Bona fide group

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Bona fidegroup theory is a theoretical perspective of communication in small groups that was initially developed by Linda Putnam and Cynthia Stohl in the 1990s. [1] Intended to provide communication theorists with a valid model of small groups on which to conduct research, this perspective focuses on the principles of communication that take place within naturally formed social groups. [2] This represented a shift in traditional research practices which had primarily consisted of studies on zero-history laboratory groups. [3]

Contents

Definition

Bona Fide groups are naturally occurring groups which exhibit two primary elements: (1) they exists with relatively stable yet permeable boundaries and (2) they are marked by interdependence with the immediate context of individual group members, and links between boundaries and context. These characteristics allow for important elements of small groups, such as fluctuation in group member commitment level and a shared sense of boundaries. [4]

The nexus of Bona Fide group perspective is marked by "the point of contact or overlap between two or more groups" [1]

Application

In their call for research to move its focus toward bona fide groups, Putnam and Stohl argued that this model is more ecologically valid than alternative case studies, and as such, it gives a more accurate reading of how small groups behave on a day-to-day basis. [2] Furthermore, since it had already helped develop current research settings, methods, and variables, it most certainly will continue to shape small group communication studies. In the time since this initial argument was proposed, social scientists have generally agreed with Putnam and Stohl, and have redirected much of their research to emphasize bona fide groups as a model of small group communication. [5]

Bona Fide group leaders can display a number of characteristics to show an understanding of both a group's interdependence with its context and its permeable boundaries. Those in positions of oversight can do much to contribute to a group's success, regardless of whether the team is in a voluntary or secular setting, or has come together for a long or short period of time. Leaders must work towards creating a positive group culture, along with an emotional climate that is relaxed and warm. They must stay attuned to the individual needs of group members, always showing respect and dignifying them by preparing to lead the group. [6] Leaders must also keep in mind that conflicts among group members may arise, and must be prepared to mediate those conflicts when necessary. [6] In viewing group members as a team rather than an audience, leaders will encourage all members to participate in discussions and decision-making, "promote diversity of opinion, and actively foster critical thinking..." [6] Through the Bona Fide Group perspective, working teams are seen as multi-faceted, emotional, and interconnected constructs that often operate towards achieving, not only their own goals, but also those of the organization within which the group finds itself in.

Related Research Articles

Emotional intelligence (EI), emotional leadership (EL), emotional quotient (EQ) and emotional intelligence quotient (EIQ), is the capability of individuals to recognize their own emotions and those of others, discern between different feelings and label them appropriately, use emotional information to guide thinking and behavior, and manage and/or adjust emotions to adapt to environments or achieve one's goal(s). Although the term first appeared in 1964, it gained popularity in the 1995 book Emotional Intelligence, written by the science journalist Daniel Goleman.

Social group Two or more humans who interact with one another

In the social sciences, a social group can be defined as two or more people who interact with one another, share similar characteristics, and collectively have a sense of unity. Other theorists disagree however, and are wary of definitions which stress the importance of interdependence or objective similarity. Instead, researchers within the social identity tradition generally define it as "a group is defined in terms of those who identify themselves as members of the group." Regardless, social groups come in a myriad of sizes and varieties. For example, a society can be viewed as a large social group.

Communication in small groups consists of three or more people who share a common goal and communicate collectively to achieve it. During small group communication, interdependent participants analyze data, evaluate the nature of the problem(s), decide and provide a possible solution or procedure. Additionally, small group communication provides strong feedback, unique contributions to the group as well as a critical thinking analysis and self-disclosure from each member. Small groups communicate through an interpersonal exchange process of information, feelings and active listening in both two types of small groups: primary groups and secondary groups.

Sympathy is the perception, understanding, and reaction to the distress or need of another life form. According to David Hume, this sympathetic concern is driven by a switch in viewpoint from a personal perspective to the perspective of another group or individual who is in need. David Hume explained that this is the case because "the minds of all men are similar in their feelings and operations" and that "the motion of one communicates itself to the rest" so that as affectations readily pass from one to another, they beget corresponding movements.

Teamwork Collaborative effort of a team to achieve a common goal

Teamwork is the collaborative effort of a group to achieve a common goal or to complete a task in the most effective and efficient way. This concept is seen within the greater framework of a team, which is a group of interdependent individuals who work together towards a common goal. Basic requirements for effective teamwork are an adequate team size. The context is important, and team sizes can vary depending upon the objective. A team must include at least 2 or more members, and most teams range in size from 2 to 100. Sports teams generally have fixed sizes based upon set rules, and work teams may change in size depending upon the phase and complexity of the objective. Teams need to be able to leverage resources to be productive, and clearly defined roles within the team in order for everyone to have a clear purpose. Teamwork is present in any context where a group of people are working together to achieve a common goal. These contexts include an industrial organization, athletics, a school, and the healthcare system. In each of these settings, the level of teamwork and interdependence can vary from low, to intermediate, to high, depending on the amount of communication, interaction, and collaboration present between team members.

The ethnography of communication (EOC), originally called the ethnography of speaking, is the analysis of communication within the wider context of the social and cultural practices and beliefs of the members of a particular culture or speech community. It comes from ethnographic research It is a method of discourse analysis in linguistics that draws on the anthropological field of ethnography. Unlike ethnography proper, though, EOC takes into account both the communicative form, which may include but is not limited to spoken language, and its function within the given culture.

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Co-cultural communication theory was built upon the frameworks of muted group theory and standpoint theory. The cornerstone of co-cultural communication theory is muted group theory as proposed in the mid 1970s by Shirley and Edwin Ardener. The Ardeners were cultural anthropologists who made the observation that most other cultural anthropologists practicing ethnography in the field were talking only to the leaders of the cultures, who were by and large adult males. The researchers would then use this data to represent the culture as a whole, leaving out the perspectives of women, children and other groups made voiceless by the cultural hierarchy. The Ardeners maintained that groups which function at the top of the society hierarchy determine to a great extent the dominant communication system of the entire society. Ardener's 1975 muted group theory also posited that dominant group members formulate a "communication system that support their perception of the world and conceptualized it as the appropriate language for the rest of society".

Interpersonal communication

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References

  1. 1 2 Stephen W. Littlejohn; Karen A. Foss (18 August 2009). Encyclopedia of Communication Theory. SAGE Publications. pp. 77–78. ISBN   978-1-4129-5937-7.
  2. 1 2 Putnam, L. L.; Stohl, C. (1990). "Bona fide groups: A reconceptualization of groups in context". Communication Studies. 41 (3): 248–265. doi:10.1080/10510979009368307.
  3. ↑ Kramer, M. W. "Bona fide groups". Blackwell Reference Online. Retrieved 1 May 2013.
  4. ↑ Putnam, Linda; Cynthia Stohl (1996). "Bona Fide Groups: An Alternative Perspective for Communication and Small Group Decision Making". In Randy Y. Hirokawa; Marshall Scott Poole (eds.). Communication and group decision making (2nd ed.). Thousand Oaks, Calif: SAGE Publications. pp. 147–178. ISBN   0761904611.
  5. ↑ Frey, L. R. (2003). Group communication in context: Studies of bona fide groups. Mahwah, New Jersey: Lawrence Erlbaum Associates, Publishers. ISBN   0805831495.
  6. 1 2 3 Galanes, G.J. (2003). "In their own words: An exploratory study of Bona Fide Group leaders". Small Group Research. 34: 741–770. doi:10.1177/1046496403257649 – via Ebsco Host.
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