Who are you? Who? Who?A student “I am” Poem

I am Daffy Duck, Mr. Magoo, Hong Kong Phooey, Foghorn Leghorn, and other cartoons.

I am Tae Kwon Do, basketball, the batting cages, a soccer family, and the gym.

I am a wonderful family, close and loving and incredibly supportive.

I am films based on true stories and documentaries

I am the History Channel, CNN, ESPN, BRAVO, and Home Team Sports.

I am a passion for educating and facilitating, personal development and making change.

Your concept of self = roles

• Self concept determines roles in life and in groups

• What are your expectations for your role. Do you want to lead? Follow? Not join?

• The perceptions others have of their/you position in the group

• Your behavior can determine the roles you play and/or assigned, elected, or given based on power, status, etc.

Our self concept is determined by:

• Gender

• Sexual Orientation

• Culture

• Roles

• Status

• Power

What are Cultural Differences?“We are all created equal, but we are individuals”

To be effective leaders and members in multicultural groups, it is necessary to understand and be sensitive to cultural differences.

• Individualistic cultures• Collectivistic cultures• Gender• Race• Ethnic background• Concept of time • Religious orientation• Age• Group membership• Sub-cultures

• DEEP CULTURE• Different historical experiences • Different customs• Ways of dressing• Nonverbal communication• Ways of communicating• Different viewpoints of the universe• Difference between Eastern and Western religions

Understanding and AppreciatingCultural Diversity - LAVC

Primary Language: 59.5 % English18.4% Spanish8.9% Armenian3.3% Russian5.0% Other2.0% Tagalog (Filipino)1.5% Farsi0.3% Chinese Languages0.8% Korean0.3% JapaneseData: LAVC Office of Research and Planning

Understanding and AppreciatingCultural Diversity in Teams – LAVC

LAVC is a diverse campus:Gender:49% Male51% Female

Ethnicity:51% Hispanic20% White13% Asian7% African-American5% American Indian/Other Non-White

Data: LAVC Office of Research and Planning

Understanding and AppreciatingCultural Diversity- LAVC

Age:

32% - 20 to 24

24% - 25 to 34

21% - Under 20

19% - 35 to 54

4% - 55 and over

Data: LAVC Office of Research and Planning

Understanding and AppreciatingCultural Diversity

The United States has become the most diverse society on the face of the earth.

There are 215 nations in the world, and every one of them has someone living in the United States

New York City has over 170 distinct ethnic communities

More than 32 million people in the U.S. speak a language other than English at home

By the 2050, people of European descent will become the minority in the United States

Definition of Culture ~ Samovar and Porter

A deposit of knowledge, experience, beliefs, values, attitudes, meanings,

religion, notions of time, roles, spatial relationships, concepts of the universe, and material objects and possessions acquired by a group of people in the

course of generations through individual and group striving.

Cultural Differences - GenderBeing a male or female has shaped your self concept and how you communicate.

Q: How are some ways being male or female has shaped your self image or how you communicate?

The way we dress

How we act

How society as a whole treats males/females

Your self concept

The roles we play (traditional or nontraditional)

Note: Working in diverse groups, you need to recognize that there may be some Americans and those from other cultures who may have a different viewpoint of what the roles of men and women should be. They may have a more traditional viewpoint, then that above.

Examples of Sterotypes - GenderCommon Gender Sterotypes used by individuals, media, and other organizations

Men:

Aggressive

No emotions

Loud

Messy

Athletic

Math and Science Oriented

CEOs

Bad communicators

Q: How many of you can relate to this?

Q: Any truth to these terms?

Examples of Sterotypes - GenderCommon Gender Sterotypes used by individuals, media, and other organizationsWomen:SubmissiveEmotional QuietNeat/CleanClumsy (Movies)ArtsyHousewifeChild rearingGood communicators

Examples of Stereotypes - GenderPopular Stereotypes in the business world concerning women managers.

Women are not as committed to their careers as men

Reality: 1/3 of women take a leave of absence; almost 2/3 took leave of absence for less than 6 months: 82% for maternity; More men took leave of absence than women

Women will not work longer hours

Reality: Women average 56 hours per week; as do men

Women cannot or will not relocate

Reality: Only 14.2 % of women refused to relocate. 20% of their male counterparts reported refusing relocation.

