Favorite Concept

3). Pick a favorite concept that we have covered through this course and post about it.  Explain the concept to refresh our memories.  Tell the class why you have chosen this concept, and what it is you like about it.

My favorite concept that was covered during this course was the concept of Collaborative Conflict. I chose this concept because when we had to post a discussion on it, it made me reflect back on my past experiences of when I used it and when I didn't. Learning about this concept made me realize the importance of Collaborative Conflict and how it should be used in the future whether it's with my peers or coworkers. I think this concept is very beneficial in any type of communication process which is one of the main reasons why I love it so much. It's always better to come together as a group and try to work things out rather than having a competitive rage with one another. Many people use competitive conflict in a negative manner, which ultimate hurts you and the rest of your group members. 

This concept is most important to me because through Collaborative Conflict, you are able to resolve problems in certain situations as a group. Our class is about small group communication in general, so this concept is definitely an important factor to be using when you are faced with small group communication in the future. Another reason why it's my favorite is because it describes the positive effects of communicating within a group together which leads to a positive/desired outcome. I truly believe that if everyone knew how to use this concept, there would be less arguing when it comes to group communication whether it's big or small. Throughout this course, we have learned many concepts of communication barriers that deals with many negative issues and problems. With the concept of Collaborative Conflict, many of these barriers can be avoided or solved. I'm really glad we covered this concept in detail in this course because I was also able to relate this concept back to my observational group project. I definitely plan to use this concept not only in the workplace, but to use it in my everyday life. 

Favorites, Improvements and Learnings

2). What have you learned throughout this class?  What was your favorite thing about the class?  What was your least favorite thing about the class?  How can this class be improved? 

I learned a lot of techniques to use in my future career when it comes to professional communication. I thought that this was the biggest privilege I gained through this course because it prepared me to be ready for the real world. We all know how important communication is; especially when it comes to the professional world. I am also glad that I took this course for my last semester. During my time here at SJSU, I was always a bit afraid of taking a "P" related course online. Because these classes require lots of practice, I was hesitant at first to sign up for this class. But after communicating with the professor and seeing how helpful she was, I decided to sign up for Comm141P. I'm so glad I did because not only did I learn a lot from our discussions and readings, the observational project was the "cherry on top" to completing the learnings of this class. 

One favorite thing that I really enjoyed about this class as a whole was the flexibility. I think I can speak for most of us (and other students on campus) that we purposely take certain online courses because of our busy schedules. Having a full time work and school schedule can be very stressful; especially when it comes to taking classes. I was glad this course was offered online because I was able to "pre-set" my schedule ahead of time so I knew what had to be done on certain days. This brings me to my next favorite thing about this class. This class was well organized and structured in a way that we can see the whole entire course schedule prior to even beginning. I think this is incredibly beneficial because I did take advantage of this and was able to work on certain discussion posts on days I was able to. This took a huge work load off my shoulders because there are a lot of days when I can do discussions, but there are many days where I would not be able to. The great thing about this class was that there were no surprises during the whole entire schedule. Everything that was to be done was listed, and if anything changed, we would be informed on the homepage. 

My least favorite thing about this class would probably be reviewing our past quizzes and exams. I'm not sure if all online courses go about grading quizzes/exams the same way, but after getting a "not so good" score on a couple of my quizzes, I wanted to know which ones I got wrong and why. Even though there was an overview of the chapters we were tested on after each week, I would've liked to know which ones in particular I missed because some questions do appear in our exams. This confused me a bit because when I came across these questions, it took me a lot longer to answer because I didn't remember if my answer was right or wrong. Because of my personal experience with this, it would be my only suggestion of improvement for the class. Other than that, I believe that this class was well organized and taught in a great/effective way. 

Group Observation Project

1). Discuss your Group Observation Project.  Was it a useful exercise?  What did you learn?  What was good about the project?  What can be improved?

After completing the Group Observation Project, I thought it was a useful exercise in which we were able to relate and link our learning from the texts to a real life situation. During the course of observing my small group, I noticed some concepts from the text that they would continuously use during their meetings. I thought this was a useful exercise because I noticed that I was able to describe what concept/method of communication they were using (both negative and positive) amongst themselves. Prior to taking Comm 141P, I would not have been able to point out these certain styles of communication. It was rewarding to know that I had the ability to distinguish what type of communication ultimately helped or hurt them. 

I learned that I am able to put my learnings from the text and apply them to certain situations. In this particular case, I was observing a group of cheerleaders at a high school. Through my observations and time spent with the group, I learned that this group uses many concepts of small group communication in order to function well. I was also able to determine the flaws they were using that made the communication process a bit more difficult. 

An improvement I would've made is to have attended more meetings outside of their practices. Although I attended one of their games, it would've been nice to observe how their communication styles change outside of practices. It would've been very interesting to see how the interact with one another during school hours when cheerleading isn't their main focus. If I had more time, I definitely would have loved to go on their campus during school hours and observe the group in a different setting. 

Overall, I thought this project was a great way to experience real life situations of small group communication. It's different being the outside observer when you were normally used to being part of the group. It was a great experience because I was able to play a different role as an observer rather than a group member. This made me see a lot of things I had never experienced before. It was interesting to see the interactions within the group and be able to observe their behaviors. As students, I believe that we are usually the ones being observed rather than being the ones observing. This is why I thought the project was great because we were given the opportunity to play the role as an observer and look inside a group process without being part of it. It definitely helped me see more in detail on what works and what doesn't. This was a great project to experience in Comm141P and believe it can help students practice their new knowledge on small group communication to  a real life experience/situation.  

Rewards & Punishments Concept

3.) Pick one concept from the assigned reading, that has not already been discussed during this discussion week, that you found useful or interesting, and discuss it. 

A concept I chose to discuss for this week that was not already discussed was the Reward-Punishment Power. I thought this was most interesting because I was curious to see who is able to give these types of rewards/punishments to fellow group members. I also learned a lot on how this type of power should be used and when it's appropriate to use it as well. Prior to reading this chapter, I assumed that rewards and punishments were given out amongst a group depending on how good or bad the group process was going. I ultimately thought that this concept would be a simple pat on the back or encouraging words to help a group grow to success. I wasn't aware of the sacrifices some individuals or even groups make in order to achieve certain rewards. The text used a great example of this sort of power with the trash hauler and trash hauler boss. Although the trash hauler may disagree with the boss, he/she will constantly support the boss in hopes to get a raise. This example shows how this type of power can be extremely dangerous if it isn't used properly. There are many situations where an employee may be very dissatisfied at work and strongly disagree with their boss but aren't able to admit or say anything because of their future benefits and/or raise. When it comes to financial rewards, it's hard to state your own opinions when someone is in charge of your paycheck. This is usually the result of the Reward-Punishment Power that bosses tend to have a hold of. I learned that within the work place, this type of power is mainly used by the head of department or whoever is in charge of your employment. Maintaining a good relationship with whomever it might be (boss, coworkers, group members, etc.) is needed when it comes to obtaining rewards. However, when the participation of group members evolve around reward and punishment, the idea of good and effective group process may be executed. This concept was very interesting to read about because it shows that sometimes sacrifices are made in order to have a good outcome for yourself or group. 

