WORKING WITH GROUPS
SW 116 - SOCIAL WORK PRACTICE WITH GROUPS
Instructor: Rhea Lynne M. Estrosos-Fuentes, RSW
Phases in Group Development
qKnowledge of group phases allows the worker to
recognize, understand, guide the group phases
qT h e r e m a n y c o n c e p t i o n s o f p h a s e s i n g r o u p
development but do not differ significantly
qGroups have beginning, middle, and ending phase
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Phases in Group Development
qMovement from one phase to another is not linear and
are not clearly demarcated
qMovement from one phase to another does not
preclude the group’s return to an earlier level of
functioning.
qNot all social work groups pass through the each of
these phases
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Phases in Group Development
(TUCKMAN)
1. Forming
2. Storming
3. Norming
4. Performing
5. Adjourning
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Phases in Group Development
(TUCKMAN)
• Stage 1: Forming - personal relations are characterized by
dependence. Group members rely on safe, patterned
behavior and look to the group leader for guidance and
direction.
• Stage 2: Storming - is characterized by competition and
conflict in the personal relations dimension an organization
in the task-functions dimension. Individuals have to bend
and mold their feelings, ideas, attitudes, and beliefs to suit
the group organization.
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Phases in Group Development
(TUCKMAN)
Stage 3: Norming- interpersonal relations: cohesion.
Group members are engaged in active acknowledgment
of all members’ contributions, community building
maintenance, and solving of group issues.
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Phases in Group Development
(TUCKMAN)
• Stage 4: Performing- is not reached by all groups. If
group members are able to evolve to stage four, their
capacity, range, and depth of personal relations
expand to true interdependence. The group should be
most productive.
• Stage 5: Adjourning - involves the termination of
task behaviors and disengagement from relationships,
recognition of other members contribution
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Phases in Group Development
(HARTFORD)
1. THE PRE-GROUP PHASE
qwhat happens and what the worker does before a
group is actually organized
qPrivate pre-group phase:
- when an idea occurs to one or more person
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Phases in Group Development
(HARTFORD)
1. THE PRE-GROUP PHASE
qPublic pre-group phase:
- decision to have a group is shared with others
- purpose, time frame, and criteria for group composition is defined
- intake interviews are conducted but no group dynamics yet this
time
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Phases in Group Development
(HARTFORD)
1. THE PRE-GROUP PHASE
qConvening phase:
- prospective members meet for the first time, still just an aggregate
- feelings of resistance and ambivalence are natural
-worker assumes leading role, facilitate the group, answer
questions, and clarifies expectations
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Phases in Group Development
(HARTFORD)
2. THE GROUP FORMATION PHASE
qthe group gets organized
qmay be achieved during one session or many sessions
qgroup goals and norms evolve and group’s role system begins
qkey dynamic is union
qperiod of strong attachment to other members
qthere may be indications of “testing” the worker
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Phases in Group Development
(HARTFORD)
2. THE GROUP INTEGRATION, DISINTEGRATION OR REINTEGRATION
PHASE
q Integration
- interpersonal ties increase and we feeling begins
- goal-directed activities engage the members
- role and status structure emerge
- task and emotional leaders can be define
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Phases in Group Development
(HARTFORD)
2. THE GROUP INTEGRATION, DISINTEGRATION OR REINTEGRATION
PHASE
qDisintegration
- conflicts are bound to oocur
- disagreement on issues or interpersonal problems
- issues of leadership, decision-making power, status and control
- conflict if not resolved can lead to disintegration
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Phases in Group Development
(HARTFORD)
2. THE GROUP INTEGRATION, DISINTEGRATION OR
REINTEGRATION PHASE
q Reintegration
- may have to restate its goals, modify its structures, establish
new rules for operating, modify norms, redefine task
- higher level of integration
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Phases in Group Development
(HARTFORD)
3. Group Functioning and Maintenance Phase
q maturation
q social emotional qualities of giving support and helping appear
q emergence of group culture
q sense of groupness is developed
q the group is able to deal with conflicts in a more mature and
acceptable way
q responds to intragroup, extragroup, intergroup processes
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Phases in Group Development
(HARTFORD)
4. Termination Phase
q In close group termination is a collective experience unlike in open
group
q 3 phases:
- Pre-termination: group is prepared for its imminent ending
- Termination: actual ending, last group meeting
- Post termination: after the group ceases and involves plans
to continue
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The Helping Process in Social
Work with Groups
q Assessment
Beginning phase
q Action Planning
q Plan Implemention Middle phase
q Evaluation
Ending phase
q Termination
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I. Pre-Group Formation
Activities of Social Worker
1. Conceptualizing the Group Service
q Concept paper or program proposal is prepared:
a. purpose of the program-emanate from the agency’s
b. target client
c. need/problem to be addressed
d. membership criteria
e. resource requirements
f. procedures for setting up the program
g. time frame
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Pre-Group Formation Activities
of Social Worker
2. Announcing the Group Service and Recruiting Members
q Written announcements, visits or identification of members with help from others
3. Preparing Logistics
q Personnel, facilities, and materials
4. Enlisting Community Support
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II. Individual-Focused
Assessment and Planning
q Assessment involves information-gathering and analysis
towards an understanding/definition of the need or problem of
the client
q Assessment and action-planning are undertaken first with
prospective members and then with the group as a whole
q Pre-group interviews: individual/group interview/ existing data
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II. Individual-Focused
Assessment and Planning
qUsually discussed during pre-group interviews:
a. agency and its services
b. agency’s purpose for the program
c. agency expectations in terms of attendance and participation
d. activities that are likely to be undertaken
e. duration of group program
f. basis for termination
Simple rule: one cannot help effectively if one does not have some information
about the person to be helped
