3) Post-Meeting Evaluation Forms

Post-Meeting Evaluation Forms are questionnaires that are meant to provide feedback for the members in order to create an effective working group. This feedback is intended for the group to develop and improve their interaction with one another. These questionnaires should be submitted anonymously which would result in a clear honest evaluation of the group process. Questions such as, "rating the final groups decision" and "What are some positive and negative highlights experienced during the meeting." This evaluation form is a very useful resource for the group or team. These questions and answers can direct the group towards a more effective future that can help them share their strengths in order to reach a common goal. Oral and literate forms of feedback can both provide a lot of advice that a group can use. The observer has a huge role for this group and is a great asset to the goal that the group wishes to reach.

2) Observer Feedback Guidelines

In order for an observer to create an effective group evaluation, there are specific feedback guidelines that should be followed. These guidelines are meant to help the observer develop the group in a very productive manner.

1)    Specific feedback can always be better for the group because it provides a blunt point of view that can be more helpful than a generic response such as “well done.”

2)     Behaviors that can be changed in order for the group can maximize efficiency should be focused.

3)     A group observer should not inflict their own opinions and ideas to the group. An observer can offer help but should not force the group to take their advice.

4)     As a observer help the group choose general areas they can work on instead of nit picking at every single detail of the project.

5)     An evaluator should know their role as they are only observing and providing feedback.

6)     Provide feedback in a positive manner that highlights the successes of the group.

7)     The evaluation should end with specific suggestions for improvement.

8)     An observers feedback should be specific and concise in order to help the group.

9)     “Compliment in public, criticize in private” meaning that there should be respect in helping the group with your feedback

10)   The goal of an observer is to the group or team develop and improve.

1) Observer for Small Groups

In order to create effective communication between group members, consultants and observers can be used to evaluate working groups. These key players can give direct feedback to the group about how they interact with each other and can point out ideas that can maximize efficiency within the small group. By using a person who is not an affiliate with the group as an observer, they can help the group by developing their ideas and facilitating all the members. An outside evaluation can be a very useful resource that can help the group achieve their desired goals. This idea of observing can be applied to the professional world where finances are at stake. Observers also use different tools such as rating scales and response questions in order for the observer to have a better understanding of what their group wants. Post meeting evaluations can also prove to be an effective way for the group to reach their goal. 

3) Assumptions and Stereotypes

As Americans we have the opportunity to live in a country that has many different races of people living in every community. Diversity plays an important part in the success of our nation. But with diversity also comes assumptions and stereotypes which can be harmful to different people. Every race has their stereotypical characteristics that make them racially identified. Even though we may not know the person, we can assume they possess qualities through their ethnical culture. For example, asians are assumed to be smart, wearing glasses and reading at a young age. But let me tell you, I am asian and i definitely dont possess those characteristics haha. "Stereotyping is a form of categorization." This statement is true because depending on a person's racial identity, we categorize them to belong with a specific identity group.

2) White Men with Privileges

White Men with Privileges is an idea that has been outdated for decades. The idea that White Men have more privileges than anyone else is because of their social class and power. White men have always been dominate in history in terms of slavery, trade, and other political power. In today's society, however, racism and the idea that a white man deserves power is an idea that is dwindling. The privileges that white men are "granted" is more opportunities because of the "credibility" that they may have. However, White men are no different from black,brown, or yellow men. Although I may think like this, there are still many closed minded individuals that will argue with this idea.

1) Valuing Diversity

Diversity is the sole definition of the country that we live in. The United States of America is founded upon immigrants from all over the world in which we all come together under one flag. Certain parts of the states are still racist and dont appreciate diversity as much as more liberal cities such as LA or San Francisco. We are fortunate to live in a country where we can meet people of all ethnic background in our daily lives where as other countries will never even see a specific race! As a small group, in order to appreciate diversity, each member has to be open to different ideas and criticisms. If every group member only cared about the stereotypes of each ethnic member, then the group will be stuck in entropy.

