INTRODUCTION

Counseling is derived from the word “counsel” which literally means “to give advice”  .

Dictionary meaning of the word “counseling” is that [it is kind of a] help with personal

or psychological matters usually given by a professional” (Encarta Dictionary, 2009). 

Counseloris someone who gives counselling. Counseleeis the person receiving

counseling. Whereas its dictionary meanings are very simple technically counseling

refers to something beyond just giving advice. There are many times in our lives

when we all really feel we need someone to listen to us. This is basically what

counseling is someone to listen to you. The purpose of counseling is to enable you

to resolve your issues so that you can have more happiness and joy in your life. In

the counseling sessions the client can explore various aspects of their life and

feelings, talking about them freely and openly in a way that is rarely possible with

friends or family

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THE ORIGIN OF GROUP COUNSELING

The Group counselling was originally found successful in treating patients with

tuberculosis(TB) in early 1900 century. The Group counselling is used during world

war II for treating with emotional reaction. Joseph pratt, Alfred adler, Jacob Moreno,

cody Marsh and Trigant Burrow were the first to use group counselling. Early Group

effort were similar to the traditional group guidance or phychological groups we see

today.

WHAT IS GROUP COUNSELLING

Group is a therapy format that approaches issues of personal growth through the

use of interpersonal interaction which is,to interact with others to identify and

understand our maladaptive patterns and how to change them.  Group interactions

provide an opportunity to build relationships and receive interpersonal feedback

about how we experience one another.  You can gain specific skills and strategies to

meet personal goals, explore areas that present personal challenges, and gain

support and encouragement from others.  Group is one of the most effective ways to

explore and support changes you wish to make in your life.

According to Gazda, 1989, A group counselling is a helping process between

a counselor and more people (members) interacting together to achieve a goal. “the

Dynamic interaction between collections of individuals for prevention or remediation

of difficulties or the enhancement of personal growth or enrichment. Group

counseling seems like group guidance but it’s quite different in some factors.

THE GOALS OF GROUP COUNSELLING

The many goals of group counselling, which is to learn to trust oneself and others, to

achive self- knowledge and develop a sense of one’s uniques identity, to recognize

the commonality of the participants needs and problems and develop a sense of

universality, to increase self-acceptance, self-confidence and self-respect in order to

archived a new view of one self. The group counselling is also used to find

alternative ways of dealing with normal development issues and of resolving certain

conflicts, to increase self-direction, autonomy and responsibility towards one self and

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others. In addition, it aims to become aware of one’s choices and to make choices

wisely and also to make specific plans for changing certain behaviours and to

commit one-self to follow through with these plans.

THE HISTORY OF GROUP COUNSELING

The group counseling is also known as the therapy group. The Human potential

movement began in the 1960century and founded on the belief that most people only

use a small percentage of their capabilities but that within group experience, they

can recognize their full potential. The purpose it to allow a person to make full use of

his or her personal capacities leading to self-actualization. Whereas the laboratory

training which adds to conventional training by providing situations in which the

trainees themselves experiences through their own interaction of the condition, more

or less experiment on themselves and also more concerned about changing

individual behave attitude. They are two types of laboratory training which is,

simulation and sensitivity training.

Simulation is the presentation in real situation of organisations in the training

session. It covers situations of varying complexities and roles for the participants. It

creates a whole field organisation, which relates participants through key roles in it,

and has them deal with specific situations of a kind they encounter in real life.

Sensitivity training is the most controversial laboratory training method. Many

of its advocates have an almost religious zeal in their enhancement with the training

group experience. As a result of criticism and experience, a somewhat revised

approach, often described as ‘team development’ training, has appeared. It was first

used by National Training Laboratories at Bethel, U.S.A. The training groups

themselves called ‘T group”. Since it is used has been extended to other

organisations, universities and institutes.

