Group Projects can be beneficial_It depends on how you approach it
Western concepts of “rugged individualism,” a “cultural preoccupation with individual initiative, achievement and reward,” along with our “moral belief in the value of the individual” continue to make it difficult for us to work in groups here in America, according to Robyn Walker (Walker, 2015, pp 279).
However, there are many rewards for group effort that include acceptance by others, camaraderie, assistance in reaching personal goals, social support, exposure to new ideas and opportunities to interact with people who are interesting and attractive” (Walker, 2015, pp 279).
When in group, I am well aware that there are always going to be an abundance of leaders. I have no real research on this other than the Western cultural norms mentioned earlier. For that reason I observe to feel out what kind of role each person is going to serve, even in cases where I have been given the formal role of the group leader. Some people will do their “darndest” to not be led. I keep an eye out for that. I find that that is the most overwhelming area of conflict and where groups suffer if someone does not yield to the ego of certain group members. Often times I let that type of person feel empowered, else they are likely to sacrifice the project for their own individual needs. From that perspective, using Walker’s Table 10-1, I have to think that in the most recent groups I’ve been in I’ve served as the “gatekeeper/expediter” by smoothing communication with a set of procedures to ensure equal participation (Walker, 2015, pp 283).
Generally speaking, I have to believe that I have always taken on more task oriented roles as opposed to individual ones; however, considering this Western concept of the individual, it is imperative that one keep those aspects in mind as well – after all, leaders (the evaluators in our society, instructors, bosses, etc..) in my opinion still endorse those Western ideals of individualism despite showing enthusiasm for the group effort.
Patrick Lencioni presents five team dysfunctions.
Absence of trust, group members risk disingenuous and over protectiveness if they do not “admit weaknesses,” “acknowledge failures,” “ask for help,” or “genuinely apologize from time to time.”
2). Fear of conflict, conflict can be destructive however some conflict will improve the “processes, products, and services” of the group task. Without trust, team members are unable to “engage in meaningful debate.”
3.) Lack of commitment, this revolves around two things, task clarity and willingness to “buy-in” to the task and goals of the group.
4.) Avoidance of accountability. Communicating expectations early on is critical to group task accomplishment. This is very related to commitment, without commitment it is difficult for group members to hold one another accountable.
5.) Inattention to results. This is related to accountability. A team will suffer when the individuals put their own needs ahead of the goals of the group, such as “ego,” “career development,” and “recognition.”.
(Walker, 2015, pp 280).
The last group project that I was in appeared to be heading for disaster. However, it appeared that through the group dynamic it all came together as the deadline was just hours away. That is not at all the way I like to do things; however, each group is made up of differing types of personalities and this individual awareness is key to a group’s success or failure. And that awareness is the responsibility of the individual.
According to Walker’s Table 10-2, the top seven problems with group work are (listed in descending order of magnitude); poor communication skills, egocentric behavior, nonparticipation, sidetracked, interruptions, negative leader behavior, and attitudes and emotions (Walker, 2015, pp 291).. I believe that over half of these pitfalls can be handled by the group members themselves, and attention to them is the responsibility of the individual when working in a group.
As mentioned, our Western ideals put us in conflict with group work, however it has proven to be a success in many realms of overall productivity and personal and professional development. It is our responsibility as individuals to take on group task with more of a group mindset, as opposed to the individualist, egotistical mantra characteristic of our American cultural norms.
Walker, Robyn (2015) . Strategic Management Communication for Leaders . 3rd Ed . Cengage Learning . Stamford, CT . 2015
