Exploration
In the initial sessions the group may appear more as a constellation of different individuals than an organized entity. This stage is usually characterized by a low group
consciousness. There may be shyness, hesitation, indecision and lack of participation. Some members maybe hyper active, and some may be insecure and nervous, not having had such an experience in the past. However, this phase marks the beginning of the development of a feeling of belonging and oneness among the members. Tuckman has used the term ‘storming’ to explain this process of exploration. In the initial meetings a semblance of order has to be restored so as to ensure a free flow of ideas and actions.
This stage involves the following steps:
Orientation and Induction
The initial stage is important as it lays the foundation of the success or failure of the group work program. The worker should introduce the members to the group by outlining her/his role and the purposes for which the group has been formed, the members should be encouraged to speak about themselves, their hopes and aspirations. In the initial sessions the members have to be inducted into the group with a certain sensitivity so as to raise their level of comfort and sense of ease. The members may be unfamiliar with each other and may be interested in finding out about the agency, the worker, other members and the purpose of the group.
The group worker helps members become part of the group.
This does not happen overnight but is a gradual process as in this process the members may have to give up some of their individuality as also their biases and prejudices.
They may have to exercise more self control and discipline.
Some people relate more easily than others, all nevertheless, start making efforts to adjust which may not be always easy. Some may be easily accepted and accept the group, others may take more time. Gradually the members start speaking the same language as the other
Stages/Phases of Group Development
members and accept the group goals and consider them as their own As the individual starts developing a sense of belonging there may be a change in his/her behaviour patterns.
Preparation of the Profile of the Members
Just as there is a need for the members to know each other, the worker too should study and observe the members closely. The worker should prepare a profile of each member giving his/her age, family background, physical characteristics, habits, interests, level of confidence , any peculiar habits or traits etc. It would help if this is based on the facts gathered and his/her observations in the initial sessions. This would not only help her/him understand the group relationship levels and interaction patterns better but also begin from where the group is. Further this may help her/him map the development over a period of time, especially at the stage of evaluation.
Setting Specific Objectives
While there may be larger goals which a group may strive to ultimately achieve, specific interim goals also need to be explored, which can form the basis of program planning.
Here the worker has to help the group determine the desired level of behaviour or social change. Although in the first stage the group has been formed keeping in mind some purpose, It is at this stage that goals have to be specifically delineated. Here the group worker encourages the active participation of the group members and helps the group assume the responsibility to determine the level of change they desire to achieve in their behaviour or social situation. e.g. kicking up the habit of smoking/ chewing tobacco, giving up using abusive language.
Objectives are nothing but statements of what the group worker is trying to achieve through the group work process.
They give meaning to the process. “Objectives serve the same purpose as a compass; they guide the agency and the worker to a determined destination”. (Trecker , 1955, 57) They should be clear and specific and later reviewed at the stage of evaluation in terms of their accomplishment.
At this stage there is a need to spell out the specific objectives which delineate the actual outcomes expected from the group worker’s intervention. For instance in the case of a group of school dropouts, some of the objectives could be
To develop an interest in studies by simplifying the methods of teaching and learning
To motivate them to resume studies by making them understand the benefits of formal schooling
To remove the fear of subjects like maths, etc.
Here the worker should pay attention to the feasibility on one hand and the needs and aspirations of the members on the other. S/he should focus on the specific benefits the members are likely to get and refrain from imposing her/
his point of view. The objectives have to be interpreted to the members, and their doubts and queries are to be encouraged.
Developing a Structure
As the group is now ready to settle down, it can be structured at this stage. The members must now be prepared and encouraged to assume roles and responsibilities. They are to be told about the expectations of the group from them in terms of tasks, on the basis of their capabilities and talents. In the Indian context the members may have to be closely assisted till they learn to
Stages/Phases of Group Development
assume responsibilities on their own. Some may need constant help of the group worker to carry out their roles.
The worker at this stage must constantly encourage the members to use their latent talents and capacities. A functional organization must emerge at this stage so as to enable the members to assume an active role and make responsible decisions. “Every group that aspires for independence and self-determination must arrange its constituent members in such a way that they can said to be “organized.” The form of organization is in itself of minor importance ….if a group is to develop and carry out its program, it must have ways of assigning or delegating responsibility, ways of getting the whole group to participate in the planning, carrying out, and evaluation of the activities that make up the program and ways of handling routine relationships with the agency and other groups.” (Trecker,1955, 150) With the emergence of a formal organization the group starts giving evidence of its flexibility and maturity. After the group is geared to assume responsibility, it is ready to move into the next phase.