Collaborative vs. Competitive Conflict

2.) Briefly outline an example of collaborative conflict resolution that you have engaged in. Contrast that with competitive conflict. Which was more satisfying to you? To the other party?

Collaborative conflict: A time I have engaged in collaborative conflict resolution was when my group members for a school project were on a deadline. We had trouble finding certain times to meet up and would always post pone the work week after week. When the due date was approaching within a few days, we were all extremely panicked and scared of what had to be done in order to complete the project. Everyone had to sacrifice their work/school schedule so that we can come together as a group and discuss what our further actions would be in order to complete this project. Luckily, being in a face-to-face meeting with one another allowed the communication to go smoothly and we were able to disperse the work amongst each other. During our meeting, we all talked about what we're good at, what we're comfortable with and what tasks must be completed by each person. Collaborative conflict resolution came to play because we were all discussing together in order to reach a positive solution for our project. Without collaborative conflict resolution, we probably would've failed the project if someone in the group had directed and assigned work that we weren't able to do or felt comfortable doing. Together as a group, we were able to get all our work together and turn the project in on time. We all had a great feeling of success that we were able to figure this out together and find a way to succeed.

Collaborative conflict resolution is explained as a win-win type of strategy for any kind of group. It takes a lot of time and energy because it's seen to be one of the best ways to resolve important conflicts. This type of conflict resolution requires participation from all group members to share, think, decide and figure out as a group how to create a solution. "Collaboration is less likely to result in destructive conflict when it is done fairly and when all members feel empowered through the process" (Sherblom, 208). The author explains this process as most helpful and effective because everyone in the group is able to share their view points on the issue and give their ideas together in creating a solution. 

Competitive conflict: Competitive conflict occurs when there is a win-lose situation. This can either become very destructive or very helpful depending on the situation you and your group are put in. Healthy competition can be a result of competitive conflict if you are striving for the best for both you and your group members. Amongst all the different types of competition, conflict will most likely rise if you are self-involved. Competitive conflict is beneficial in many ways if it is used in the correct manner. Using competitive strategies should only be used within a group when everyone has a mutual understanding of the limits and "rules of the game". If these rules and regulations aren't understood, the competition can only hurt yourself and the members of the group. It can eventually lead to people attacking one another in order to "win" the competition. "The key to constructive resolution of conflict resides, finally, in maintaining mutual respect among the group members themselves regardless of the immediate issues in conflict" (Sherblom, 212). Competitive conflict should only be used if the respect is mutual amongst all group members. I believe that the author warns us that this type of conflict can go either really good or really bad depending on the understandings per group. It's always better to be safe than sorry when dealing with competition which is why this type of conflict can become destructive rather than lead the group to success. 

Through my personal experiences, I believe that both types of resolutions work depending on the situation. I personally like collaborative conflict resolution because it involves a team effort to reaching success. As all group members work as a team, we are able to encourage one another because we all have the same goals. My experience with my group members for our school project was a perfect example of using collaborative resolution. Without the encouragement and communication between me and my group members, we would have never been able to find a solution to the problem. I believe that multiple ideas are better than just your own, which is why I see collaboration more effective rather than competition. Competition can help too, but I feel it's too risky when dealing with groups. As a group, everyone should have a say in the decision making process which ultimately leads to success and solutions. 

Forum, Panel, Colloquium & Symposium

1.) (Regarding Chapter 11) Distinguish among a forum, panel, colloquium, and symposium as a mans for making a public presentation. Which one would you prefer? Why? 

Forum: The text explains forum as a format to speak and listen to a larger audience. The forum provides the ability for all members of the audience to participate in discussion as well as examine the topics after presentations done by the group. This type of format allows the audience to give their input and reactions on the presentations one at a time. The goal of a forum presentation is that it ensures that everyone's opinions, viewpoints, thoughts, preferences and perspectives are all heard. 

Panel: A panel is explained as a public format where a group of experts (usually ranging from 4-8 people) discuss the issues in front of an audience. Unlike the forum, this format is done without the interaction of the audience, rather, the experts take charge of the presentation as they lead their audience. This type of discussion is unique from the others because it often uses humor and informality in order to keep their audience's attention.  

Colloquium: A colloquium is explained as a type of public discussion where a group of experts are chosen to discuss and lead the presentation which ultimately leads to discussing the problem solving format. These experts usually moderates the discussion in front of an audience. Although the experts are leading the discussion, they will often encourage members of the audience to participate by asking them to ask questions, ask for their thoughts and opinions, etc. A colloquium usually has the expert open the discussion with opinion statements, then eventually transition to having a more interactive and public discussion with the rest of the audience. The comments made from the audience go back and forth with the experts which allows everyone's voice to be heard. 

Symposium : The symposium format is led by two to six speeches on different types of issues and problems. Whoever is giving the speech is usually someone of an expert background that is able to provide information on the complex and technical issues to their audience. All speeches that are presented are required to be well prepared and practiced prior to the initial presentation. The biggest difference I see with the symposium format than the others is that it typically runs on a faster pace. The text explains that the symposium should not go more than an hour, rather, stay around the 30 minute mark. The time limit of these presentations allow the audience have time to discuss the issues. The symposium is based on time, which the moderator will explain as they introduce the issues and addresses the problems on the specific topic. 

All these different types of presentation are quite different but share the same idea of including the audience for discussion post presentation. However, one that caught my eye the most which I would use in a public presentation would be the format of a Panel. I chose panel because I felt that the styles and techniques used for this type of presentation would most likely encourage audience members to be more engaged because it's less formal. The fact that they use types of humor as interaction is seen to be very beneficial for those who may be nervous to participate or give ideas to the certain issues that are brought up. Being in an atmosphere that is comfortable where there is no pressure to be completely serious is a great way to open up your ideas to the experts without any sort of pressure or judgmental feelings. 

