A PROCESS-OBSERVATION ACTIVITY

Goals

^? To enhance awareness of factors that distinguish process from content in group interaction.

^? To explore a model of group development.

Group Size

A minimum of seventeen participants.

Time Required

One hour.

Materials

^? A set of the eleven Cog’s Ladder Observation Sheets (one set for each of the eleven observers).

^? Pencils and paper for all participants.

Physical Setting

^? A room large enough to accommodate the group comfortably.

^? A round table in the center of the room where the six “active” participants are to be seated.

^? Desk chairs for the eleven observers, seated in a circle around the six at the table in group-on-group fashion.

Process

1. The facilitator describes the Cog’s Ladder model of group development, which states that groups proceed through the following five sequential phases:

^? Polite. Group members are getting acquainted, sharing values, and establishing the basis for a group structure.

^? Why We’re Here. Group members define the goals and objectives of the group.

^? Bid for Power. Group members attempt to influence one another’s ideas, values, or opinions.

^? Constructive. Group members are open minded, listen actively, and accept that others have a right to different value systems.

^? Esprit. The group is characterized by unity, high spirits, mutual acceptance, and high cohesiveness.

2. The facilitator asks for six volunteers to help demonstrate usual behavior in groups. The volunteers are asked not to be hypersensitive to criticism and to not volunteer if they are tempted to sabotage the activity by behaving in nontypical ways. (The six volunteers are not to sit at the round table until they are directed to do so by the facilitator.)

3. The facilitator distributes one of the Cog’s Ladder Observation Sheets and a pencil to each of the remaining participants. While these sheets are being studied, volunteers are instructed to reflect quietly on their “usual” behavior in groups.

4. Participants are instructed to arrange themselves in a group-on-group design.

5. The facilitator tells the volunteer group members that they will be given a problem that they must solve in twenty minutes. They are to rank the five characters in a story in the order in which they appeal to the group. (These instructions are not repeated after the story is read.)

6. The facilitator reads the following story aloud.

The Woman and the Sailor

A ship sank in a storm. Five survivors scrambled aboard two life boats: a sailor, a woman, and an old man in one boat; the woman’s fiancй and his best friend in the second.
During the storm, the two boats separated. The first boat washed ashore on an island and was wrecked. The woman searched all day in vain for the other boat or any sign of her fiancй.
The next day, the weather cleared, and still she could not locate her fiancй. In the distance she saw another island. Hoping to find her fiancй, she begged the sailor to repair the boat and row her to the other island. The sailor agreed, on the condition that she have sexual intercourse with him that night.
Distraught, she went to the old man for advice. “I cannot tell you what is right or wrong for you,” he said. “Look into your heart and follow it.” Confused but desperate, she agreed to the sailor’s condition.
The next morning the sailor fixed the boat and rowed her to the other island. Jumping out of the boat, she ran up the beach into the arms of her fiancй. Then she decided to tell him about the previous night. In a rage, he pushed her away and said, “Get away from me! I don’t want to see you again!” Weeping, she started to walk slowly down the beach.
Seeing her, the best friend went to her, put his arm around her, and said, “I can tell that you two have had a fight. I’ll try to patch it up, but, in the meantime, I’ll take care of you.”

7. After twenty minutes, the facilitator directs the observers to make brief reports. Then the volunteers are encouraged to respond to this feedback.

8. The facilitator leads a discussion of the group-growth processes in terms of the Cog’s Ladder Model, relating the various stages to the members’ observations.

Variations

^? The group’s task may be chosen to fit the particular setting or experience of the participants if the activity is used as part of an organization development (OD) effort.

^? The observer sheets can be typed on reusable 5" x 8" cards.

^? For groups with fewer than seventeen participants, observers can be given more than one observation sheet. For larger groups, several persons can be assigned to observe each dimension of group process.

^? Observers can be instructed to provide process feedback twice—in the middle and at the end of the volunteer group’s meeting.

^? A different model of group development can be used.
COG’S LADDER OBSERVATION SHEETS

Polite Phase

Look for the Polite phase. This will be going on while people are volunteering to sit in the inner group. It may last less than a minute. Make notes on polite behaviors.

Why We’re Here Phase

Note the Why We’re Here phase. How many times during the twenty-minute discussion does the group revert to this phase by trying to redefine the task? Does one person in the group bring the group back to this phase more often than others?

Bid for Power Phase

During the Bid for Power phase people make unsolicited statements and opinions. Note the number of unsolicited comments made during this phase. Also, note how many suggestions or ideas are presented that elicit no response from the other members.

Number of unsolicited comments

Number of suggestions

Constructive Phase

The Constructive phase is characterized by an open mindedness of the group members. It can be measured by the number of “real” questions directed at others in the group for the purpose of bringing out facts. Note the number of such questions.

Number of questions

This phase is also evidenced by such comments as:
“I never thought of that.”
“Yes, that’s right.”
“I believe you have a point.”
Note the number of times a person shifts positions based on the facts presented.

Number of times

“Esprit” Phase

Note characteristics and individual behavior during the Esprit phase, if it develops, although it is very unlikely to occur during this short period of time. This phase is present when you hear such comments as, “I think we did a good job on that.” There may be a feeling of good will and comradeship among the members.

Cliques

Spend the first five minutes watching the group to determine which two members agree with each other more than any other pair. During this five-minute period, also note which two people seem to disagree more than any other pair. During the final fifteen minutes record the number of times the positive members agree with each other either verbally or nonverbally. Also record the number of times the negative members disagree with each other either verbally or nonverbally.
Agrees Disagrees
Positive Clique

Negative Clique

Hidden Agenda

This task is possibly the most difficult of all. Try to determine, if you can, the real reason that any one person volunteered to be a member of the inner group. Reasons might be a desire to learn more about group dynamics, a desire for self-knowledge, or a need to gain approval. Remember that any conclusion you draw will be your impression, not necessarily the actual reason. However, you may want to check your impression later with other group members.

Need for Approval

Your task is to determine the level of the group’s (not necessarily individual members’) Need for Approval. You can determine this by counting the number of comments reflecting ideas that cannot be refuted or criticized. Sometimes a group has a need for approval from the spectators; you can determine this by noticing the reactions of the spectators. Humorous cross-play is one indication of this situation.

Need for Identity

The need for identity appears in the fifth (Esprit) phase. Because it is doubtful that the group will reach this phase, you probably will not find evidence of a need for identity. If it is present, however, it will be shown by the desire of the group to call itself by a special name or to wear a special badge, emblem, or insignia.
Variety of Participation

In every group, some people talk more than others. This is called Variety of Participation. Your task is to spend the first five minutes determining which member talks the most and which member talks the least. The last fifteen minutes should be used to record the number of comments made by each of these two members.

Greatest Talker Least Talker

Number of Comments Number of Comments

Structure

Structure is the expressed or unexpressed hierarchy within the group. Note, if you can, the evolution of a leader. Note any comments relating to structure in the work situation. Listen for any evidence of deference, subordination, or attempts to control.

A PROCESS-OBSERVATION ACTIVITY