We can all make a difference in this world. One way we can is be solving problems in small groups. It’s in our DNA to help others. But, how do we effectively fix a problem and make sure that one does not reoccur? First, to ensure maximum creativity in a group we must have diversity. Next, you have to be very comfortable with yourself. Learning is a process that never stops when you are discovering yourself. Last, we must become an active listener to make everyone feel like they are a part of the group. When we apply these steps to our self and the group the possibilities are endless and no difficulties will arise.   Chapter One Diversity: Diversity in the workplace have many advantages, some being decision making,  problem- solving and productivity. Diverse groups are capable of lending new perspective and different sets of skills than those that are less diverse while also eliminating certain bias that can be held by certain groups. Having groups of people from different nationalities can provide an even greater  diversity amongst the groups. While working on a diverse group exchanging of culture and way of life amongst the group will occur which will help the group members to visualize and understand things not only from their point of view but also from others too. In theory, this will help the group to be more effective in given task,  which should lead to a better result in the final product.    The Power of one: Each and every individual  have an influence on the project. Weather  it is  good or bad, how someone behaves, even if not intentional, can have a major impact on the other members of the group. In this way, even small behaviors can have a butterfly effect and have a major impact on the final project.    A good conflict is a conflict that benefits the group one way or another . for example, to members of a design team arguing over which pump design they should use in an upcoming project. Both outline the pros and cons of each design and then both decide pump B should be used because of certain traits that it has. This is beneficial because the better product is being utilized and the group remains a cohesive unit.    A bad conflict is a conflict that divides the groups and lowers productivity. For example like in the above scenario the two designers are arguing over which pumping design to use. however in this argument, if neither of the designers is willing to cooperate with each other and a design is not reached. this a negative conflict because the decision has not been made on which pump should be used and the team is left divided. Chapter Two            Not everyone will accept everything that you may be doing for them or in the work group; this is because each and every person has different opinions in any organizational group. Since there are divergent views and beliefs among the various people, this makes it hard for people to understand each other well. It is always noted that most people who may try to win the .

1. We can all make a difference in this world. One way we can is
be solving problems in small groups. It’s in our DNA to help
others. But, how do we effectively fix a problem and make sure
that one does not reoccur? First, to ensure maximum creativity
in a group we must have diversity. Next, you have to be very
comfortable with yourself. Learning is a process that never
stops when you are discovering yourself. Last, we must become
an active listener to make everyone feel like they are a part of
the group. When we apply these steps to our self and the group
the possibilities are endless and no difficulties will arise.
Chapter One
Diversity: Diversity in the workplace have many advantages,
some being decision making, problem- solving and
productivity. Diverse groups are capable of lending new
perspective and different sets of skills than those that are less
diverse while also eliminating certain bias that can be held by
certain groups. Having groups of people from different
nationalities can provide an even greater diversity amongst the
groups. While working on a diverse group exchanging of culture
and way of life amongst the group will occur which will help
the group members to visualize and understand things not only
from their point of view but also from others too. In theory, this
will help the group to be more effective in given task, which
should lead to a better result in the final product.
The Power of one: Each and every individual have an
influence on the project. Weather it is good or bad, how
someone behaves, even if not intentional, can have a major
impact on the other members of the group. In this way, even
small behaviors can have a butterfly effect and have a major
impact on the final project.

2. A good conflict is a conflict that benefits the group one way
or another . for example, to members of a design team arguing
over which pump design they should use in an upcoming
project. Both outline the pros and cons of each design and then
both decide pump B should be used because of certain traits that
it has. This is beneficial because the better product is being
utilized and the group remains a cohesive unit.
A bad conflict is a conflict that divides the groups and lowers
productivity. For example like in the above scenario the two
designers are arguing over which pumping design to use.
however in this argument, if neither of the designers is willing
to cooperate with each other and a design is not reached. this a
negative conflict because the decision has not been made on
which pump should be used and the team is left divided.
Chapter Two
Not everyone will accept everything that you may be
doing for them or in the work group; this is because each and
every person has different opinions in any organizational group.
Since there are divergent views and beliefs among the various
people, this makes it hard for people to understand each other
well. It is always noted that most people who may try to win the
approval of everyone in a group, end up sacrificing their
principles. Since not every person will undoubtedly appreciate
the decision you have taken. The first response from the
members is to look for a mistake from other people and to
criticize them. The act makes us belittle those who are
responsible for the mistakes done by others in the group.
However, very few individuals in the group are hateful, mean or
evil in other words the majority of people are good,
hardworking and honest to each other.
Chapter Three

