumatic brain injury from a car accident. In order to pull the event off, we had to use our resources such as connections and time in order to implement the solution. The external constraints we experienced ended up being worth it in the end as we were able to raise enough money to exceed our goal. During this project, we also experienced internal constraints as we initially had trouble finding a location to host our fundraiser.

Chapter 3/9- Post 1

The text states that every group has a certain set of assumptions about how people are expected to behave . These standards are distinct to each group and vary within them according to the various roles each member plays (Harris & Sherblom, 2011, p. 41).In terms of group norms at SJSU, this prompt is difficult for me to answer as I am not a student who spends much time on campus, aside from going to class, which means I do not really associate myself with any particular group on campus. I do however believe that there are indeed different group norms among San Jose State, just like with any other group. I can definitely say that within my groups of friends there are different norms which I have progressively adjusted to through the years. I also believe that the presence or absence of one group member can drastically affect the dynamic of a group as each member’s role is what creates the “norm” of the group.

Chapter 2- Post #3

A concept I found interesting from Chapter 2 was the idea that giving and receiving feedback is an important factor in small group communication. The text states that both positive and negative feedback are vital among group members as positive feedback encourages creativity and diversity while negative feedback reduces deviation and improves function.

This is important to know as often times, group members are hesitant to speak their minds in fear of offending someone or having their ideas rejected. However, providing honest feedback tends to help the group more than it hurts it. This is advice that I will keep in mind during my future group experiences as in the past I have typically sat back and allowed others to make the decisions, even if I disagreed. Now, I will be sure to voice my input as it will ultimately benefit the group and make it stronger in the long run.