A Creative Group Climate

3). Pick one concept from the assigned reading, that has not already been discussed during this discussion week, that you found useful or interesting, and discuss it.

A concept I chose from this week's assigned reading was the concept of "A Creative Group Climate". I found this to be very interesting because it showed us the various amounts of ways that we are able to keep a positive group atmosphere when practicing the act of creativity. It shows us the do's and don'ts on what must be present in order to maintain that strong group climate. The text states that group creativity is constantly dependent on the climate of the group process. Climate plays a huge role on the group process because it increases the probability of any group's success. A few qualities that are attained in a creative climate are: commitment, mutual rust and respect. Along with these important qualities come openness and sharing. Openness must be maintained through the communication process as it helps solve problems and is an important part of creativity. The importance of openness must be accepted through a group leader, facilitators or members because it makes people who have emotional fears and concerns more at ease. The more openness that is present in the group climate, the more comfortable people will be if they feel uneasy or are simply scared of the boundaries of being "safe". Sharing also plays a huge role in creative group climate. "Sharing relevant information, resources, and responsibility is a cornerstone of a creative climate" (Sherblom, 174). What the author is trying to say through this statement is that without the act of sharing your own information, responsibility, ideas and input, that trust will never be made. This is incredibly important when dealing with group members because if the trust isn't there, it creates a barrier in communication. I've seen a lot of times where group members are either too selfish to share their ideas or even too scared to share their ideas because they don't trust one another. Without sharing, it defeats the positivity in creative group climate which will ultimately hurt the groups' goals. 

Cultural Barriers

2). Name five cultural barriers to creativity. What do you think these would keep a group from being creative? Have you experienced any of these personally? Explain.

In the text, the author states various amounts of cultural barriers to creativity that include: requirement for conformity, expectations of practicality and efficiency, particular areas for competition or cooperation, expectations of politeness and of following rules of social order, belief in an either/or perspective on issues, reliance on statistical proofs, dependence on generalizations, trust in the power of reason and logic, and reliance on expert knowledge. Out of all of these cultural barrier to creativity, I chose the five that I thought was most interesting and important. 

1. Requirement for conformity: I thought this barrier was very important because conformity plays a huge role on any group no matter how big or small. Conformity is a huge cultural barrier when it comes to creativity within a group because some people have trouble accepting people of different cultures other than their own. Because conformity is the act of matching certain beliefs, group norms and similar attitudes, I could see why the requirement of conformity can affect any creativity process. When an individual of a different background joins a group, there acceptance may or may not be encouraged. I believe this happens because people are likely to segregate themselves to people of their "norm". It's hard to build that trust when conformity exists within the creative group. 

2. Expectations of practicality and efficiency: This cultural barrier is difficult to overcome because everyone's expectations differ depending on what the issue may be. Some people care less than others, and some people are more passionate about the topic rather than others. This effects the groups' efficiency when one member is constantly involved and putting their ideas out on the table while others who don't really care sit back and relax. If the expectations of practicality aren't met, people who are more involved than others will have a huge problem with the groups' efforts. Thus, the expectations of both practicality and efficiency will be tarnished; negatively impacting the group's process and success. 

3. Particular areas for competition or cooperation: I see this barrier as going both either good or bad; depending on what the groups' goals and expectations are. Competition is always good when both you and your group members want to strive for the best. However, competition can also be negative if some of your groups members see competition as a negative thing. Aside from competition, everyone should be cooperating their efforts for the groups' sake. I believe that cooperation should always be present, while competition shouldn't necessarily be practiced unless agreed with the rest of the members. This is why I believe this barrier can be either a major step back or step forward depending on how every member of the group feels about the issue. 

4. Expectation of politeness and of following rules of social order: I thought this barrier was very interesting because all cultures have different expectations to what is polite or not. I believe this cultural barrier exists everywhere which is why it is seen as a common barrier within groups. Someone of an Asian background may not follow the certain social rules of someone of a African American background. If the understanding and acceptance of multicultural parties aren't accepted, there will be much arguments and head clashing during the group process. 

5. Reliance on expert knowledge: I think this cultural barrier usually happens when someone in the group isn't being trusted on the knowledge of the topic. Some people may assume they may know more than someone else, which is the reasoning behind the barrier. Everyone may have the same knowledge of an issue, but the way it is presented is important. Also, relying on one member of the group because you aren't unsure may cause some difficulties in the group process as well. The point of an effective creativity group is that everyone share their ideas no matter how wrong or right they may be. 

Creativity

1). Provide an example of creativity from your own experience. How does it fit with the chapter's discussion of creativity?

Creativity is explained in the text as ways we do things that are considered new, different, helpful and ultimately shows your creativity skills. I believe that we have all experienced many ways of creativity without even knowing it. My own personal experience with creativity has to be when working with a group for a class project. This is a great way to explore not only your creativity but the others as well. I was assigned to a group project last semester for my business class. It's always scary to be assigned into groups because I think we all know how it feels when someone is left with all the work. In my case, I was lucky enough that everybody made a group effort into participating in all the work and create ideas to make the project more unique and appealing. Our professor had assigned an assignment where we were suppose to create a business and create a plan about the tasks, duties and work ethics that must be in place to create a successful business. As a group, we definitely practiced the concept of creativity because we went beyond the boundaries in order to make our project stand out from the others. Our group meetings consisted of us sitting around a table and listing our personal ideas and input of creative material that can be incorporated to the project. Because our professor had given us an example of a powerpoint project from the previous semester, we decided we wouldn't do that and create an actual scenario of the step-by-step process through acting. We also decided to make posters to help the rest of the class see what we were acting out and what "phase" we were in at each scene. "Creative ideas enhance and expand the possibilities of a product, a way of doing something, or a way of seeing things" (Sherblom, 162). This quote from the text was a perfect way to explain the way we approached this project. The actions we took through creativity fits in with the texts' explanation of how creativity works within a group setting. We definitely went out of the norm and thought of new ways to do this project and show students that there are more than ways to learn than just powerpoint, essays, etc. I strongly believe that all members of the group brought their own creativity skills to the table that ultimately helped us become a stronger group and also helped the project be more creative and unique. 

Leading a CMC Group

3.) Pick one other concept in the book that you feel needs further discussion?