3. As chapter two focus on discovering yourself chapter three
focus on expressing yourself clearly. Communication is a
learned behavior and majority of people believed they are born
with the greatest communication skills. Chapter three talks
about five roles that prevent clear expression: controller,
blamer, pleaser, distractor and ghost. A controller is the type of
person who tries to dominate, regulate, and manipulate the
interaction of a group or conversations. The blamer is a person
who finds negativity with others and their ideas and
suggestions, but the blamer is usually the one who can’t come
up with his or her own ideas or suggestions. The blamer is
targeted as the black shadow of the group. The pleaser is the
one who avoids any conflict by not expressing his or her
opinions. This person usually goes with the flow. The
distractor is the one who makes a joke when the group
discussion is getting heated. The distracter does not do well
with conflict so a change of the subject is their go to move.
Then there is the ghost, which doesn’t show up to the meetings
or doesn’t join the group in discussions. Recognizing these five
roles can help you enhance your understanding of small group
work.
For this report I focused on matching two of the climate
behaviors with two different real experiences of two members
of our group. There are six defensive climates which are
evaluation, control, strategy, neutrality, superiority, and
certainty. The defensive climates have to match up with the six
supportive climates which are description, problem orientation,
spontaneity, empathy, equality, provisionalism.
I began by asking Jenna, have you ever been evaluated in any
way? Jenna’s response was to say her biological father was very
degrading. During school before college Jenna struggled a little
and her father would attempt to help, but it would end badly. He
would verbally abuse her a lot. Instead of seeing her potential
he would say to her “I cannot believe you’re so stupid” or “you

4. won’t go anywhere in life.” Then I asked Jenna, do you think
the outcome would have been better if he used his wording in a
description form? “I feel let down from the lack of effort you
put into your school work” or “I would appreciate it if you try
harder and focus more on your school work.” Jenna responded
back with “most definitely.” In the first experience I matched
up evaluation v. description. Evaluation brings up feelings of
defensiveness in people. Description is opposite of evaluation
and the focus isn’t directed at you.
For the second set of questions I asked Hussam and focused on
superiority v. equality. Communication using superiority is
when someone uses terms “I can do this better than you” or
“must I do everything around here.” A person communicating
using equality responds with “if you would like, I can show you
a solution that worked for me.” I asked Hussam if anyone has
talked to him using a superiority tone? Hussam gave an
example of when he was playing soccer and a member on his
team used to taunt him by saying “I am way better than you” or
“you will never be better than me.” Hussam used his teammate’s
words as fuel to better himself. I also asked Hussam, with his
harsh words would it have been better if he was approached
with “if you like, I can show you some solutions that worked for
my soccer game and it improved my skills?” Hussam told me
that he thought it would have been better to support him instead
of degrading him. He also felt the team would have grown
stronger if they worked together and supported each other.
Everyone could use some tips on speaking to each other clearly,
respectful, and a professional manner. Here are a few tips that
could help that came from Chapter three. Be specific, use
specific language to communicate what you’re feeling and
thinking. Communicate observations, not inferences.
Communicate about a behavior, not the person. Share ideas,
don’t give advice. It isn’t good to evaluate a person in a
conversation. Remember the group or other person is on your
side, so release your tension before you speak and practice what

5. you are going to say. Always remember to speak to others as
you wished to be spoken too.
Chapter Four
Even though some of us may not get along at first we can
use the S.O.A.R technique to help us understand members that
follow a different lifestyle than our own. You can develop
seeing others from different perspectives. S.O.A.R. stands for
Seek, Observe, Ask, Relate (Fujishin 73). We must seek out to
others to make them feel welcome in every situation. Observing
others is often better than putting in your own input, this can
simple be from listening instead of talking. Ask questions, ask
tons to discover more about others.Relate by sharing previous
experiences. More often than enough another member went
through the same.
These steps have improved our small group
experiences/meetings. Each member tries to listen more than
talk for calcification. This ensures effective productivity
between the group. When we listen there is a process that goes
through our head of what we what to get out of the
conversation. We all receive sounds that we pay attention to and
interpret in our own way. From our active listening skills, we
have gained better understanding, nonjudgmental ideas, and
trust in each other.
Work Cited
Fujishin, Randy. Creating Effective Groups: The Art of Small
Group Communication. 3rd ed. Lanham: Rowman & Littlefield,
2013. Print.