One of the reasons communication scholars study groups and teams is because of the overwhelming amount of time we spend interacting in groups in professional contexts. More and more professional organizations are turning to groups and teams as an essential way of conducting business and getting things done. Even professions that are seemingly independent, such as being a college professor, are heavily laden with group work. The process of writing this book was a group effort as the authors and their students worked in groups to bring the book to you. Each of us had specific roles and tasks to perform.

Another vital area of group communication concerns the study of social change or social movement organizations. Groups such as People for the Ethical Treatment of Animals (PETA), the National Association for the Advancement of Colored People (NAACP), and the National Organization of Women (NOW) are all groups bound together by a shared social and political commitment—-to promote the rights of nonhuman animals, African-Americans, and women respectively. While individuals can be committed to these ideas, the social, political, and legal rights afforded to groups like these would not have been possible through individual action alone. It was when groups of like-minded people came together with shared commitments and goals, pooling their skills and resources, that change occurred. Just about any Interest Group you can think of has a presence in Washington D.C. and spends money to maintain that presence. Visit here for more information on Interest Groups.

The study of social movements reveals the importance of groups for accomplishing goals. Bowers, Ochs, Jensen and Schulz, in The Rhetoric of Agitation and Control, explain seven progressive and cumulative strategies through which movements progress as they move toward success. Three of the seven strategies focus explicitly on group communication—-promulgation, solidification, and polarization. Promulgation refers to the “a strategy where agitators publicly proclaim their goals and it includes tactics designed to win public support” (23). Without a sufficient group the actions of individual protestors are likely to be dismissed. The strategy of solidification “occurs mainly inside the agitating group” and is “primarily used to unite followers” (29). The point is to unite group members and provide sufficient motivation and support. The communication that occurs through the collective action of singing songs or chanting slogans serves to unite group members. Because the success of social movements depends in part on the ability to attract a large number of followers, most employ the strategy of polarization, which is designed to persuade neutral individuals or “fence sitters” to join a group (40). The essence of this strategy is captured in the quote from Eldridge Cleaver, “You are either part of the problem or part of the solution.” Taken together these three strategies stress that the key to group success is the sustained effort of group members working together through communication.

Case In Point The Historic Number of Women in the 113th Congress This Congress has 102 female members, including 20 female Senators, the most ever in the history of America. This was also an historic election for women of color. More than half of Asian Americans elected to the 113th Congress are women– including Mazie Hirono (D-HI), who is only the second woman of color and the only Asian American woman ever elected to the Senate. In the House, Grace Meng (D) will become New York’s first Asian American member of Congress, and Iraq War veteran Tulsi Gabbard (D-HI) the first American Samoan elected as a voting member of Congress. They will both join Tammy Duckworth (D-IL), a Thai-born, double amputee war hero. Among Latinas, Congresswoman-elect Michele Lujan Grisham became the first Hispanic woman elected representative from New Mexico. See the faces of the 113th Congress The Women’s Caucus The Congressional Caucus for Women’s Issues (CCWI) is a Congressional Member Organization (CMO) registered with the House Organization (CMO) registered with the House Administration Committee; its membership includes the women members of the House of Representatives. CCWI is not formally affiliated with Women’s Policy, Inc.; however, the two organizations share similar goals. This relates to our collectivistic culture in organizational groups. WPI is a nonprofit, nonpartisan organization whose sole focus is to help ensure that the most informed decisions on key women’s issues are made by policymakers at the federal, state, and local levels. Audiences include elected officials, regulators, women’s groups, labor groups, academia, the business community, the media, and the general public. WPI achieves and shares its rare quality of insight into relevant issues by researching and producing the best available information in the form of compelling and unbiased legislative analyses, issue summaries, impact assessments, and educational briefings. This ensures that policy decisions affecting women and their families have the benefit of input from the most objective sources possible. For more info on The Women’s Caucus visit http://www.womenspolicy.org/

Not only do Communication scholars focus on work and social movements, we are also interested in the role that one’s cultural identity and membership plays in our communicative choices, and how we interpret the communication of others. This focus sheds interesting insights when we examine membership and communication in groups and teams. One reason for this is that different cultures emphasize the role of individuals while other cultures emphasize the importance of the group. For example, collectivist cultures are ones that place high value on group work because they understand that outcomes of our communication impact all members of the community and the community as a whole, not just the individuals in the group. Conversely, individualistic cultures are ones that place high value on the individual person above the needs of the group. Thus, whether we view group work as favorable or unfavorable may stem from our cultural background. The U.S. is considered an individualistic culture in that we value the work and accomplishments of the individual through ideals such as being able to “pull yourself up by the bootstraps” and create success for yourself.

Given the complexity of group interaction, it’s short-sighted to try to understand group communication without looking at notions of power (think back to Critical Theories and Research Methods). Power influences how we interpret the messages of others and determines the extent to which we feel we have the right to speak up and voice our concerns and opinions to others. Take a moment to reflect on the different ways you think about power. What images come to mind for you when you think of power? Are there different kinds of power? Are some people inherently more powerful than others? Do you consider yourself to be a powerful person? We highlight three ways to understand power as it relates to group and team communication. The word “power” literally means “to be able” and has many implications.

If you associate power with control or dominance, this refers to the notion of power as power-over. According to Starhawk, “power-over enables one individual or group to make the decisions that affect others, and to enforce control” (9). Control can and does take many forms in society. Starhawk explains that,

This power is wielded from the workplace, in the schools, in the courts, in the doctor’s office. It may rule with weapons that are physical or by controlling the resources we need to live: money, food, medical care; or by controlling more subtle resources: information, approval, love. We are so accustomed to power-over, so steeped in its language and its implicit threats, that we often become aware of its functioning only when we see its extreme manifestations. (9)

When we are in group situations and someone dominates the conversation, makes all of the decisions, or controls the resources of the group such as money or equipment, this is power-over.