Women lack quantitative skills

Reality: 23% of women are in finance, as 27% of men are in finance

Women are warmer and more nurturing than men

Reality: “Concern for people” was cited important by 33 percent of men and only 18% of the women

Results: Kon/Ferry and Catalyst findings concerning senior management positions in the Fortune 1000 industrial and 500 services companies refute many of the popular stereotype's about women

Self DisclosureWhy am I afraid to tell you who I am?

You may not like who I am.

John Powell - Five predictable levels that John Powell - Five predictable levels that individuals and groups go through: individuals and groups go through: Lowest to Lowest to highest form of communication.highest form of communication.

Level 5: Level 5: Cliché CommunicationCliché Communication: People do : People do things that initiate conversation, or desire to things that initiate conversation, or desire to initiate a relationship: Smiling; making eye initiate a relationship: Smiling; making eye contact; saying contact; saying ““HiHi”” ““Nice to see you.Nice to see you.””

Dog walks: Dog walks: Looks like Christmas morning; is Looks like Christmas morning; is your dog taking you for a walk, etc. your dog taking you for a walk, etc.

Level 4: Level 4: Facts and biographical informationFacts and biographical information: : Relationship or conversation moves beyond the Relationship or conversation moves beyond the cliché. Nonthreatening information, such as cliché. Nonthreatening information, such as your name, hometown, or occupation. your name, hometown, or occupation.

Communicating in Small Groups- Self-Disclosure

Level 3: Level 3: Personal attitudes andPersonal attitudes and ideas:ideas: After introducing yourself and getting After introducing yourself and getting down to business, you then respond to down to business, you then respond to various ideas and issues, noting where various ideas and issues, noting where you agree and disagree with others. you agree and disagree with others.

Level 2: Level 2: Personal feelingsPersonal feelings. Talking . Talking about your personal feelings; and about your personal feelings; and sharing how you feel about others; sharing how you feel about others; Politics, religion, relationship status, Politics, religion, relationship status, etc. This level really makes one etc. This level really makes one vulnerable.vulnerable.

Communicating in Small Groups- Self-Disclosure

Level 1: Level 1: Peak Communication. People seldom Peak Communication. People seldom reach this level. This is a level of self-disclosure reach this level. This is a level of self-disclosure where people do not have a fear of rejection and where people do not have a fear of rejection and are not afraid to reveal ideas, opinions, feelings, are not afraid to reveal ideas, opinions, feelings, and not afraid to have to agree or disagree. Are and not afraid to have to agree or disagree. Are not afraid to say not afraid to say ““no.no.””

““ If you risk nothing, then you risk If you risk nothing, then you risk everything.everything.””

Geena Davis - ActorGeena Davis - Actor

Communicating in Small Groups-

Self-Disclosure• The more open you are The more open you are

about yourself: the more about yourself: the more you solicited feedback from you solicited feedback from othersothers

• The more you explore The more you explore yourself through yourself through interaction with others; the interaction with others; the healthier and happier we healthier and happier we are the groups we belong to are the groups we belong to will bewill be

• The more trusting and open The more trusting and open the group, the more likely it the group, the more likely it is the open up the is the open up the individual group membersindividual group members

Our Groups: Our RolesRoles: sets of shared expectations about who should do what under a given set of circumstances.

•Roles can be elected, assigned and can be formal or informal. People will change roles based on groups they are in. Sometimes they get ‘stuck’ in a role.

Role Differentiation: A variety of roles can develop as group members interact with one another, however, most fall under one of three categories:

1. Task roles: Help group accomplish its task

2. Maintenance/nontask roles: Help create group structure/Influence how a group will accomplish their given task

3. Individual roles: Benefit the individual, but don’t help the group

Group Task RolesInitiator – contributor – New ideas or approaches to solving problems

Information seeker – Asks for clarification, facts to help group

Information giver – Brings data, examples, research etc. to group

Opinion giver – Offers beliefs or opinions about ideas

Elaborator – Uses experiences guide the group on particular direction

Coordinator – Tries to clarify ideas, direction, etc.

Orienteer – Attempts to summarize what has happened, where to go.

Evaluator-critic – Judges information and conclusions made by group

Energizer – Tries to motivate the group

Procedural – Helps group to achieve its goals by doing errands

Recorder – Writes down suggestions, ideas, and records

Group Building and Maintenance Roles

• Encourager: Offers encouragement, understanding and encourages

• Harmonizer: Mediates disagreements among others.. Will pull people aside and ask them to get along.

• Compromiser: Often asks for compromise. Will often set their opinion aside.

• Gatekeeper and expediter: Encourages everyone to participate. Will make sure people get turns to talk.

