By Marian F. Fatout, Steven R. Rose
In mild of the becoming value of and reliance on activity teams within the social prone, this entire textual content examines the makes use of, tools and dynamics of such teams. Following an outline of the character, heritage and diversity of job teams, the authors speak about the function of the social employee in those teams, targeting: the recruitment and composition of teams; partaking as a group member; shepherding a gaggle and working with challenge behaviours inside of it.
Task teams within the Social Services will end up an essential source to either scholars and practitioners in social paintings.
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Additional info for Task Groups in the Social Services
Brilhart (1974) suggested that the most common size for a committee was five, seven, or nine members. Hare (1952) found that five was an optimum size for member satisfaction. Zastrow (1985) indicated that perhaps because of the formation of subgroups, groups with an even number of members have more disagreements and conflicts than do odd number groups. A useful principle is "the least group size," which states that the proper size of the group is the "smallest group in which it is possible to have represented at a functional level all of the social and achievement skills required for the particular activity" (Thelen, 1954, pp.
Even in this very formal group structure, an informal structure will emerge from the members' interactions over time. Such informal structure can be an obstruction to the accomplishment of the group puφose, or it can be helpful in moving the group more successfully in the designated direction. Size The size of the task group is another factor that is determined in the planning process. A useful guideline is: "The group should be small enough to allow it to accomplish its purpose, and yet large enough to permit members to have a satisfying experience" (Toseland & Rivas, 1984, p.
Task groups should be homogeneous to ensure stability and heterogeneous to produce vitality. A research consensus exists about the desirability of a range of personality variables of the task group members. Studies indicate that groups that are heterogeneous in regard to personality profiles of the members are more effective than groups in which members have a more homogeneous profile. Two types of member characterisdcs, gender and ethnic identity, have recently been studied to attempt to better understand their effects on task group functioning (Davis, 1986; Reed & Garvin, 1983).