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THE ADVANTAGES OF GROUP COUNSELING

i) Providing Unique environment

Group Counseling can offer a unique environment in which to learn about and

experience both self and other. We all live in a group for much of our lives and

working together with others in a group can provide a valuable insights into

characteristic patterns of thinking and relating it in a group setting.

ii) Exploring issues in depth

The group experience gives individuals an opportunity to explore their issues in

more depth in a setting which more closely resemble work, study, social, and

family grouping.

iii) Feeling empowerment

Gives the feeling of empowerment to the group members. It helps the group

members to build confidence and self esteem so that they may feel more in

control of your life.

iv) Highly organised

Group counselling may be highly organised with people doing specific activities

together and then sharing the results. Alternatively, it may be more freeform

where people share current issues related to the groups purpose. One’s person

verbal contribution to a group might be discussed, validated and provoke problem

solving by other group members in a session. It might also be an entry into a

discussion regarding a certain aspect of an illness or condition that is then

primarily led by the therapist.

v) Provide sense of belonging

Often people that enters a group counselling session is the one who always feel

they are alone. By entering a group counselling, group members will feel part of

the social group. They feel feel satisfied of the needs of intimacy and relatedness.

They feel related because they have the same problem to discuss. They also will

get immediate interpersonal feedback. Group counselling can facilitates personal

exploration of growth and development of the group members.

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vi) Gives meaning to each member’s human existence (avoid isolation and lonliness)

One of the main princpiles behind group counselling is the idea that dealing with

specific issues may cause isolation and a feeling that one alone in facing one’s

prolem. Group counselling attempts to conteract this isolation by assembling

people with similar issues to enforce that difficulties are not singular to one

person. Additionally, knowing other people with similar trouble can be comforting

to each individual, who may not have access in their own family and friends to

people with same problem.

THE DISADVANTAGES OF GROUP COUNSELLING

i) Less situational control

This is because the more people in one group can cause a problem and things

can go wrong. Counsellors needs to give attention to everyone in the groups so

that they don’t feel isolated.

ii) Each group members receive less attention and and less time available.

This is because if there are only one counsellors in each group. So, the

counsellor needs to give each members attention. Yet, if some person speaks

more than the other person in group, some members will not able to receive the

counsellor attention and they will speak less than what tey are planning. In

addition, the time given in the session is not long enough to let all the group

members speak much.

iii) Confidentiality is more difficult to mandate in a group than individual counselling

Confidentiality is a cornerstone of healthy therapeutic relationships and effective

treatment and is based upon the ethical principles of autonomy and fidelity, and

to a lesser degree, beneficence and nonmaleficence. Autonomy assumes clients

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have the right to decide to whom they will reveal information, and confidentiality is

based upon respect for clients’ ability to choose what they disclose. Fidelity refers

to psychologists’ faithfulness and loyalty to keep promises to clients, including not

revealing information clients disclose. Thus, in this cas, for the counselor, for

certain situation, it is difficult to mandate the secrets they heard from the client.

iv) Forcing on group opinion on all members of the group.

The counsellor may force the members to give their opinion on the problem they

discussed, Counsellor should not forced but instead let them speak voluntary so

that they don’t feel ashamed infront of the others and feel discourages.

v) Group work is not for everyone in every situation

Group counselling cannot be conducted to the person who are paranoid, brain

damaged, acutely psychotic and suicidal. This is because this is not the suitable

counselling for them. Person who have behaviour like this cannot accept the

activities that the group counselling done because it will not work on them. They

have special session with different kind of counselling.

vi) Group leader with no proper training can lead to more damage

Often, they are counselling that have no proper training to conduct the

counselling session. Without the proper training, the counsellor can lead damage

of the group members.

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YALOM THERAPEUTIC FORCES IN GROUPS

Yalom (1995 defined therapeutic factors as “the actual mechanisms of effecting

change in patient. Yalom identified 11 factors that influence the processes of

change and recovery among group therapy client. The 11 factors are:

Factors Analysis

Universality Feeling of having problems similar to

others, they don’t feel alone anymore.

