One of the most important internal forces in group participation is the personal and psychological involvement of individuals in the affairs of the group. We generally think of group participation as an overt, observable expression through speech or actions. However, there are many subtler behavior patterns in terms of gestures, attitudes, or manners that constitute participation. We often think of participation as member involvement through speaking and entering into the discussion. We may think in terms of the breadth of participation – how many group members take part. We may think again of the intensity of participation – how often various individuals take part or how emotionally involved they become.
We may think of participation patterns – how people respond to each other. When one person enters the discussion, is he usually followed by certain others? Do a few people monopolize the discussion, or is there opportunity for all to participate? Do we help everyone participate? Is the participation pattern leader-centered or distributed throughout the group?
We may also think of participation in the sense of attending meetings, being on committees, being officers, helping finance, being on work groups, washing dishes, or writing publicity.
Research seems to indicate that individual and group productivity is related to the opportunities provided for member participation. These may include setting goals, deciding on means of attaining goals, and other aspects of discussion and decision making. Even when an individual’s ideas do not agree with the final group decision, he is much happier when he has had an opportunity to participate and express himself in the decision-making process.
Participation in the analysis and decision-making process results in less resistance to change, lower turnover in group members, greater productivity, and greater satisfaction with the group and group membership. Decision making by representatives from the group or careful explanation of decisions made by others is not acceptable substitutes for member participation in decisions. The more a member participates, the more favorable are his attitudes toward the group and the greater his feeling of concern for and identity with the group.
Those members who participate the most are those who understand the basic purposes and function of the group, have clearly in mind the group’s expectations of its members, feel secure in playing their member roles, and can see how their member roles contribute to the over-all purpose and functioning of the group. They also derive satisfaction from their participation.
What About Your Group?
- What per cent of your members are really participating – attending meetings, serving on committees, taking part in group activities, sneaking up in meetings, etc.?
- Do you often decide it is easier to do it yourselves than to involve other people in helping?
- How much attention are you paying to group participation in goal setting and other major group decisions?
- Do you try consciously to find opportunity to involve people in meaningful group work situations?
- Do you analyze your meeting procedures and activities from the point of view of the degree of meaningful member participation you may expect? Might other techniques accomplish your goals better and also facilitate much higher member participation?
- Are you really willing to let members participate in policy decisions – or would you rather have a little less participation and feel in greater control of the situation?
- Have you ever plotted the participation patterns in your group?
- Do those people that participate too much realize what effect they are having on the group or other group members?
- Have you really looked for alternative techniques you might use for solving your participation problems?