• Standard setter: Helps to set standards for the group. Pushes group members to be more responsible.

• Group observer: Keeps records of the groups progress. Often the note talker and creator of a calendar for the group.

• Follower: Goes along with the group decisions. Listens.

Individual Roles (Self-oriented roles) Negative roles you bring to the group

Aggressor: Deflates other’s status, and takes credit for other’s ideas

Blocker: Generally negative and stubborn for no apparent reason

Recognition seeker: Seeks spotlight by boasting

Self-confessor: Uses group to repot his or her personal feelings.

Joker: Tells stories, lack of involvement and interest

Dominator: attempts to assert his or her authority by manipulation

Help-seeker: attempts to evoke sympathy, insecure

Special interest: speaks for special group that may benefit them.

Roles create stable patterns of behavior in groups, so disruptions in role relations can be stressful. (Individual roles create disruptions, and can often break a group a part.)

Review Questions

True or False

Group members often get ‘stuck’ in a role.

True or False

The blocker, aggressor, recognition seeker and the confessor are examples of maintenance roles.

True or False

The three types of group roles discussed are task roles, maintenance roles and gender roles.

Communicating in Small Groups -

Trust

Q:Q: How many of you have a basic trust toward How many of you have a basic trust toward other humans? Why? Why not?other humans? Why? Why not?

Often we make assumptions about the Often we make assumptions about the trustworthiness of others based on bias, past trustworthiness of others based on bias, past experiences, culture, religion, race, sexexperiences, culture, religion, race, sex

““Assumptions are the termites of a Assumptions are the termites of a relationships relationships””

~ Henry Winkler…Actor~ Henry Winkler…Actor

Communicating in Small Groups- Trust

According to According to Psychologist Julian B. Psychologist Julian B. Rotter; trust is: Rotter; trust is:

““a generalized a generalized expectancy; that the expectancy; that the word, the promise, the word, the promise, the verbal or written verbal or written statement of another statement of another individual or group can individual or group can be relied upon?be relied upon?””

Communicating in Small Groups - Trust

According to communication theorist John G. According to communication theorist John G. Babarro: Babarro:

•The degree of trust you place in another is to a The degree of trust you place in another is to a large extent based on your perception of the large extent based on your perception of the individual’s characterindividual’s character

•These character-based sources of trust include These character-based sources of trust include trust in the integrity of the person, trust in his or trust in the integrity of the person, trust in his or her motives, trust in his or her consistency of her motives, trust in his or her consistency of behavior, and trust in his or her openness and behavior, and trust in his or her openness and discretion. discretion.

Communicating in Small Groups-

Trust

To be able to trust others, to be willing to take a risk, you need To be able to trust others, to be willing to take a risk, you need to have degree of confidence in yourself.to have degree of confidence in yourself.

Shy people are less trusting, as they have a problem with self-Shy people are less trusting, as they have a problem with self-esteemesteem

Abraham Maslow, Abraham Maslow, feels that this is not positive, and stresses the feels that this is not positive, and stresses the importance of a trusting attitude. Maslow feels there are importance of a trusting attitude. Maslow feels there are two two motivating factors for choices in our life.motivating factors for choices in our life.

1.1. Growth choices: Growth choices: People who trust themselves make People who trust themselves make ““growthgrowth”” choices (self-actualized; living life to its full choices (self-actualized; living life to its full potential)potential)

2.2. Fear choices: Fear choices: Non-trusting people, make choices out of fear Non-trusting people, make choices out of fear and misunderstanding, and therefore learn little about and misunderstanding, and therefore learn little about themselves.themselves.

Chapter 4 Review Questions

True or FalseTrue or False

According the author John Powell, the highest level of According the author John Powell, the highest level of self-disclosure is clique communicationself-disclosure is clique communication

True or FalseTrue or False

The more you reveal about yourself the less effective the The more you reveal about yourself the less effective the group that you work with will begroup that you work with will be

True of FalseTrue of False

According to Julian Rotter, people who are more According to Julian Rotter, people who are more trusting are more susceptible to con artiststrusting are more susceptible to con artists

How do Norms Develop?

•People develop norms in new groups based on those they were comfortable with in other groups

•They look to these norms to guide their behavior in new groups

•Norms in new groups develop because of what happens in the group process and the norms people bring with them

NORMS CAN TAKE DIFFERENT FORMS• Team norms that are unique to that group:

• Team norms may involve certain rituals

Example: A crew team (river rowers)

Saturday morning breakfast before workout is a unique norm. They tease each other, trade suggestions, set informal goals for the coming week, and generally reinforce their solidarity as a team. If member a member skips the breakfast, his or her commitment to the team is questioned.