Altruism Helping and supporting others

Instillation Of Hope Encouragement that recovery is

possible

Guidance Nurturing support and assistance

Imparting Information Teaching about problem and recovery

Developing Social Skills Leaning new ways to talk about

feelings , observation and concerns

Interpersonal Learning Finding out about themselves and

others from the group

Cohesion Feeling of belonging to the group or

valuing the group

Catharsis Release of emotional tension

Existential Factors Life and death are realities

Imitative Behaviour Modelling another’s manners and

recovery skills

Corrective recapitulation of family of

origin issues

Identifying and changing the

dysfunctional pattern or roles one

played in primary family

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THE STAGES OF GROUP DEVELOPMENT

There are five stages of group development. This five stages model of group

development is presented have, based on Yalom (1985),Troter (1977) & Tuckman

(1965). For use in studying all types of groups. Group member behavior as well as

group leader behavior for each stage is presented;

i) Stage 1 : Forming

This first stage of group development is coming together,or forming, stage.

In this stage the group members become oriented to the beginning of the

group process and to each other. Patterned behavior and look to the

group leader for guidance and direction. Group members have a desire for

acceptance by the group and a need to know that the group is safe. They

set about gathering impressions and data about the similarities and

differences among them and forming preferences for future subgrouping.

Rules of behavior seem to be to keep things simple and to avoid

controversy. Serious topics and feelings are avoided.

ii) Stage 2 : Transition or Storming

The next stage, which Tuckman calls Storming, is characterized by

competition and conflict in the personal relations dimension an

organization in the task-functions dimension. As the group members

attempt to organize for the task, conflict inevitably results in their personal

relations. Individuals have to bend and mold their feelings, ideas, attitudes,

and beliefs to suit the group organization. Because of "fear of exposure" or

"fear of failure," there will be an increased desire for structural clarification

and commitment. Although conflicts may or may not surface as group

issues, they do exist. Questions will arise about who is going to be

responsible for what, what the rules are, what the reward system is, and

what criteria for evaluation are. These reflect conflicts over leadership,

structure, power, and authority. There may be wide swings in members’

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behavior based on emerging issues of competition and hostilities. Because

of the discomfort generated during this stage, some members may remain

completely silent while others attempt to dominate. In order to progress to

the next stage, group members must move from a "testing and proving"

mentality to a problem-solving mentality. The most important trait in

helping groups to move on to the next stage seems to

be the ability to listen.

iii) Stage 3 : Cohesiveness or Norming

If the problem and concern of the second stage are successfully dealt with,

group members move into the third stage of group development,

cohesiveness (YALOM 1985) .The group members demonstrate greater

self-responsibility, risk taking and openness during this stage. This greater

sense of cohesiveness is experienced after inter member commitment and

caring have been tested and trust established in the previous stages.

During this stage, the norms or rules to how the group will continue to

function become fixed. The major task function of stage three is the data

flow between group members: They share feelings and ideas, solicit and

give feedback to one another, and explore actions related to the task.

Creativity is high. If this stage of data flow and cohesion is attained by the

group members, their interactions are characterized by openness and

sharing of information on both a personal and task level. They feel good

about being part of an effective group.

iv) Stage 4 : Working or performing

The Performing stage is not reached by all groups. If group members are

able to evolve to stage four, their capacity, range, and depth of personal

relations expand to true interdependence. In this stage, people can work

independently, in subgroups, or as a total unit with equal facility. Their

roles and authorities dynamically adjust to the changing needs of the

group and individuals. Stage four is marked by interdependence in

personal relations and problem solving in the realm of task functions. By

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now, the group should be most productive. Individual members have

become self-assuring, and the need for group approval is past. Members

are both highly task oriented and highly people oriented. There is unity:

group identity is complete, group morale is high, and group loyalty is

intense. The task function becomes genuine problem solving, leading

toward optimal solutions and optimum group development. There is

support for experimentation in solving problems and an emphasis on

achievement. The overall goal is productivity

through problem solving and work.

v) Stage 5 : Adjourning

Adjourning, involves the termination of task behaviors and disengagement from

relationships. A planned conclusion usually includes recognition for participation

and achievement and an opportunity for members to say personal goodbyes.

Concluding a group can create some apprehension – in effect, a minor crisis. The

termination of the group is a regressive movement from giving up control to giving

up inclusion in the group. The most effective interventions in this stage are those

that facilitate task termination and the disengagement process.

