e. f. g. h. Playboy: Displays look of involvement. in group's horseplay, and other more-or-lc. ss st1Jdied forms of inelevant behavior. Nominator: Tries to assert authority or superiority by engaging in flattery, claiming superiority status or right to attention, giving directim1s authorit,itively, and interrupting contributions of others. Help seeker: Attempts to evoke sympa U1y response from other group members or from the whole group, through expressions of insecurity, pe:·sonal confusion, or self-depreciation beyond "reason". Special interest plo1dcr: Speaks for some underdog-the "smull business­ person", tbe "grass roots community ", U1e "housewife~, "labor" 1::lc. -usually cloaking own prejudices or biases in stereotype that best fits own individual need. ouiing the group dfacussion of this modified structured exercise described in Append L,. _ D, the following questions can be added to the list: a. What are the effects of the self-serving roles on the group and its capability to attain its goal? b. What are the feelings generated by these self-serving roles? c. What arc the insights that can be derived by the group members having others assume self-se. rving roles? The Conflict Resolution Model (see Figure6. 5) illustrates specific intervention s to help handle the intra personal and interpersonal aspects of the "conflict experience" while supporting the group towards productive outcomes. Be Aware of the Effects of Own Behavior on the Group: Use the Self for Group Growth 'n1e nurse as the facilitato r or coordinator of group discussion exerts an influence on the behavior and experience of group members. As described earlier, members look up to the facilitator or leader for approva l of certain behavior, responses or actions. 'n1e fncililal'or becomes the model of the group as regards behavior that is expected or acceptabl e. This is exemplified by such experiences as being on time for meetings, keeping appointments and promise s. Another instance is wl1en tl1e facilitator lbandles conflicts, especially when the group associates tbe conflict and its sources 1Nith her. The facilitator must utilize every available opportunil y to maximize group growth ·by making sure that she does not ran road the group's decision. This requires a,n openness on her part as she tries to be free from the tendencies to be proud and authoritative; she must allow the group's decision to dominate gr5mp life. · It is, therefore, vital that the facilitator becomes aware of her own behavior aad its effects on the group. Otherwise, her behavior may potentiate or mitigate such e..'C])eriences and expressions of aggression, passivity, aad rebellion. When these are allowed to happen and are not hand. led effectively, the group may not be allowed to grow from the earlier stages, or it may eventually undergo dissolution. 145 