Three Outstanding Articles
Article One
Cox, J., Banez, L., Hawley, L., & Mostade, J. (2003). Use of the Reflecting Team Process in the Training of Group Workers. The Journal of Specialists in Group Work, 28(2), 89-105.
Reason for Selecting the Article
This article was selected because it offers powerful incentives for engaging different group workers. Group members should be trained to achieve targeted goals. The article is appropriate for leaders who want to promote diversity and ensure their teams realize their potentials. The concepts presented in the article can also be replicated in many groups to produce the best results (Cox, Banez, Hawley, & Mostade, 2003). Leaders can benefit the most from the concepts and strategies presented by the authors (Chen & Han, 2001). The ideas will make it possible for many leaders to form successful groups.
Article Summary
The authors begin by supporting the importance of the experiential instructional method. This method allows group trainees to engage in various group activities. Leaders should “use the reflecting team process to promote the concept of experiential instruction” (Cox et al., 2003, p. 92). The strategy provides group members with the best experiences. They also find it easier to engage in specific activities and experiences. Leaders should also embrace these experiential methods to guide, encourage, empower, and support the needs of their trainees. Reflection is also necessary because it encourages leaders to promote new strategies that can produce the best group outcomes.
Article Two
Schimmel, C., & Jacobs, E. (2012). When Leaders are Challenged: Dealing with Involuntary Members in Groups. The Journal for Specialists in Group Work, 36(1), 144-158.
Reason for Selecting the Article
This article offers critical ideas towards promoting the performance of unpromising groups. This article was selected because it predicts the uncertainties associated with different groups. Some group members might become uncooperative and eventually affect the targeted results (Anderson, 2008). The article can equip leaders with appropriate strategies, skills, and competencies for dealing with various organizational challenges (Schimmel & Jacobs, 2012). Leaders can use the ideas to achieve their organizational goals. The article can also support the changing needs of different followers.
Article Summary
Leaders should be ready to address various problems whenever leading different groups. Groups characterized by negative and involuntary members will encounter numerous difficulties. Leaders should support their followers’ needs to produce the best outcomes. The article, therefore, encourages leaders to use multi-sensory and creative interventions. Leaders should also use their competencies to motivate their followers (Schimmel & Jacobs, 2012). The next thing is to promote teamwork and diversity. The needs of the members should also be considered to engage them in the targeted group process.
Article Three
Bridbord, K., & DeLucia-Waack, J. (2012). Personality, Leadership Style, and Theoretical Orientation as Predictors of Group Co-Leadership Satisfaction. The Journal for Specialists in Group Work, 36(3), 202-221.
Reason for Selecting the Article
This article was selected because it examines a critical issue ignored by past scholars. The authors focused on the issue of group co-leader satisfaction. The article also offered powerful incentives and ideas that can make co-leaders satisfied without their roles (Champe & Rubel, 2013). The authors used a powerful study approach to get quality findings and results. The article also gives a detailed analysis to support the benefits of proper confrontational, leadership, and therapeutic strategies within a team (Bridbord & DeLucia-Waack, 2012). The article also supports the importance of positive leadership traits.
Article Summary
The study was aimed at “predicting group co-leader satisfaction using leadership style, theoretical orientation, and personality” (Bridbord & DeLucia-Waack, 2012, p. 202). The scholars observed that the level of co-leader relationship satisfaction depended mostly on theoretical capabilities and differences experienced in a team. Co-leaders should also be allowed to select the best co-therapists. The approach has the potential to increase the level of satisfaction. Individuals looking for co-leaders should therefore consider their competencies and theoretical orientations to make their groups successful. The practice will eventually make many groups successful.
Reference List
Anderson, D. (2008). Multicultural Group Work: A Force for Developing and Healing. The Journal for Specialists in Group Work, 32(1), 224-244.
Bridbord, K., & DeLucia-Waack, J. (2012). Personality, Leadership Style, and Theoretical Orientation as Predictors of Group Co-Leadership Satisfaction. The Journal for Specialists in Group Work, 36(3), 202-221.
Champe, J., & Rubel, D. (2013). Application of Focal Conflict Theory to Psychoeducational Groups: Implications for Process, Content, and Leadership. The Journal for Specialists in Group Work, 37(1), 71-90.
Chen, M., & Han, Y. (2001). Cross-cultural group counseling with Asians: A stage-specific integrative approach. Journal for Specialists in Group Work, 26(1), 111-128.
Cox, J., Banez, L., Hawley, L., & Mostade, J. (2003). Use of the Reflecting Team Process in the Training of Group Workers. The Journal of Specialists in Group Work, 28(2), 89-105.
Schimmel, C., & Jacobs, E. (2012). When Leaders are Challenged: Dealing with Involuntary Members in Groups. The Journal for Specialists in Group Work, 36(1), 144-158.