TYPES OF GROUP

i) Task Group

A group that comes together to perform a task that has a concrete goal. It is intended to

complete a specific task to solve and share about the problem and try to solve that

together.It is to help dicovertion that someone are not alone in how the feel.Example for

this group is community organizations, committees, planning groups and task force.

ii) Psychoeducational Group

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Preventative and educational groups that help group members learn information about a

particular topic or issue and might also help group members cope with that same

issue.This group may be taught by mental health experts,peer counselors who share a

similar diagnosis,or members of the community.Example for this group is support group

for a suicide, transition group to prepare students to enter high school and so on.

iii) Counselling Group

- These groups help participants resolve problems of living through interpersonal support

and problem solving.It is To help normal people with normal problems of living.It offers a

full range of counselling and support services for children,individuals,couples and

families.It helps to choose a therapist who is right for you and has the expertise in the

areas of concern about the partner,child and family. Example for this group is growth

group which is school,university and work place.

iv) Psychotherapy Group

- These groups focus on personality reconstruction or remediation of deep-seated

psychological problems.It is to help with psychological problems and disturbances.The

term can legitimately refer to any form of psychotherapy when delivered in a group

format,including cognitive behavioral therapy or interpersonal therapy,but it is usually

applied to psychodynamic group therapy where the group context and group process is

explicitly utilized as a mechanism of change by developing and exploring within the

group.

vi) Related Group

There are two types of related groups which is;

1. Support Group

These deal with special populations and deal with specific issues and offer support,

comfort, and connectedness to others.Members with the same issues can come

together for sharing coping strategies to feel more empowered and for a sense of

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community.The help may take the form of providing and evaluating relevant

information,relating personal experience,listening to and accepting others experiences.

2. Self-Help Groups

These have no formal or trained group leader.The members share a common problem

often a common disease or addiction.The mutual goal is to help each other to deal with,if

possible to heal or to recover from this problem.Example is the book of Alcoholics

Anonymous or Gamblers Anonymous.

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GROUP COUSELLOR COMPETENCIES

1. Knowledge Competence

A variety of group method appropriately to achieving client objective to treatment

population.It is to research conserning the effectiveness of varying models and

strategies for population with substances use disorders.The research and theory is the

effectiveness of strategies for group counseling with member of varying cultural

groups.Therapeutic use of humor to treatment and solve the problems.

2. Skill Competence

The skill is designing and implementing strategies to meet the need of specific group.It is

also recognizing and accomodating appropriate individuals needs within the group.The

counseller must do therapeutic group for clients with substance use disorders.It is

effectively dealing with different type of resistance behavior, transference and counter

transference issue.The recognizing when members are ready to exit.

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GROUP DYNAMICS

The group dynamics is that division of social psychology that investigates the

formation and change in the structure and functions of the psychological grouping of

people into self directing wholes. It is a study group interaction through extensive

personal growth experience. a group may exist whenever two or more person show

some kind of interpendent relationship with one another. Group dynamics refers to

forces that result from the interaction of group members

CONCEPT OF GROUP DYNAMICS

It was at the Massachusetts Institute of Technology that the Research Centre for the

group dynamics was founded in 1945 and later in 1948 was moved to the University

of Michigan. It was founded by Kurt Lewin to study group decision, group

productivity, group interaction, group cohesiveness and group communication. The

underlying assumption was that the laws of the group behavior can be established

independently of the goals or specific activities of group irrespective of the structure

of the group. A variety of experiments later on by Herbert Spenser, Allport , Georg

Simmel , put forward the concept of group dynamics as a technique of fostering the

conciliation between individuals and groups with an idea to formulate principles

which underlie group behavior , and devise principles of group decisions and actions.

INTERPENDENT CRITERIA

Performance of the group

Objectives of goal or expectation

Structure of the group position and roles

Norms

in 80s, term group dynamics divided into 2 practical attemps:

Intragroup and intergroup tension.

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THE INDIVIDUAL AND THE GROUP

i) Individualmembership into group-social experience.

ii) Group two more person who interacting with one another.

NORMS

Norms functions as the rules of the games and help in smooth interaction of the

group , there are two categories of norms :

1.Explicit norms

Formal norms that all members are fully aware of and stated at the beginning of the

group.

2.Implicit norms

Informal norms not formally stated but involved standard practice by members of the

group which can elicit positive or negative reaction.

