Browsing by Subject "Group relations training"
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Item A comparison of techniques for building cohesiveness in small groups.(Texas Tech University, 1975-05) Miller, Jeanne ClarissaNot availableItem A study of evangelism groups as task-oriented sensitivity groups(Texas Tech University, 1971-05) Sheffield, Daniel MarkNot availableItem A study of the effects of a marathon and a traditional encounter group experience on self esteem, defensive behavior and mood(Texas Tech University, 1972-08) Sutherland, Steven HNot availableItem Facilitating postdivorce adjustment through communication skill training(Texas Tech University, 1979-08) Thiessen, Jake DThe purpose of the present study was to examine the effects of communication skills training on adjustment to divorce and separation. Divorcees were assigned to either the experimental group (N=13) or the control group (N=15). Divorcees in the experimental group received 15 hours of training in interpersonal communication skills along with didactic information regarding various aspects of the postdivorce and adjustment process. Divorcees in the control group received no treatment. Results indicated that the experimental group, relative to the control group, significantly increased in overall divorce adjustment and in empathy skill. Although the experimental group, relative to the control group, showed some increase in self esteem, the results were not conclusive. No significant differences were found between the experimental group and the control group in either perceived social support or self-disclosure skill. Discussion centered on the advantages of structured skills training as a strategy for intervention in the postdivorce adjustment process.Item Factors affecting group performance: an application of systems theory to flightcrew performance(Texas Tech University, 1987-12) Johnson, Jo Ann HamsherReviewers of group research have proposed the use of a systems model for aiding in the understanding of group processes (Hackman & Morris, 1975). According to systems theory, one must assess all of the relevant group input variables (e.g., member characteristics, group structure, and environment) in order to understand how they will impact upon the group process and ultimately upon the performance of the group. Recent investigations of flightcrew performance have suggested that while crewmembers are highly trained in their specific skills, there is a lack of coordination among members when an emergency situation arises; the result is poor group performance and possibly the loss of lives. Team Motivation (TM), or an individual's motivation to see the group achieve, was proposed as the relevant member characteristic in understanding crew coordination in flightcrews. TM scores have been used successfully to predict helping behavior in group members (Johnson, McDonald & George, 1984; Kesterson, 1986). Additional research on the TM concept has suggested that TM behavior can be shaped using appropriate training and feedback. The present experiment was designed to examine the relationship between Team Motivation, communication and group performance, and secondly to examine whether the motivation to achieve the group's goal could be increased with training. Two students and one confederate participated in a flight simulation game where students were assigned the roles of navigator and flight engineer. The confederate, serving as the pilot, followed only the directions given by crewmembers, thus creating a situation where crew coordination was necessary for the group to succeed. Students could opt to assist the pilot by supplying task-relevant communication, or continue to serve in their assigned role. Two blocks of trials were conducted with half of the groups receiving training/feedback between the two blocks. Results indicate that highly Team-Motivated groups were more productive than groups which were low in Team-Motivation. Additionally, high TM groups reported higher levels of satisfaction with their task. The training/feedback manipulation was not successful. This result was due to several factors. As hypothesized, the group process was defined as task-relevant communication, and it was proposed that groups which exhibited more task-relevant communication would have higher productivity. The assumption that quantity was the key appears to have been inaccurate. Rather, it is the timing or quality of the communication that seems to be of importance. Future researchers will need to be more aware of the criticality of the communication and take more direct measures (e.g., videotaping and using expert judges) before the impact of communication can be fully understood.Item Interpersonal values and behaviors associated with positive change in one form of encounter groups(Texas Tech University, 1973-05) Deardorff, Charles MelvinNot availableItem Interpersonal values and behaviors associated with positive change in one form of encounter groups(Texas Tech University, 1973-05) Deardorff, Charles MelvinNot availableItem The effect of differential treatments on encounter groups(Texas Tech University, 1972-12) Klein, Richard SNot availableItem The effects of diversity on intragroup conflict and performance in the U.S. Army Reserve Officer['s] Training Corps (ROTC)(Texas Tech University, 2002-05) McGurk, DennisResearch on the effects of diversity on intragroup conflict and group performance has yielded mixed results. Recent research has shown diversity to be detrimental to group performance when it is based on superficial aspects of the group members such as gender, age or ethnicity but beneficial when diversity is based on members' task relevant aspects such as education or work experience (e.g., Jehn, Northcraft & Neale, 1999; Pelled, Eisenhardt, & Xin, 1999). Intragroup conflict has been found to be detrimental to group performance when the conflict is focused on emotional interactions among group members but beneficial when the conflict is focused on different opinions of how to solve the groups' problems (e.g., Jehn et al, 1999; Pelled et al, 1999). However, most of the studies on diversity, conflict and performance have been conducted in business setting and the findings have not been evaluated in other settings. The current study investigated the effects of social category diversity, academic ability diversity, prior military experience diversity and value diversity on intragroup conflict (relationship, task and process) and performance in groups composed of ROTC cadets during Advanced Camp 2001, a five-week assessment course for Army cadets. Confirmatory factor analysis revealed that for this sample, there were only two factors, relationship and task conflict. Regression analyses revealed that value diversity was positively related to intragroup conflict and social category diversity was positively related to group performance.Item The effects of Tavistock conference, encounter-tape, and theme-centered group approaches on certain personality variables(Texas Tech University, 1973-08) Bentham, Jack EdgarThe purpose of this study was to use three group methods or treatments--the Tavistock Conference approach, the Leaderless Encounter Tape approach, and the Theme-Centered Workshop approach-- to investigate the possibility that certain group methods affect behavior in a predictable but diversified manner. If an interaction could be found between treatment effect and personality change and this Interaction were significantly different with regards to both treatment effect and certain types of personality variables, then research conclusions could be drawn concerning differential treatment effects on certain personality variables.Item The repression-sensitization dimension: personality, adjustment, defenses, self-ideal discrepancy(Texas Tech University, 1971-08) Edwards, Stephen FrancisNot availableItem Therapy preparation and its effect on group member behavior.(Texas Tech University, 1975-12) Walter, Colleen ANot available