Here the analysis of member-functions is related to those roles which have for their purpose the building of group-centered attitudes and orientation among the members, or the maintenance and perpetuation of such group-centered behavior. A given contribution may involve several roles and a member or the “leader” may perform various roles in successive contribution.
The encourager praises, agrees with, and accepts the contribution of others. He indicates warmth and solidarity in his attitude toward other group members, offers commendation and praise and in various ways indicates understanding and acceptance of other points of view, ideas and suggestions.
The Harmonizer
The harmonizer mediates the differences between other members, attempts to reconcile disagreements, relieves tension on conflict situations – perhaps through jesting or by pouring oil on the troubled waters.
The compromiser operates from within a conflict in which ideas or position is involved. He may offer compromise by yielding status, admitting his error, by disciplining himself to maintain group harmony, or by “coming halfway” in moving along with the group.
The gatekeeper and expediter attempts to keep communication channels open by encouraging the participation of others(”we haven’t got the ideas of Mr. X yet”) or by proposing regulation of the flow of communication (”why don’t we limit the length of our contributions so that everyone will have a chance to contribute?”)
The standard setter or ego ideal expresses standards for the group to attempt to achieve in its functioning, or applies standards in evaluating the quality of group processes.
The group observer and commentator keeps records of various aspects of group process and feeds such data, with proposed interpretations, into the group’s evaluation of its own procedures.
Follower
The follower goes along with the movement of the group, more or less passively accepting the ideas of others, serving as an audience in group discussion and decision.
“Individual” Roles
Attempts by group members to satisfy individual needs which are irrelevant to the group task and which are non-oriented to group building and maintenance point up the need for group and member training. A high incidence of “individual-centered” as opposed to “group-centered” participation in a group always calls for self-examination by the group. The diagnosis may reveal one or several of a number of conditions – low level of skill-training among members, including the group leader; the prevalence of authoritarian and laissez-faire points of view toward group functioning in the group; a low level of group maturity, discipline and morale; inappropriately chosen and inadequately defined group tasks, etc. Whatever the diagnosis, it is in this setting: that training needs should be defined. The outright “suppression” of individual roles will deprive the group of data: needed for really adequate self-diagnosis and therapy.
Aggressor
The aggressor may work in many ways – deflating the status of others, expressing disapproval of the values, acts, or feelings of others; attacking the group or the problem it is working on; showing envy toward another’s contribution by trying to take credit for it, etc.
The Blocker
The blocker tends to be negativistic and stubbornly resistant, disagreeing and opposing without or beyond reason, and attempting to maintain or re-open an issue after the group has rejected it.
The recognition seeker works in various ways to call attention to himself, often by boasting, reporting on personal achievements, acting in unusual ways, struggling to prevent his being placed in an “inferior” position, etc.
The self confessor uses the audience opportunity which the group setting provides to express personal, non group oriented “feeling,” “insight,” “ideology,” etc.
The Playboy
The playboy makes a display of his lack of involvement in the group’s processes. This may take the form of cynicism, nonchalance, horseplay, and other more or less studied forms of inappropriate behavior.
The Dominator
The dominator tries to assert authority or superiority in manipulating the group or certain members. This domination may take the form of flattery, of the assertion of a superior status or right to attention, authoritative behavior, downgrading contributions of others, etc.
The help seeker attempts to call forth “sympathy” response from other group members or from the whole group, through expressions of insecurity, personal confusion, or depreciation of himself.
Interest Pleader
The special interest pleader speaks for the “small business man,” the “grass roots,” the “community,” the “housewife,” “labor,” etc., usually cloaking his own prejudices or biases in the stereotype which best fits his individual need.
What About Your Group?
- Do the group members have an understanding of functional unit act member roles?
- Have group members developed understandings and skills in role analysis and role playing so that they more or less automatically analyze group discussion as it moves forward and act to see that needed roles are performed?
- Is the framework of functional unit act roles utilized by the group to analyze and evaluate group process?
- Do group members often forget about task or group building roles and center their activity on individually centered roles?
- Do members become so interested in task roles that they neglect group-building roles?
- Are members versatile in using the necessary task and group-building roles?
- Do group members consciously work at expanding their ability to perform needed task or group-building roles?