Theory and Practice of Group Counseling - Essay Example

Integration of Theory and Practice: The relationship between theory and the practice of group counseling Practitioners in group counseling integrate theory into their practice. Theories and theoretical studies are implemented in practical training. (Munnukka, Pukuri, et al, 2002, page 5). A Student's Dictionary (2003) defines a theory as "an abstract plan, a hypothesis". There are many different definitions for the word theory in different fields yet a theory is commonly not considered to be a fact. An opinion or a speculation is typically considered to be a theory. In this usage a theory does not have to be consistent with true descriptions of reality thus allowing for incorrect statements being frequently made. By using theories, we attempt to explain, predict, and master. Generalizations and models come from the observations and this comprises of theories. (Theory, 2008.) Throughout the years, literature and studies regarding the disadvantages and manifestations of the group mind are consistent. Studies reveal that the descriptions and estimates of the group mind are undisputed. However, other areas of the group mind must be examined. Group Psychology and the Analysis of the Ego (1951, page 32) reports, "There is no doubt that all the phenomena of the group mind which have just been mentioned have been correctly observed, but it is also possible to distinguish other manifestations of the group formation, which operate in a precisely opposite sense, and from which a much higher opinion of the group mind must necessarily follow." What has not been agreed upon is a question that still remains unanswered and according to Group Psychology and the Analysis of the Ego that concern is, "...how much the individual thinker or writer owes to the stimulation of the group in which he lives, or whether he does more than perfect a mental work in which the others have had a simultaneous share." This book also refers to McDougall, author of The Group Mind. His theory states that the simplest form of a group is a "crowd" and it can only be considered a group when it has a common interest in something, a similar emotional inclination or tendency, or a mutual influence to some degree. These factors lead to an increase in mutual interaction where the individual of a group wants to do the same as the others in that group; thus to maintain harmony. McDougall states, "On the whole, therefore, it is not so remarkable that we should see an individual in a group doing or approving things which he would have avoided in the normal conditions of life; and in this way we may even hope to clear up a little of the mystery which is so often covered by the enigmatic word 'suggestion'". (Page 23.) His theory is that the most crucial part in a group is the "exaltation or intensification of emotion" produced in every member of (the group)". (Page 24.) The group gives the individual a sense of unlimited power and replaces the human society, thus the individual will do and approve of things that he/she normally would not do. This theory does, however, state that in a group the minds with lower intelligence bring down the minds of higher intelligence to their level. Lebon states that McDougall's theory goes against a highly organised group's behaviour so he lists five "principal conditions" that must take place in order to raises a group's mental level: 1. There should be some degree of continuity of existence (either material or formal) in the group. 2. In the individual member of the group some definite idea should be formed of the nature, composition, functions and capacities of the group. From this he/she may develop an emotional relation to the group as a whole. 3. The group should be brought into interaction (perhaps in the form of rivalry) with other groups similar to it but differing from it in many respects. 4. The group should possess traditions, customs and habits, and especially such as determine the relations of its members to one another. 5. The group should have a definite structure, expressed in the specialisation and differentiation of the functions of its constituents. It is believed that if these conditions are fulfilled the psychological disadvantages that hinder the groups formation will be removed. Hence, the goal is to make the group's attributes that of the individuals'. This theory, when integrated into practice (particularly that of group counselling) can be advantageous as it employs common sense as an individual can relate with the group only if it interests him/her, touches him/her on an emotional level, and if the group has some things in common. The relations of its members to one another is very important too as groups are a form of friendship, relationship, and community. Groups range from those that start up and then dissipate to those that have lasted through the ages. There are groups that are homogenous (consisting of similar types of people) and some that are un-homogenous. Natural groups and artificial groups (those that need an external force to keep them intact) and primitive and highly organised groups exist. By examining highly organised, lasting, and artificial groups (such as the church and armies), one can gain much knowledge on the relationship of theory and practice. (Group Psychology and the Analysis of the Ego, 1951.) Churches and armies are examples of artificial, highly structured, lasting groups. They go against the theory mentioned earlier as the group is the main focus and not the individuals. There is a lack of freedom for the individuals. People are not given a choice as to whether or not they want to join and an external force is used to keep the group from falling apart. There exists a prominent leader such as a Commander-in-Chief (Army) or Jesus Christ (Catholic Church) and the feelings and emotions of individuals are not considered. The advantages of such a highly organised, artificial group are that due to its tight structure, it is long lasting. The group has much power and a tremendous influence on individuals and society. The group can accomplish much. There is a proven system and order of things. This type of group provides security and can alleviate fears and anxiety and can be useful in situations where things need to be accomplished. This structured type of group can work with other groups and can influence other groups. It can help develop individual's egos and reduce or even eliminate the problem that other types of groups face such as the reduction of intelligence, as mentioned earlier. The disadvantages of this type of group include the struggle between emotional ties to self and the dominate leader, and a horrible feeling due to the disregard of others' feelings, the lack of freedom for individuals. Outsiders are