3) Roles

Roles play an important part in a group. Roles is the way particular individuals are perceived to act within the group. Each role is associated with a position and status in the group. This individual role has particular rights and duties that they are supposed to fulfill in hopes of the overall group's success. There are two categories for roles. The first category is the role where they take in consideration of the group's tasks, and the other role is necessary for the social and emotional needs of the groups. The way each member and their roles participate within the group can decide the outcome of the groups success. Personally i believe that within any of my groups, i fulfill the social and emotional needs of the group. Usually i become the spokesperson because that is my strong point which is communication. However, I am very diligent about the overall group's task and take all my projects very seriously!

2) Internal and External Constraints

There are two kinds of constraints that is an asset of any decision making process which are: external and internal. External constraints impose the decision making process that can include anything like time, money, and other resources that affect the decision. Internal constraints are integral to the problem, meaning that there are limitations to their decision. A personal example of an external constraint that i have experienced is the idea that there is no time to get extra research due to the fact that the library is far away. Or there is no money to actually pay a visit to the museum that can provide extra information for the project. Internal constraint examples include the idea that any one person cannot use private information as a resource without the author's consent. External and Internal constraints can prohibit decisions and change the outlook of the dilemma at hand. Because of these constraints, not all the information can be given, and there must be alternatives for the group to be successful.

1) Group Norms

At San Jose State University, theres a lot of group norms. From students, teachers, advisors, clubs, and any other program where there are a group of people that come together. For example a group norm of a student is to complete all their work, pay attention in class, and to reach a high standard of education. A norm of a teacher on the other hand is supposed to be a leader, planned out agenda of the work, and an overall resource for a student to succeed. For my personal group, I am part of a fraternity. As an active member, I have to carry out my active duties, be attentive at all meetings, and apply myself to the fullest member in doing anything for the fraternity. During pledging, i was disciplined into taking these norms seriously. By not carrying out my fraternity norms, I am subject to punishment and fines because i can prove to be a liability to my fraternity name. I follow the older bros' examples and thats how i learned the common group norms.

3) Feedback

Feedback is the giving and receiving positive or negative criticism for the work produced. Feedback is crucial for any project because it provides the projects strong and weak points that should be addressed by the individual or small group. Its a form of perspective and opinion that can help lead the small group into the right direction of what they want to accomplish. Negative feedback can provide correctness, however negative feedback, depending on how its presented can also be detrimental to the group as many people cannot take constructive criticism. Positive feedback encourages a lot too, but sometimes the recipients dont take positive comments as seriously as the negative ones. The ironic part is, is that the negative feedback is what counts the most, and thats what most people should pay attention to. Constructive feedback also helps prevent entropy which is disorganization and chaos within the group. Giving and receiving feedback is very important to a group and should be handled seriously.

2) Entropy and Equinfinality

Entropy and Equinfinality can deeply impact any small group. Entropy is the idea of a group that has disorganization, chaos and stagnation. By having too little energy in the group, the group is less enthused about how to proceed about the project. however, a group that possesses too much energy without an organization wont get any work done. The perfect group has to balance their energy in order to reach productive results. Equifinality is the idea that there are many different paths that can lead to one success. if the group uses different routes, with their strenght and knowledge, they can come back together in order to have successful results. this however doesnt always happen when groups become independent and dont communicate well enough to fix the problems at hand. Groups work best together if they put their differences aside, and bring their strenghts all together.

From experience i know that when a group has productive things to say, they must say it and make their point across. But when no one in the group communicates, it just suffers the group as a whole and nothing happens.

1) Interdependance and Interrelationships

Interdependance and Interrelationships is how well the group works together. By being Interdependant, they share each other's knowledge to excel in whatever project they are doing. however, by being "independant" the group members work by themselves being ineffective to the groups effort and goals.

Examples of my personal experience with interdependance and interrelationships could be anywhere severe as a person not doing their part as a whole, or not even contributing any ideas to the cause. for example, if we asked what everyone thought about our conclusion, and one person complains that its not good, but yet doesnt offer any better alternative, then he is working independantly. In this case we actually got a lower grade. Not only that, but he complained that our group didnt do any work when we in fact did all of the work. another example, but of a positive group consists of all of us collaborating on our work and talking about all of our problems. We made the group work at its best because we all put in the same effort, with also helping our members if they were stuck. For that project we all received a great grade. It was solely on the fact that we worked well together.