A concept I found interesting in Chapter 15 was Leading a CMC Group Meeting. I thought this concept was very beneficial when it comes to leading a CMC group through technology. In most cases, a group chooses a leader within a group to facilitate the members in a positive direction that leads to ultimate success. Choosing the group leader is a lot easier when you can physically see the individuals of a group and see first hand the qualities of their future leader. However, when it comes to CMC, the leader needs many requirements to make a group discussion flow properly and effectively. Numerous amounts of characteristics and qualities must be present in a CMC group leader that consist of: being well-structured, organized, calm, interactive, even-tempered and relaxed leadership skills. All of these are needed in order to facilitate proper discussions and communication. When the leader shows these skills to their CMC group members, it makes the group function better and also give individuals to become more involved in discussions. The most important aspect of a group leader is that he/she can make the group excited yet comfortable to participate in group communication. One aspect of this concept I found to be most interesting was learning about how aware an effective leader must be when it comes to nonverbal communication. Because CMC is used through technology, many members may be very intimidated and nervous about participating in group discussion. The effective leader must acknowledge these concerns and encourage these members without attitude or aggressive behavior. 

Anonymity, Group Size & Proximity

2.) How do anonymity, group size, and proximity influence participation and communication in CMC groups?

Anonymity exists in CMC groups mainly because an individual's identity isn't necessarily shown to the group. Because CMC focuses primarily on communicating through technology, it is normal for each member of the group to go pubicly unknown. The act of being anonymous through anonymity may or may not be beneficial depending on how an individual acts upon the CMC group. An individual may feel more comfortable to express their ideas via technology anonymously, while some may volunteer to publicize themselves towards the group. Regardless of what they choose, anonymity does indeed exist in CMC groups but doesn't necessarily hurt the group's communication process. When it comes to effective CMC groups, the text has explained that larger groups benefit more than smaller groups. This usually happens because the larger the group is, the more ideas per individual are able to generate rather than a smaller CMC group. Within a large group, there are many influential communication and involvement that comes from a greater diverse group of members. The more information that is shared, the more influential the communication becomes. When looking at a smaller CMC group, there are not as many heads put together to create more ideas, thus, the more members there are in a CMC group, the more beneficial the communication becomes. The variety of the group's characteristics, diversity, talents, personal background, experiences and physical proximity are all things that are put into the group communication to help progress to a decision-making process that is effective and positive. "Physical proximity of group members interacts with teh commnication medium to influence the group's CMC" (Valacich, George, Nunamaker, & Vogel, 1994).  This quote explains that it's not just the technology aspect that creates the groups' communication, rather, it is the physical contextual cues that becomes more influential towards the communication process. 

CMC vs. F2F

CMC (Computer-Mediated Communication) is a type of communciation that focuses on a variety of media through video, audio and text-based messaging whereas f2f communication (Face-to-Face) focuses on verbal, vocals, facial expressions, body movements, gestures and posture. These two types of communication differ a great amount because they are two completely different ways of communicating within a group. CMC focuses more on the technology prespective to provide successful communication while f2f focuses more on communicating with one another face to face. In our society today, I believe that we use a lot more CMC rather than f2f. We live in a world where technology is seen to be increasing and growing by the minute. Courses can be taught online, interviews are web based, and even portfolios are reviewed through the internet. The most influential part of CMC is when it comes to networking via internet. Websites such as YouTube, Facebook, Myspace, LinkedIn and Twitter are all forms of technology that is used to communicate with people all over the world. The text goes into depth of how CMC is in fact a great way to engage in less arguments, but they do tend to have a higher level of conflict. Althogh our society is seen to use CMC more often than f2f, it tends to experience less interpersonal communication and relationships for many obvious reasons. 

Face-to-Face  is the traditional way of communication where we use our physical presence to talk and listen to one another. This type of communication should never be forgotten or seen as a "weaker" form of communication. Although technology is on the rise (which is why a majority of us use CMC rather than f2f), nothing can really beat a face-to-face conversation. You are able to hear the person directly and sense emotions that technology could never reveal. For example, I believe that if a smiley face was used in a formal e-mail, it wouldn't be as meaningful as getting a smile from someone sitting across from me. It is more genuine and meaningful rather than seeing it in a text. These two different types of communication are used in our everyday lives and are seen to have very positive effects to them. Regardless of how different these two types of communication are, I believe they are both equally important when it comes to successful communication. 

Active Listening

Active Listening was a concept I found from the assigned reading this week that I found interesting. This was a very interesting concept to read about because there are many factors involved in active listening that is quite difficult to overcome. Prior to reading this chapter, I thought active listening was pretty self-explanatory and simple: you're suppose to listen actively with your brain. I was pretty surprised to see the numbers of barriers of active listening and how much I use these barriers in my everyday life which ultimately hurts the process of active listening. The concept of Arrogance and Disrespect was very interesting to me because I've met many people who use this method because of their cocky attitude. Many people have that know-it-all attitude, which is very difficult when it comes to listening within a group of people. It's hard to get through their hard head which usually ends up in arguments or disrespect towards an individual. This type of barrier becomes very annoying and through personal experience, I have seen how much it can hurt relationships and destroy the effects of active listening.

Another barrier I found interesting through the concept of Active Listening was Faking Attention--Pseudo-listening. I thought this was both interesting and quite humorous because I believe everyone does this without even knowing it. The fact that we "fake attention" because we don't want to listen to what's going on really effects the idea of Active Listening. This barrier is basically doing the complete opposite of Active Listening and is undoubtedly just training your bad habits to make your faking skills more effective. I'm glad the text went over this barrier because it shows that there is a way to overcome it. The only solution is to recognize the problem, than really work on listening. Many times, I don't think people realize that they are really faking attention, so it's quite beneficial to catch these types of things before it gets worse.

Selective Attention

2). Give a personal example where you have had selective attention. Why do you think that is? Is there a way you were able to overcome it?

A personal example I've had with selective attention is when it comes to my favorite hobbies and interests such as dance or fashion. I have been a dancer for many years, so every time I hear the word dance event or dance audition, my brain becomes immediately alerted. However, I am not a fan of politics so whenever I hear an important message pop up on the television I change the channel even though it's a worthwhile message. I feel as though selective attention always happens to everyone because of their personal interests and choices. Because I am such a big fan when it comes to dance or fashion, you will see me ignore all other magazines at Barnes & Noble and go straight to Vogue or Cosmopolitan. I think selective attention is a very serious matter though because it guards off your mind to only see the things you like while you ignore everything else around you. This can be dangerous because sometimes you need to be alert and aware of world-wide issues that personally affect you rather than focus on fashion, sports, music, arts, etc. that are only hobbies and personal interests.