not welcomed and are treated differently and some are treated very badly. A panic arises in society if a group such as the church or army begins to disintegrate, and even danger can come from a group's disruption, upheaval, takeover, and disintegration. (Group Psychology and the Analysis of the Ego, 1951.) Organisations are one form of a group and the management of a group should be examined in order to fully understand the integration of theory and practice. This study shall focus on group counselling as it is the field of study that this writing regards. "Management implies organisation as well as personal leadership," suggests Lawrence (1997, p.21). Managers are leaders of groups so some believe that management development is important as "management development is a way whereby management discharges it obligations to make work and industry more than a way of making a living", as reported by Lawrence. The author also believes that the theories of management development focus on "an attempt to reconcile the tension, even conflict, between organisational development (the needs of the enterprise) and professional development of managers (the needs of the individual)." He believes that this conflict affects individuals and their roles and responsibilities in business. There seems to be a lack of defining management development; therefore the tension and conflict, according to theory, "will continue to define consciously and unconsciously, the various tasks, activities and roles associated with management development". (Lawrence, 1997, p. 22.) The image (an attempt to create an impression) of management development is created in order to work around the conflict and tension. The goal of this image is to help managers buy into the idea and need for management development and to gain managers' participation in the set of activities that are determined. Management development helps in maintaining a business and keeps it going. Managers are uncertain about this as they believe that it could be beneficial to them and yet perhaps it exploits them. They question the credibility of management development. Regardless, most managers will not disturb the system. Lawrence (p. 23) explains the main tasks: The two main existential primary tasks of management development are to be a "civilising" influence in the enterprise and to represent the enterprise as neutral in selecting and promoting talent. The "civilising" influence can be defined in difl'erent ways depending on what managers are thought to be lacking. The "civilising" at one level is about educating the manager about budgetary control, for example, or giving him exposure to behavioural science. The manager is usually sent to a country house stafif college for these kinds of instruction. "Civilising" can also be realised through, for example, courses in how to give "smoother interviews" ending with a "good atmosphere". The thrust is towards the creation and maintenance of "good" relationships within the enterprise. The "civilising", at another level, can also be brought ahout through the use of counsellors ("grandfathers") who induct the young into the ways of the enterprise by giving them professional advice. The culture of the enterprise is thus maintained. The advantages of the theory of management development include management which helps develop business endeavours as well as personal leadership, and focusing on people and their roles instead of the physical buildings of an enterprise. Examining tasks, particularly primary tasks, can be useful for the individuals and the organisation. Although the managers are not quite sure what to think about management development, there is the belief that they are being credited and that it is a good thing. Lawrence (p. 24) discusses another possible advantage, "There is, as has been said, a tension, even conflict, in the normative primary task between organisational development and individual development that no amount of image-building can quite overcome. Hence a phenomenal task is to avoid this conflict. A good many firms do this by concentrating on manpower audits and planning. They attempt to tie their management development activities as closely as possible to the image." The author continues by saying that just the knowledge of the management development function being in existence gives some managers a promise of promotion and self development. This also helps to make the enterprise more mortal. Individuals versus enterprises can be quite overwhelming. "With these hopes and promises around it becomes possible to swallow or hide one's feelings of ambivalence and hostility and to avoid the full implications of the unexamined tension. Essentially, then, management development comes to be a buffer between the enterprise with its organizational demands and the individual with career aspirations in his job. Management development carries other phenomenal primary tasks that are to do with much larger issues of work and life. The management development activity can provide an institutional system for defending individuals against the anxiety of death". The disadvantages are postponing career death and avoiding the reality of it leads to consequences which affecting quality of life for the managers, which extends into their managerial roles at work. "Top management and management development advisers unconsciously lead other managers to believe that all have an equal chance to inherit, in reality, top positions are few," states Lawrence (p. 24). Much time on creating the belief that there is order within the enterprise so that is another false reality. This theory seems to create much fantasy and assists in managers avoiding or postponing reality. Organisations tend to focus on non-human objectives above people. Money and technology seems to be top priority above the human spirit. The balance of this is for organizations to make it their goal to make a profit while developing and assisting their employees. In order to accomplish this, a business's primary objective should be in line with human objectives. Regardless of company objectives, economic choices, and other factors organizations and individuals can exercise their freedom of choice. Individuals can choose to work for companies that focus on humans as well as company objectives and companies can choose their objectives also. (De Board, 1978, introduction vii and viii.) The psychoanalytical approach to studying the actions and processes of groups leans toward focusing on an individual's intra-psychic processes. However, belonging to a group involves internal and external processes. Belonging to a well-functioning group requires recognizing the self and the group. An individual is secure enough to differences in the group and the individual members. A well-functioning