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SELF ESTEEM

Self esteem Refer to one’s own worth , how you feel and how you evaluate yourself

and others .it gives you empowerment to be accountable and responsible for your

decision and judgement.

THEORIES OF GROUP FORMATION:

1. Interpersonal attraction theory

Most basic theories is which asserts that people tend to affiliate with

other because of spatial or geographical closeness. People from the same area or

city

tend to be more bound to each other.

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Self-respect Self-

esteem

Belief that you can achieve what you set out to do in

life

What you think and feel about yourself

2. Group activities theory

This theory corporates the interrelatedness of elements of activities ,

interaction , sentiments

and the people usually interact to solve problems, reduce tension , attain

goals and achieve balance. The workers interacting in this way in

organizational setting tends to

form groups.

3. Group goals theorygroups get formed when the individuals are attracted to each another

because of their identical attitude towards the common objects or goals. The

attraction and attitudes have to balance in his concept because if both are too

strong or too vague or mild , the group interrelationships can disappear.

4. Membership theorybased on rewards and its cost . The interaction between members is taken as

reward and if any relationship which is not rewarding may be costly enough to

cause tensions

Variables Affecting Group Development

-leadership style and skills

-enviroment a)physical factor

b)space/room

c)emotional factors

-cohesiveness

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Factors Affecting Group Activity

Size of the group

Threat reduction and degree of intimacy

Distributive leadership with focus of control on group activity

Goal formation

Flexibility

Consensus and degree of solidarity

Process awareness and continue evaluation

LEADERSHIP STYLE

A leadership style is a leader's style of providing direction, implementing

plans, and motivating people. There are many different leadership styles that can

be exhibited by leaders. The first is :

1. AUTHORITARIAN - Leader centered

The authoritarian leadership style or autocratic leader keeps strict, close

control over followers by keeping close regulation of policies and procedures given

to followers. To keep main emphasis on the distinction of the authoritarian leader

and their followers, these types of leaders make sure to only create a

distinct professional relationship. Direct supervision is what they believe to be key in

maintaining a successful environment and follower ship. In fear of followers being

unproductive, authoritarian leaders keep close supervision and feel this is necessary

in order for anything to be done. Authoritarian leadership styles often follow the

vision of those that are in control, and may not necessarily be compatible with those

that are being led. Authoritarian leaders have a focus on efficiency, as other styles,

such as a democratic style, may be seen as a hindrance on progress.

Examples of authoritarian communicative behaviour, a police officer directing

traffic, a teacher ordering a student to do his or her assignment, and a supervisor

instructing a subordinate to clean a workstation. All of these positions require a

distinct set of characteristics that give the leader the position to get things in order or

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get a point across. Authoritarian Traits, sets goals individually, engages primarily in

one way and downward communication, controls discussion with followers, and

donates interaction. Several studies have confirmed a relationship between bullying,

on the one hand, and an autocratic leadership and an authoritarian way of

settling conflicts or dealing with disagreements, on the other. An authoritarian style of

leadership may create a climate of fear, where there is little or no room for dialogue

and where complaining may be considered futile.

2. DEMOCRATIC – Participant centered

The democratic leadership style consists of the leader sharing the decision

making abilities with group members by promoting the interests of the group

members and by practicing social equality. This style of leadership encompasses

discussion, debate and sharing of ideas and encouragement of people to feel good

about their involvement. The boundaries of democratic participation tend to be

circumscribed by the organization or the group needs and the instrumental value of

people's attributes skills, attitudes, others. The democratic style encompasses the

notion that everyone, by virtue of their human status, should play a part in the

group's decisions. However, the democratic style of leadership still requires guidance

and control by a specific leader. The democratic style demands the leader to make

decisions on who should be called upon within the group and who is given the right

to participate in, make and vote on decisions. Traits of a Good Leader compiled by

the Santa Clara University and the Tom Peters Group:

a. Honest — Display sincerity, integrity, and candor in all your actions. Deceptive

behavior will not inspire trust.

b. Competent — Base your actions on reason and moral principles. Do not make

decisions based on childlike emotional desires or feelings.

c. Forward-looking — Set goals and have a vision of the future. The vision must

be owned throughout the organization. Effective leaders envision what they want

and how to get it. They habitually pick priorities stemming from their basic values.

