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…

Describes a motivational needs game which illustrates quickly and dramatically how a person's needs can be activated and changed. It illustrates how problem solving performance is inhibited when people have a high need for security in an unfamiliar situation. The game requires 30-45 minutes and accommodates 5-20 people. (VT)

Describes typical phases through which decision-making groups pass. Explores communication dimensions of small-group deliberation, and presents suggestions to improve the quality of group problem solving. (Author/BH)

This study is concerned with behavioral and attitudinal outcomes in relation to communication subgroups performing simple problem-solving tasks while embedded in a larger, more complex organization. (LN)

A framegame is an informal, game-like activity that may be used within management groups to gain group consensus and problem resolution. The technique combines individual contributions and group interaction. A sample framegame structure is provided. (Author/MLF)

Two organizational problem situations were worked on by 61 teams in 4 conditions: (1) controls, (2) traditional process (goal clarity, commitment, decision making), (3) team learning (assumption surfacing, dialog, reflection), and (4) combined 2 and 3. Team learning produced significantly more double-loop learning. Controls achieved more…

Work teams can be highly motivating and can reduce overhead costs. Teams with clear, limited objectives and the right skills, feedback, and incentives will perform well. Personality difficulties, resistance to change, and lack of training can short circuit their effectiveness. (SK)

This study reports the impact of high sensitivity to early exchange in 11th-grade, CSCL triads solving well- and ill-structured problems in Newtonian Kinematics. A mixed-method analysis of the evolution of participation inequity (PI) in group discussions suggested that participation levels tended to get locked-in relatively early on in the…

This paper presents a framework for understanding the various roles and structures for computer graphics in group communication, and discusses three basic types of design decisions that need to be addressed in using such graphics systems: (1) How are the systems to be intergrated in the group communication activity? (2) How are the systems to be…

The principal's job is to encourage and facilitate cooperation and problem solving. The team concept can be used to improve education by developing consistent processes that involve many people and ensure group development of solutions to problems. (MD)

This article sets forth a group process approach useful for practicing administrators charged with a program development task. Meeting formats are suggested for involving critical reference groups in successive phases of program Development. (Author)

Briefly describes methods whereby a volunteer group of school counselors would be available to act as an intervention unit, to be called in by a school principal to help alleviate turmoil and/or stress in the school. (CJ)

Discriminant analysis of differences between 32 active and 12 inactive quality circles on member participation and circle performance showed that active circles had a lower failure rate, higher attendance, and higher net savings in circle projects. (SK)

How do groups of 3 people establish common ground in problem-solving interactions differently from groups of 2? Do they do this differently when they are supported by videoconferencing technologies? The laboratory experiment reported here manipulated group size and video mediation for participants carrying out a laboratory map task that allowed…

This study investigates the relationship between creative personality composition, innovative team climate, and team innovation based on an input-process-output model. We measured personality with the Creative Person Profile, team climate with the Team Climate Inventory, and team innovation through team-member and supervisor reports of team…