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II. Individual-Focused
Assessment and Planning
q Individual Client Profile (for task group)
1. Name and other basic identifying information
2. Needs/concerns/problems relevant to the group
3. Strengths/resources and limitations
4. Worker’s observation
q Group Intake is resorted for reasons:
a. effort and time-saving
b. reinforce the desire to join
c. can motivate others and help interpret the agency program
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II. Individual-Focused
Assessment and Planning
qCase Assessment/Problem Definition- a process
and a product of understanding on which action is
based
qAction-Planning- based on assessment and outcome
of assessment; consideration of most appropriate ends
and means. Following tasks:
a. Formulating goals
b. Establishing specific helping plans
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II. Group-Focused Assessment
and Planning
qStarts even before the group is convened
qTwo important aspects of work with groups:
Group Composition: selection of group members and
deciding the size of the group
Group Formation: the process of getting the group
organizes so that it can function and move toward the
attainment of its planned goals
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II. Group-Focused Assessment
and Planning
Should be discuss during group formation:
a. Common group concern/problem
b. norms and rules
c. schedule and venue of group session
d. group goals
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Three perspectives in goal-
setting:
q member’s perspective- member’s understanding,
needs, motivations or purposes, and common ground
for coming together
q worker’s perspectives- agency’s societal purpose,
worker’s goals for individual members and for the
group
q group system: group goal- product of worker-group
interaction
- two phases: exploration and bargaining
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Let’s play!
Double This, That
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Program Media- refers to activities, verbal or
non-verbal ,which group engages in for the
purpose of achieving its goals.
Uses:
1. Modify/change attitudes and behavior
2. Promote individual values such as emotional and
intellectual growth
3. Influence group climate
4. Promote group interaction
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Program Media- refers to activities, verbal or
non-verbal ,which group engages in for the
purpose of achieving its goals.
Uses:
5. Enhance/enrich group content
6. Promote desired group values
7. Facilitate the beginning, middle, and ending stages of
group life.
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Selection of Program Media:
1. Goals for the group
2. Member’s objectives for joining the group
3. Appropriateness in terms of time and space
requirement
4. Age of group members
5. Emotional and social characteristics of the members
6. Cultural and ethnic background of the members
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Selection of Program Media:
7. Physical characteristics of the members
8. Mood of the group
9. Availability of materials or resources
10. Worker’s skills and capacities
Group dynamics- structured group learning activities
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Other Goal-Related Activities:
q Planning of group program media- task of the
group
q Extra group activities (remedial approach)- for the
individual members outside of group sessions
q Heavy workloads and shortness of staff are reasons
for inability to implement extra group activities
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III. Plan Implementation
q Refers to all activities, worker intervention and group
action the group system directs for the achievement of
individual and group goals.
q “doing the decided”
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Aspects of Plan Implementation:
q Interventive roles of the worker- therapist, counselor,
crisis intervenor, mobilizer, educator, mediator,
resource person, enabler, and advocate
q Resources and services to be used
q Problems and constraints- heavy workloads, lack of
funds, inadequate facilities, shortage of staff, and
inadequate supervision
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In this stance, the worker assumes the major responsibility for
organizing & convening the group, guiding the members, group
process, discussion & the flow of ideas & emotions.
a. Flexible Stance
b. Permissive Stance
c. Authoritarian Stance
d. Direct Stance
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WORKER STANCES DURING THE
HELPING PROCESS:
1. Direct stance
q Worker assumes the major responsibility for
organizing & convening the group, guiding the
members, group process, discussion & the flow of
ideas & emotions
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WORKER STANCES DURING THE
HELPING PROCESS:
2. Facilitating stance
q Worker sees himself as a member of the group, with special
expertise & different roles & functions from the group members
q Takes place when the membership has experience in group
participation, has social capability & some independent
strength
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WORKER STANCES DURING THE
HELPING PROCESS:
3. Permissive stance
q Stance that assumes that if correct group composition has
been made, & the purpose & focus of the group is clear, the
group emerge
q Indicated for highly socially competent, strong motivated
group members
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WORKER STANCES DURING THE
HELPING PROCESS:
4. Flexible stance
q Simply means that the worker will change his
stance in the course of a session or over a series
of session.
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V. Evaluation
1. Regular or Periodic – on-going evaluation of
actions taken during the implementation
of plans
2. Terminal – this follows after the implementation
and is done primarily to assess the
outcome of the helping efforts so that termination
of the helping relationship can be
effected.
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Records that Group Workers Usually
Write/Keep
1. Pre-group/intake interview records
2. Individual case assessments
3. Statements of group concerns/problems,
group goals & plans
4. Attendance records
5. Process or summary recordings of group
sessions
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Records that Group Workers Usually
Write/Keep
6. Records of marginal interviews
7. Records of collateral
interviews/interviews with “significant others”
8. Evaluation records
9. Transfer/closing summaries
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VI. Termination
q Final step in the helping process
q Done when the goals for the client have been
substantially achieved
q Parts of termination:
- Pre-termination- period of preparation for the
actual ending
- central theme: mourning and time has to be
provided to allow the handling of people’s
feeling
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VI. Termination
- Termination- last actual session of the group
- Post-termination- plan for follow-up
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