I honestly don't believe there is a certain way to overcome it unless it is required by a class or group project. An example of this is when I had to watch the presidential debate for a class paper. I have no interest whatsoever in any kind of politic related issues, but when I knew I had to research and write about it, I was so alert to finding that channel and grasping every moment of it. I saw myself writing non-stop notes about the debate and learned a lot about current issues I never knew existed. Even though I would never voluntarily watch politics, I saw that being "forced" to watch it actually made me learn new things. So in many ways, I think I could overcome selective attention, but at the same time I do believe it would be quite difficult for many others to overcome it especially if they are out of school.

The Four Components of Listening

1). Think of a recent situation in which you found listening difficult. Which one (or more) of the four phases presented the most difficulty for you? Why? How could this have been overcome?

The Four Components of Learning: 

Sensing ( Hearing the Message)

Interpreting the Message

Evaluating the Message Content

Memory: Retaining and Responding to the Message

There are many times when I find myself in an awkward situation where I found listening to be incredibly difficult. A recent situation where this had happened was at work when I was trying to communicate with an Asian family who had difficulty speaking English. Because I work in the restaurant industry, I am constantly finding myself interacting with many people who are not originally from here. The most difficult people to communicate with are foreigners or who are from out of the country. In the text, the author states that hearing sounds or even repeating the words we are hearing isn't necessarily hearing the message. The phase of Sensing is always apparent when it comes to listening to a group of people or individual. 

In addition to the Sensing phase, there was another phase presented to me and was most difficult. Along the lines of Sensing comes Noise. The two types of noises are External and Internal noise. I come across these two types of noises quite often when I am in the work place. External noises always happen in the restaurant because of all the commotion going on around you and your patrons. Our restaurant is very well-known for the loud music, so it's inevitable that there will be much distraction when it comes to listening to my customers and trying to listen in a productive manner. Internal noise usually happens to me when it comes to judging or stereotyping my customers. Although stereotyping and judging are very negative traits to have in a person (I know I do it all the time and I'm trying to fix this), it is always a very difficult factor to avoid. If you haven't worked in the restaurant industry before, it is a well known fact that all servers will stereotype there customers prior to even serving them. Servers never want to serve a party of foreigners because we know they won't tip, or ignore Asian customers who don't speak English because they won't tip either. All these stereotypes and judgments are hurtful and also is the main cause of Internal noises which make the listening process extremely difficult. I believe this could be overcome if I opened my mind to not being so judgmental sometimes. I found that  the more I didn't stereotype, I found myself being wrong about my pre-assumptions about people and their stereotypes. The more I practice this, the more beneficial it will be for me and hopefully it will overcome my negative trait in stereotyping people. 

Another phase the was presented to me that I found very difficult to overcome was Memory. The text explains two types of memory that are Short-term memory and long-term memory. I constantly use Short-term memory to take quick food/drink orders when I don't have a notepad on me to write it down. This type of memory helps me concentrate on the specific message that is given to me within a short amount of time. However, the more chaotic and busy it gets, a lot of external noise and internal noise can come in the way in making this memory disappear very quickly. I practice Long-term memory when it comes to memorizing new items on the menu and ingredients for new drinks. Knowing that it will have to be repeated over and over again to new customers, the messages given from my managers stay in my long-term memory. This type of listening is seen very beneficial when it comes to the work field and school. 

Ethnocentrism & Homophily

3). Pick one concept from the assigned reading this week, not already discussed, that you found useful or interesting and discuss it.

A concept I found interesting that was not assigned this week was Powerless Stereotypes. This was interesting to me because I believe that everyone has judged someone through stereotypes when it comes to group work or any communication in general. Sex-role stereotyping usually happens when we automatically assume that men become leaders while women are required to just follow their orders. Sex-role stereotyping plays a negative role in certain group work when it isn't mentioned or ignored from the beginning. This greatly reminded me in multiple group work when a man decides to organize everything and he becomes the leader even before we agree upon anything. I believe this happens a lot not only in school, but in the work field as well. Just because these stereotypes exist, doesn't mean it will necessarily mean it will lead the group to success. 

Ethnocentrism is another concept that can ultimately hurt a group's progress. This can create lots of problems especially when you see it through a multicultural society. The text explains that your acceptance of different culture can have a great affect towards a group's success. An example of this is when people of multiple cultures come together in one group. Some cultures where they are verbally loud can be uncomfortable to another person who comes from a very quiet, conservative background. This creates problems because some people might take it offensively the way you are communicating because you don't accept it as "normal". When people don't expand their acceptance with the various ways their culture might has brought them up, it may be hard to create a smooth, functioning group. A personal example of this is when I am serving people who are foreigners. Usually, foreigners don't tip because it is not required in their culture. However, we may take it offensively because it is expected to leave a tip. 

Homophily was also a concept that linked to powerless stereotypes. Homophily is the act of people trying to be in groups with others who are similar to them. This creates problems because it never gives you the chance to work with others-just people you feel comfortable with. Although in some groups it may be beneficial, it doesn't expand your experience with multicultural groups. I see homophily as being stuck in your "bubble", never wanting to branch out to new experiences. 

Proxemics and Chronemics

Proxemics is explained as the study of how we use space to communicate with one another (Gass & Seiter, 2007). The way we communicate is important, as well as the space that we create in order for that communication to be done in a successful matter. If you stand too close to someone during a conversation, or are in their personal space, it is obvious that the communication will turn awkward and uncomfortable. The text explains a method of using an "invisible boundary" during conversation. This invisible boundary can be larger or small depending on your relationships with the people you are communicating with. An example of proxemics that I remember is when I was at work. I work at a restaurant, so it's inevitable that I am constantly communicating with each and every one of my customers. There was one time when my customer came up to me regarding a free desert for his girlfriend. Not only did he intrude my personal space by walking over to the server station (an area that is blocked off for customers), but what he didn't know was that I could smell the garlic edamame he had just eaten (I would know, I ordered it for them!). It was incredibly awkward when he came up to my face to discuss what he wanted and what time he wanted me to bring out the special cake. This made our conversation extremely awkward because his face was extremely close to mine (probably to be secretive and whisper so his girlfriend wouldn't hear) and the fact that he was in an area of the restaurant he wasn't supposed to be in. Regardless of his garlic breath that made the situation even more awkward, but the space he didn't give me made me extremely uncomfortable. I think all of us have been in situations where we don't want to continue a conversation because we don't want the other person to continue speaking. Even though I felt bad for the guy, I don't think it was his breath that really bothered me. It was more of the personal space that he invaded that caused me to end the conversation as soon as possible. 

