Predictable affective responses are evoked during each phase of a group or organizational problem-solving process. With the needs assessment phase come hope and energy; with goal-setting, confusion and dissatisfaction; with action planning, involvement and accomplishment; with implementation, "stage fright" and joy; with evaluation, pride or…

Investigated the relationship between scores on the Orientation Inventory (Ori) and overt behavior during a small-group problem-solving activity. A special observation system scored the students' behavior in ten-second time-sampling intervals. Ori scores did not correlate even moderately well with the behavior of the subjects during the…

The centrality of interpersonal trust for effective managerial problem solving was illustrated by inducing either a high-trust or a low-trust mental set in experimental groups. Subjects operating in a high-trust environment were significantly more effective in problem solving. (Author)

This study investigated effects of: (1) task-oriented communication and non-task-oriented communication on group outcome; and (2) visual impairment on intragroup and intergroup communication in competitive situations. The results showed that amounts of task-oriented interaction was significant in determining goal accomplishment, while…

This review examines published research on small-group development done in the last ten years that would constitute an empirical test of Tuckman's hypothesis that groups go through the stages of "forming,""storming,""norming," and "performing." A fifth stage, "adjourning," was added to the…

Argues that using data collected at an individual level to make inferences concerning the effects of group level processes on individual behavior and attitudes often results in unrecognized inaccuracies. Demonstrates a multilevel approach for examining individual and group level influences of a social interaction variable on individual outcomes.…

The problem-solving method most often used in problem-solving groups is likely to create relationships among members of the group that will lead to a win-lose solution. To avoid this, members can list conditions they feel a solution must meet before they can accept it. (Author)

Although consultation models have expanded, research demonstrating the effectiveness of consultation has lagged behind, thus limiting the acceptance of consultation as a method of intervention in schools. This study presents a preventive consultation framework and demonstrates its effectiveness in working with school principals to change the…

College students (N=419) completed the Self-Disclosure Situations Survey measuring the social-situational determinants of self-disclosure. Studied four research questions about the effects of setting and gender on self-disclosure. Research indicated that males self-disclose more in dyads than in small groups and females self-disclose more in…

Emotional arousal was studied during sensitivity training groups. It was concluded that the rise-and-fall pattern found in this and earlier studies is dependent on adequate time for the elicitation of negative affect and may require the isolation of the group from contact with other groups. (Author)

Trist discusses his own training and his research in organizational development, networks, and management systems. His work in the United States is explored. Trist is professor of organizational behavior at York University, Toronto, and professor emeritus at the Wharton School, University of Pennsylvania. (Author/BEF)

A case study of a consultation is presented that illustrates how two theories concerning organizational change and systems analysis were applied to a small, informal organization. Systematic intervention with small, less structured groups is advocated. (Author)

The experiences, attitudes, and recommendations of academics were generally found to be congruent with those of management-development directors in business firms that utilize the technique of sensitivity training. (Author)

Presents an expectancy model of coalition membership addressing inducements, contributions, and exchange in coalitions. Discusses how concepts and considerations both addressed and ignored in past work are accommodated by the model. Gives a number of practical implications of the model by focusing on interventions into client systems. (Author/RC)

Female participants in educational personal growth groups often have needs and goals that are different from those of male participants. Theoretical and research evidence substantiating the necessity for differential approaches to change in men and women is presented. A model to facilitate the goal attainment of women is suggested. (Author)