Example: Animal Rights Group

Monthly meetings where we would discuss upcoming activities: protests, educational fairs, ads campaigns. If members missed we questioned their commitment. Also no members wore or ate animal products.

NORMS CAN TAKE DIFFERENT FORMS

Ways of speaking

Example:

Groups of friends; have certain slang words they that share, special symbols or codes that only they understand: gang graffiti, pig Latin, etc.

Example: Animal Rights group

Refereed to the rest of the non-vegetarian world as “meat-eaters” “animal slayers” also used terms such as vegan, humane, non-humane, use quotes from Gandhi and other pacifistic to increase their status

Why are Norms Established?Norms increase the predictability of members’ behaviors:

•Having certain roles and expectations for each group member

•Predictability means greater efficiency

•Greater efficiency leads to greater chances of success

Examples: Military, Fire Dept. and Police Dept. etc.

Why are Norms Established?Norms allow members to express the central values of the group (to clarify and reinforce reasons for belonging):

•One reason for joining a group is the distinctiveness of that group.

•People join groups they perceive to be special.

•Group members wish to see those behaviors which express the distinctiveness of the group encouraged.

•Members that diminish, discount, or ignore the norms will be punished.

Why do People Conform?1. Norms cause us to feel, think, and act in ways that are consistent with our group’s standards.

•These norms describe what behavior should not be performed in any social setting

•When individuals make judgments in groups, their judgments tend to converge over time as norms develop

American Flag - Events of 9-11 motivated people to join others by putting flags in front yard, on cars, store windows. Still prevalent today.

Why do People Conform?

2. Influence takes place whenever we look to others for information.

•In a group, the majority is influential because we assume a large amount of people can’t be wrong

•On the other hand, a minority is influential because it prompts us to reevaluate our position

Famous Anthropologist, Margaret Mead - “Never underestimate the ability of small group to elicit change.”

Why do People Conform?

3. Interpersonal influence includes persuasion, bargains, promise, and even rejection.

Groups can be persuasive by promising rewards etc. to, or punishment for members in group that follow/or do not follow the group norms

The reason: cults, white supremacy groups, animal rights groups, extremist , such as terrorists groups are so effective

Rejecting group members:

•Research analysis of group rejection of nonconformists, people who don’t follow group norms, or those that are weaker are generally less liked, in some cases will be shunned/cutting off communication

•The person will eventually leave the group, or the member will be told to leave group, and some cases people have been murdered to get rid of them.

Conformity to Group Norms Depends on:

• Culture

• The individual characteristics of group members

• The status of individual

• The clarity of the norms and the certainty of punishment for breaking it

• The number of people who already conform to the norm

• The quality of interpersonal relationships in the group

• The sense of group identification that members have developed

High Status VS. Low Status members

• talk more

• communicate more often

• have influence

• abide by norms – Until they find they can get away with not abiding.

• less likely ignored

• do not complain about responsibilities

• serve as leaders

• address entire group

REVIEW QUESTIONSTrue or False

Norms decrease the predictability of members’ behaviors

True or False

In a group, the majority is influential because we assume a large amount of people can’t be wrong

Multiple – Choice

According to Abraham Maslow, the trusting person makes choices in life

referred to as:

A. self-actualized choices

B. fear choices

C. intelligent choices

D. growth choices

E. A and C

Low Status MembersDirect conversation to high-status than low-status members (body often face high status members)

Communicate more positive messages to high-status members (Don’t kill the messenger)

Are more likely to have their comments ignored (Even if they have good ideas)

Communicate more irrelevant information (gossip and social information)

Talk to high-status members as a substitute for climbing the social heirachy in the group (Feel more important by association, even if they don’t have “real” status.)

Five power bases – Your power base in a group is the sum of the resources that you can use to

control or influence others.

Type of Power:

Legitimate - elected - Being elected, or selected to lead

Referent-attractive - Being well liked

Expert- knowledge - A member’s knowledge and information

Reward-rewards behaviors - Providing rewards for desired behavior

Coercive-punishment - The ability to punish another

Review QuestionsTrue or False

High-status group members usually totally disregard group norms

True or False

Low –status members communicate less positive messages to high-status members

True or False

Legitimate power is derived from forcing others to give up the power and give it to you.