Chronemics is explained as the study of the use of time that western cultures oriented towards clock-based time as an organizing principle in the work world (Dobkin & Pace, 2006). In western culture, they believed that all time is money which is completely understandable in today's culture as well. Many people should know that all of our time is valuable and because we all have different schedules, group work is hard to do because not all of us live the same lifestyles as each other. This quote from the text put chronemics in a more understandable way "Promptness is important but is also negotiable" (105, Sherblom). This quote explains the importance of time, yet, it can be worked around. An example of this is when your interacting in group work. If someone doesn't show up to a scheduled meeting or doesn't meet his/her obligations, they create negative outcomes. They waste the rest of the members' time just because he/she decided not to show up. This has happened multiple times when I was placed into group projects here at SJSU. There's always that one person who doesn't show up because they can't accommodate to our schedules. However, what this person may not realize is that we all had to bend over backwards in some kind of way in order to make our availabilities match. These types of individuals who aren't willing to pull in their own share of work is what makes a group's process fail. In order for a group's communication to be successful, time orientation must be present and respected within all members from the group.  

Two Principles of Nonverbal Communication

1). Return to the eight principles of nonverbal communication. Pick two principles, and provide new examples of how they operate in a group or team.

1. Our nonverbal communication effects the quality of our relationships.

This principle explains how nonverbal communication shows how we feel about certain relationships and the quality it has amongst one another. The text explains that nonverbal communication shows how we feel about another individual or group of people. When we decide to sit with someone during any kind of meeting, outing or event, it usually means we like this person and are attracted to the relationship we have for one another. If you think about your past experiences with nonverbal communication, you may remember that whenever you walk into a room, you automatically look around to find your friends or any familiar face so that you can sit with them. Why do you do that? Because you like the person, or because you have a feel of security and comfortability around that person. However, in the opposite effect, someone who isn't comfortable with you or just have a dislike towards that individual may get up and leave. These sorts of non verbal behaviors are very easy to catch and allows the other person to give off information without saying a single word. Thus, this sort of nonverbal communication can greatly effect the quality of any relationships- both positively and negatively. 

2. Our nonverbal communication is likely to be believed more than our verbal communication. 

Nonverbal communication is said to be more believed than verbal communication. Simply put, nonverbal communication is sometimes a more stronger type of communication even though there are no words or conversations involved. Sometimes, physical actions can have more meaning rather than through texts or verbal words. To understand this concept, we must realize that not all communication is done with words, rather, it is done by movement, body language and physical motions. An example of the importance of nonverbal communication is when you're interacting in group work. To show the rest of the members that you indeed care and share the same goals, you must interact by participating physically. This demonstrates the importance you feel towards the group. The more nonverbal actions you give towards a group, the more important you are making the group feel-making the group's process more productive. The more you neglect the group by not being there, it just shows that you aren't interested in the group which might give out the feeling that you don't like them. I believe that nonverbal communication is indeed more believable and stronger in many cases when it comes to relationships with one another. 

Role Behavior

A concept I chose interesting that was not previously discussed was Individual Role Behavior. After reading about observers in groups, I took an interest in this concept because I believe that an observer would benefit in providing more detailed suggestions and insights when individual roles are present and obvious in a group. As previously discussed in Chapter 3, the text mentioned the various roles that each individual must play in order for a group to be a success. Each role that a member plays in the group helps assist the team to reach their goals. In Chapter 14, the author mentions two different types of roles: The task-oriented role that assists the groups' ultimate goal, the Maintenance-oriented role that focuses on the social aspects, and the Self-centered roles that concern an individual's needs. All these roles are developed during your group interactions and transactions; meaning the roles are given with all of the group member's decision and feedback in assigning these roles. These three classifications of roles help with the groups' process as well as the productivity of actions within a group. Without these individual role behaviors, it would be very difficult to manage a group tasks without butting heads with one another. Through these individual role behaviors, each person is able to provide their required tasks/job which makes the process flow at ease.

Observer Feedback - Outline

1. Avoid generalizations such as "well done". The more specific the feedback, the better.

- We have all heard the general feedbacks such as "good job", "well done", "keep it up", "that was good", etc. Although all these feedbacks are seen as positive words, it's very important to provide a group a more in depth explanation of both the good and bad. When a group hears these generalizations, it doesn't effect them much as they don't have any real meaning to them. Nowadays, we see that detailed feedback are even provided through our professors at school. In elementary school, we were used to the thumbs up stamps or stickers to show us that we did a good job. Today (in college or small groups), it is important to use specific detailed words when it comes to critiquing each other or giving feedback. The more words we hear, the more we will try to fix the specific little things. If the little details are left out, it is quite possible for any group to adapt to these bad habits and keep doing it a certain way because they were never told to fix it. The more details, the better the outcome!

2. Focus on behaviors that can be changed.

-In many situations, it can be very hard for an observer to admit to a group that some behaviors should be changed. In most situations, it's the behaviors of individuals within a group that can cause problems. The importance of an observer really falls into play when the group needs someone else to fix these issues. When an observer focuses on certain behaviors, he or she will have the ability to recommend positive changes that can only benefit the groups' process. 

3. Do not debate or argue with the group you are evaluating. 

-The purpose of being an observer is to help a certain group and give out useful insights and developing ideas to make the group strive. The idea is to help the group as an observer, not to throw in your own personal analysis. As an observer, you should be giving out your personal opinions, insights, ideas, etc., but never expect them to do everything that you have suggested. 

4. Do not micromanage the group process.

-Although there may be many things an observer feels the need to criticize or fix, it is very important that he or she does not micromanage the groups' process. Even though it is a very important quality to have to go into detail (like in feedback), it is also important to put regulations on what areas need that much micromanaging. The texts states that it is more beneficial to cover and provide an analysis just two to three things rather than covering everything.

5. Remember your role.

-"An evaluator should function as a facilitator and developer" (Sherblom, 255). Just as the author stated, it is important that an observer pertains to his or her's role. The observer should avoid using the word "I" in giving feedback towards the group. All comments from the observer should be to enhance the groups' process. Everything that is said should be spoken in ways to avoid the word "liking" as well. Any feedback given to a group shouldn't be so opinionated, but very informative from an outside perspective. 