individual in a well-functioning group is honest with himself/herself and can recognize the positive and negative actions, attributes, and character traits that he/she is capable of. Psychoanalysis is about knowing oneself in order to have a perception of others that is more accurate. This description is the ideal situation for a group. (Canham, 2002, p. 113-114.) Opposite of the ideal group is the "gang" as life presents anxieties and threats (perceived or actual). The lure of the gang promises what life does not seem to offer and promises to fill the voids. Canham refers to Segal (1997, p. 161-162): Generally we tend to project into the group parts of ourselves that we cannot deal with individually, and since it is the most disturbed, psychotic parts of ourselves that we find hardest to deal with, these tend to be projected primarily into groups. Group defence mechanisms are mainly directed against psychotic anxieties which individuals cannot contain in themselves, and they use mechanisms in a way that if used by an individual would be considered psychotic. In normal circumstances constructive and realistic functioning predominates and psychotic features are kept under control. Even so, however, groups behave in a way which in an individual would be considered mad; for instance, almost invariably groups are self-idealised, grandiose and paranoid, and they can free themselves from guilt by allowing the group to sanction aggression which in the individual would be unforgivable. The gang is against everything: society, parents, self, thinking. The main goal of the gang is the organization itself. To control the members and keep itself from weakening is its main purpose. Canham points out Rosenfeld's (1971, p.174) writing which states that "ganging" provides some sort of solution to the pains that are involved in having uncertain feelings of love and concern for object. By killing the positive, loving, and dependent part of themselves, individuals choose to choose the negative and destructive part within. The author explains the gang state of mind further, "These states of mind might equally be called pro- or anti-society, pro- or anti-integration but I think, descriptively, 'group' and 'gang' convey something of what happens internally and the outward manifestation of this in relation to society." Hence, theories may vary yet the processes of groups are both external and internal. In observing children in a group, Canham states that there are many factors which come into play that determine the predominant mentality of a group or gang. Figures of authority who are responsible and possess a caring and respectful attitude towards the individuals that they are accountable for can determine whether a group or gang emerges and exists. Be it a business (or enterprise), the family unit, the classroom, or the government the figures in charge are the determining factor. Keep in mind, however, that individuals (or members of the group) have their own perception and choices; therefore, the relationship of the leader and individuals is very important. Leaders and those who are in the role of authority have their work cut out for them as it is so easy to be destructive, negative, and aggressive. This is the natural tendency of humans and all persons must all work at choosing the positive and constructive selves rather than letting the "dark side" dominate. In conclusion, there are many ideas regarding the integration of theory and practice. There are many theories available and it is difficult to The relationship between theory and the practice of group counseling is can be a positive one. Theory can be applied to groups. Both external and internal processes due come into play as one cannot ignore or neglect all factors. Individuals possess mental, physical, and spiritual sides; therefore, all factors must be considered. Theories that focus on the group's goals yet disregards the individual members do not work well. Theories that focus on external processes while ignoring internal processes are not accurate as mentioned earlier. Even the most structured and long-lasting groups such as the church and army do not incorporate the best approach regarding the integration of theory into practice (group counseling) as individuals must have a desire to be in the group, to participate, and to help meet the group's goals. The actual application and success of applying theory in practice is dependent on the authority figures. It is the task of leaders to help the group accomplish its goals while considering the individuals who belong to the group. Individuals, whether they are children or adult employees, bring in many factors and have their own perceptions and choices. Humans possess the good and bad sides of personalities. Backgrounds, upbringing, experiences, beliefs, characteristics, as well as many other inputs come into play. It is the ability of group leaders and individuals to recognize these differences and adopt theories that will encourage the individuality of each person to work with the goals of the group in order to find a "happy medium". It is, however, the overall responsibility of the leaders to develop good, healthy relationships with the individuals (members) and to help members to form positive relationships with one another. This involves building up the group and conducting maintenance activities. Constant interaction, monitoring, and feedback allows for adjustments to be made in order to fine tune. This can be applied to any type of group whether it is the family, classroom, or a huge corporation. Leaders must gain the knowledge and training that is necessary in order to perform their job. By having a considerate attitude and realizing each person's individuality with the focus of the group's goals figures of authority can help all individuals to develop a balance between individuality and groups. This seems to be the best approach. Bibliography A Student's Dictionary. 2003. Charleston, SC: The Dictionary Project, Inc. Canham, H. 2002. Group and gang states of mind. Journal of Child Psychotherapy. 28:2, 113 - 127. DOI: 10.1080/00754170210143753. Segal, 1997, p. 161-162. Rosenfeld. 1971, p.174. De Board, R. 1978.The Psychoanalysis of Organizations.Routledge, pp. introduction vii- Group Psychology and the Analysis of the Ego. 1951.New York: 1952. Lawrence, G. 1977. Management Development some ideals, images, and realities. The Journal of European Industrial Training. January/February 1977. McDougal, (first initial of author). The Group Mind. (year) pp 23-24. Munnukka, T.; Pukuri, T.; et al. 2002. Integration of theory and practice in learning mental health nursing, Volume 9,Number 1, 1 February 2002 , pp. 5. Theory. 2008. Wikipedia. (Online). Available http://en.wikipedia.org/wiki/Theory 3 April 2008) Read More