6. Accentuate the positive aspects.

-It is very important that an observer focuses on all of the positive aspects rather than the negative aspects. This is most important in any group because it encourages them to do better because they feel very good about themselves and their previous accomplishments. From much personal experience, I know I did a lot better in group work because of the positive feedback my professors would constantly tell me. It helps the negative aspects sound worse than they really are. There are many times when the negatives are brought up and focused on, it is very hard to have the motivation to fix it due to discouragement. Focusing and accentuating the positive aspects can and will create a better, much stronger foundation for the group to benefit their process. 

7. End with specific suggestions for improvement.

-After any observer is done with feedbacks, suggestions and insights, it is very important to end with specific suggestions for improvement. In many cases, there may be lots of improvement needed in a group to make it better. However, if these improvements are found, it is important to suggest specific ways to improve these certain negativities. The more specific you are with these suggestions, the better improvement will be. 

8. Be clear and concise if you present your ideas orally or in writing. 

-All advice that are accepted and talked about should be written down or discussed orally before the observer leaves the group. It is easy to be forget many things especially when there was a lot of discussion going on during the evaluation. Thus, it should be clear towards to group and observer that all ideas that were beneficial are written down and not forgotten. 

9. Compliment in public and criticize in private is an accepted practice in most professional settings.

-The text states this specific guideline as the rule of thumb. The act of complimenting your group in public are seen as positive feedback which will make the individual feel good about their progress. It will ultimately make the group stronger because the more rewarding feedback they attain while in a public setting where people can hear and visually see, the more they will continue to keep up the good work. However, this can backfire if it is done in the opposite way. Discouraging in public may be the ultimate thing that creates failure. No one wants to be ridiculed or embarrassed in a public setting. Any type of embarrassing or negative feedback received in public may be the reason why the group doesn't progress at all. Criticizing in private is a key element in success. Nobody wants to hear negative feedback from any outside party or observer, so it is important that these private feedbacks are done in a non-public setting. It will help the individual and observer communicate face to face with no additional noise or interruptions from the outside world.   

10. In an organizational setting, developing positive relationships during the feedback process will repay itself time and again. 

-All observers should have natural goals to help a group improve and develop rather than criticize and find faults. This mindset should never leave the observer from beginning to end. In any sort of organizational setting, it is very important to create positive relationships with all individuals of a group in order to have more successful outcomes. After the development of these relationships, the group members will be more likely to communicate and perform better because of the positive feedbacks given by the helpful observer. 

Why use a consultant or an observer for a small group?

Within any small group communication, any individual who isn't directly involved with the group are able to give and provide an outside perspective. The insights given out by an observer may be extremely beneficial towards a group. In the text, the author explains that the usage of observers are to ultimately help and improve the growth of the group in a positive manner. The evaluations of any specific's teams' process through an outside observer or consultant can help the group develop and mold into a stronger team. I concur with what the author states in the text about how it can only be beneficial getting positive feedback from an outside source rather than your own. I believe that it is extremely important to get advice and insights from those who are not being biased in any kind of way towards each individuals in the group. Many times, groups often tend to have disagreements and arguments about a situation. However, through the eyes of an observer, he or she is allowed to give their initial insight and feelings about what they feel went wrong, who did what, what needs to be done, etc. The author also mentions the two different skills that may be involved in observing your own small group. These two differences are participation and evaluation. Because you are working as a team and not individually, it's hard to take on two tasks (observe while you participate). It's important not to multitask in situations such as these because you may give our nonverbal signs towards your other group members that may be taken the wrong way- group members may think you are releasing an energy of being critical, judgmental etc. that are all hurtful towards the group and ultimately effects the process of the team's progress. 

Valuing Diversity

1). Does valuing diversity come easily? Why or why not? Can you make some suggestions to enhance a group's ability to value diversity?

The text goes in depth in explaining what diversity is and how it's come to where it is today.
"Diversity describes that reality of our national and world community that is made up of people having cultures, languages, and social customs different from our own" (Sherblom, 73). Without a doubt, diversity exists everywhere you look. It's at our school, workplace, social gatherings, churches, neighborhoods, etc. Wherever you go, there is a sense of diversity all around you. When it comes to valuing diversity, a lot of controversies may arise depending on your outlook on certain types of diversities. Demographics have indeed dramatically changed within these past decades in a positive way.

A suggestion I can make to enhance a group's ability to value diversity is simply having an open mind and accepting norms of other groups rather than your own. People may or may not know this, but if you are not open to change and differences, it ultimately hurts the growth and value of diversity. Another suggestion is to visit other groups that differ a lot from you. Going to church if you are not religious, or attending a dance event even though you are a basketball player. All events that you may never attend gives you the opportunity to be a part of another group's diversity and interests. If someone was very opposed to accepting diversity, a big commitment to practice valuing diversity would be attending a school that promotes diversity. Coming out of your shell to experience diversity first hand can probably be the most beneficial in enhancing your perceptions on valuing diversity.

I believe anyone has the ability to enhance the value of diversity. The more that is accepted, the more communication can be built in building a stronger foundation of any group. If the process of acceptance isn't practiced, many group communications (whether big or small) can create a mass amount of problems. Solutions may never be solved and goals may not ever be reached. Nowadays, I do believe that valuing diversity does come more easily than it has ever been. These facts are obvious as you see many more interracial couples, diversity in schools, and the diverse neighborhoods that exist all around us. SJSU is a great example of valuing diversity. When you look around campus, you see all different types of ethnicities, cultures, groups, etc. SJSU has valued the concept of diversity and we have become a better school because of it. Any institution that promotes diversity creates a stronger, well-rounded group of people who can benefit society in a positive way. "This diversity in language, culture, background, and values affect our small group communication...If a small group consists of members from diverse backgrounds, their diversity influences the group discussion" (Sherblom, 73).

White Men of Privilege

2). Explain the concept "white men of privilege".  Do you agree with the concept?  Why or why not?

The text explains hierarchies of power as the socialization processes we have come to take for granted. I agree with the text in the fact that we do indeed take granted of what is accepted as "normal" to those who hold power in society. It makes me reflect (in a positive way) how much we have improved in destroying stereotypes of hierarchies, but at the same time it makes me think of how much it still affects us in a negative way as well. In all honesty, I can both disagree and agree with the concept of "white men of privilege". I strongly disagree that only white men should have power over any given circumstance whether it's in the household, workplace, government status or job title. However, I also have accepted many norms of society on how "white men" are more respected in the work field and do have a lot trust in those who fit that stereotype.  Thus, I can understand why white men do have privileges in attaining jobs over women because of this. There was a personal experience I had gone through when my family had to choose a lawyer to represent our case. Because the outcome would potentially be in the hands of our lawyer, we had to choose very carefully on who would take on this responsibility. The concept of "white men of privilege" definitely came into play when we had to choose between an asian lawyer and a caucasian lawyer. They were both experienced for the same number of years, but we ultimately chose the caucasian lawyer because we believed he had more charisma and power to lead us to success. In the end, our case was won and me and my family's perception of "white men of privilege" was proven to be "right". In many ways, our society believes the concept of "white men of privilege" and it has become a part of the norm in our everyday lives. The more we put experience positive experiences with white men of privilege, the more we adapt to this concept. When we see a woman who has higher authority in a company rather than a white male, it is seen as "odd" or "unusual". This goes for women who are doctors or lawyers; we might have to do a double-take and think twice about what we just saw or heard. This is where I highly disagree with this concept. Women have just as much capability and knowledge to be these high statuses in authority just as men do. Although this concept can be seen in both a negative light and positive light, I'm content with knowing that we have come along way in accepting that "white men of privilege" aren't the only ones who are capable of being those who run our society. 

Roles

A concept I found interesting in Chapter 3 was the expectation of Roles. I found this topic interesting because we play roles in our everyday lives-whether it's school, work, leisure, boyfriend-girlfriend relationships, we as individuals are required to perform a task that is expected by those who surround us.The book identifies roles and norms being similar to one another yet different at the same time. Roles identify each person of the group; the ways each individual is expected to act and behave within the group. Expectations are a big part of roles because your role in the group effects the other members inside the group. "Roles identify the particular way we, as individuals, are expected to act in a group" (Sherblom, 44). Roles eventually become a status of an individual and with that position, duties are followed. There are different types of roles that an individual can be categorized with. Task roles are those who get the job done, while social-emotional roles relate to the relationships of the group. The titles of different types of roles are important because they can either make or break the function of the group as well as how smoothly the group runs. Any effective group will even take on more than one type of role in order to positively influence the group's progress to success. All types of roles should be seen as an advantage, and with that advantage comes much responsibility to you and the rest of your group members. A personal experience I had gone through that dealt with task roles was in a volunteer program. I often volunteer with a dog adoption group that promotes second chances for dogs who are about to be euthanized. One time, I went to a Palo Alto adoption event where I knew no one there. We were put into small groups to scatter along the block so the dogs could be seen in various locations. Although no one was officially put in charge, we all made roles for ourselves individually. This was incredibly effective because we knew our task roles and the responsibilities that were expected from us. We didn't have to ask or rely on anyone else but ourselves which in the end effects the group in a positive way. Regardless of how many tasks were being performed by me as an individual, having my own expectations and responsibilities made the event function more smoothly and effectively.

Internal & External Constraints

2). Distinguish between internal and external constraints. Provide and example of each one from your own experience.

In any kind of decision-making process within a group, a certain type of constraint plays a huge role in making those decisions. The text explains that the type of constraint where time, money, knowledge and energy used are called External constraints. This type of constraint focuses on using tools to ultimately reach a solution. Those who are of External constraints want to get the solution by using as many useful factors as possible. I have experienced External constraints when it comes to my workplace. I used to be a front desk manager where all decisions for the hosts were to be made myself. When we would encounter a problem at the front desk (anything from new menus, to new computers), I would always go to the managers and my boss so that we can work together in order to solve a problem. There were always weekly meetings where we would discuss how the restaurant's money would be used in a beneficial way. As a group, we would never make decisions on our own, but pull out the books and discuss it as a team to make the restaurant better for the present and future.

The second type of constraint are those of the Internal constraints. This type of group are seen to have caused the problem in the first place, rather than help the problem. Internal constraints definitely have a harder type finding any type of solution due to their lack of the decision-making process. A time I had experienced an Internal constraint was at my old job where I worked in retail. My old boss would constantly give away free clothes without giving a proper discount or recording the items given away. She was put in the category of those who are of Internal constraint because she caused the problem and did not even attempt to solve the problem. It ultimately hurt the business and it ended up closing down because they lost so much money. There was no team work or any decision-making process which led to ultimate failure.

Week 3 Discussion: Norms

1). Are there group norms at SJSU? What are they? In the group of individuals that you spend time with, are there group norms? What are they? In both cases, how did you identify these norms? How did you adapt to these norms?

When I hear the word "norm", I immediately think about cliques and groups that are expected  in society to be 'normal'. Here at SJSU, it is without a doubt that we are exposed to a diverse group of people that range from different ages, religions, ethnicities, social statuses and races. Because we are exposed to so many different types of cultures and people, it's not surprising that people will drift off into their own groups that they will consider the "norm".  If you look around campus, we see that the sororities are a group of norms, the art majors are grouped as norms, dancers are grouped together as norms, etc. Each clique share a common interest that they consider to be normal. The group I hang out majority of the time on campus are mostly my old high school friends. Even though we were not technically "put" in this group, we managed to congregate together because we share the same norm of going to the same high school and growing up in the same neighborhood. Whether or not we are studying the same major or participating in the same club, we share similar interests that bring us together into a group. There are many ways to identify a group as being a norm. Each group you approach, they will most likely consider themselves as the norms because it's what they believe in. I believe that adaptation to groups happen mostly to freshmen in college. Finding your group of norms is done mostly in the beginning of the year; finding the group that you fit in with most. Thus, many groups adapt to people who surround themselves with those alike with one another, i.e.; same majors, similar hobbies, same interests, etc.  I believe that SJSU has hundreds to thousands types of group norms, but because we are so diverse, it only helps/promote the positivity of diversity. 

Chapter 2: Cohesion

A concept that I found interesting in Chapter 2 was the topic on Cohesion. I found this interesting because our prior discussions focused on interdependence and interrelationships which are two completely opposite concepts. Group cohesion is explained in the text as the act of one individual in a particular group that has an attraction to the group that ultimately helps the group as a whole. Cohesion exists in those who have the urge and commitment to be loyal to their group in order to reach a goal that they all share. There is a strong willingness to help amongst one another, which is unapparent in an interdependent group. Because the act of cohesion is positive, any group who share this concept are often more effective and more satisfied in the outcome due to their better decision making skills and communication. Another interesting fact I learned about Cohesion was the terminology they use with one another. Group cohesions often use terms such as “we” to refer themselves as a whole rather than using the words I, me, or him/her. Other groups that are not their own are referred to as “they”. Cohesion groups are very communicative and less stressful than other groups that focus on themselves or don’t share the same passion/goals with the other individuals. The concept of cohesion rose a particular interest as I wish to share this type of group communication in upcoming endeavors with group work.