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d. Inspiring — Display confidence in all that you do. By showing endurance in

mental, physical, and spiritual stamina, you will inspire others to reach for new

heights. Take charge when necessary.

e. Intelligent — Read, study, and seek challenging assignments.

f. Fair-minded — Show fair treatment to all people. Prejudice is the enemy of

justice. Display empathy by being sensitive to the feelings, values, interests, and

well-being of others.

g. Broad-minded — Seek out diversity.

h. Courageous — Have the perseverance to accomplish a goal, regardless of the

seemingly insurmountable obstacles. Display a confident calmness when under

stress.

i. Straightforward — Use sound judgment to make a good decisions at the right

time.

j. Imaginative — Make timely and appropriate changes in your thinking, plans, and

methods. Show creativity by thinking of new and better goals, ideas, and

solutions to problems. Be innovative.

Research has found that this leadership style is one of the most effective and

creates higher productivity, better contributions from group members and increased

group morale. Democratic leadership can lead to better ideas and more creative

solutions to problems because group members are encouraged to share their

thoughts and ideas. While democratic leadership is one of the most effective

leadership styles, it does have some potential downsides. In situations where roles

are unclear or time is of the essence, democratic leadership can lead to

communication failures and uncompleted projects. Democratic leadership works

best in situations where group members are skilled and eager to share their

knowledge. It is also important to have plenty of time to allow people to contribute,

develop a plan and then vote on the best course of action

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3. LAISSEZ – FAIRE - No designated leadership

The laissez-faire leadership style is where all the rights and power to make

decisions is fully given to the client. This was first described by Lewin, Lippitt, and

White in 1938, along with the autocratic leadership and the democratic leadership

styles. The laissez-faire style is sometimes described as a "hands off" leadership

style because the leader delegates the tasks to their clients while providing little or

no direction to the followers. If the leader withdraws too much from their clients it

can sometimes result in a lack of productivity, cohesiveness, and satisfaction.

Laissez-faire leaders allow client to have complete freedom to make decisions

concerning the completion of their work. It allows followers a high degree of

autonomy and self-rule, while at the same time offering guidance and support when

requested. The laissez-faire leader using guided freedom provides the followers with

all materials necessary to accomplish their goals, but does not directly participate in

decision making unless the followers request their assistance.

LEADERSHIP FUNCTION

Another way to view leadership style is to consider leadership functions. Yalom

( 2005 ) state that the leader may provide emotional stimulation , caring , praise ,

protection , acceptance , interpretations and explanation. The leader also may serve

as a model through self-disclosure and as a persons who sets limits , enforce rules ,

and manages time. In other words , depending on the kind of group , the leader may

perform many different role and functions. In a middle school group on transitioning

to high school , the leader serve as a person with information and ideas on how to

make the transition easier. In a crisis group after a suicide , the leader functions is to

be supportive , reassuring , and facilitative. In a group for going over rules in a

residential setting , the leader is the authority , on what is expected of the residents.

In a group on information for cancer patient , the leader is the experts.

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GROUP LEADERSHIP TECHNIQUES

A. Facilitating communication:

Giving constructive feedback, preventing members from engaging in negative

behaviors (gossiping, storytelling etc.)

B. Group Processing:

Making comments on group process to keep the group therapeutic and

attending to group dynamics.

C. Directing the Focus on the Here and Now:

Keeping the focus on right now and not going back to dwell on the past.

D. Experimentation: Helping members try out new attitudes and behaviors.

E. Universalizing: Helping members realize they are not alone in their problem(s).

F. Linking: Connecting various feelings and concerns expressed by group members to

present a common theme or universalizing aspect.

CONCERNS IN GROUP WORK

A. Group Size: Varies from 3-4 members to several hundred depending upon the group

example psychotherapeutic or task group. Group counseling and

psychotherapy generally work best with 6-8 members.

B. Participant Selection:

Screening is needed with counseling and psychotherapy groups. Some people

are not well suited for group work.

C. Length and Duration of Sessions:

Individual sessions are usually 50 minutes, group sessions range from 1-2

hours. Session duration can be only once or in some cases might last for years

example open-ended psychotherapy group.

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D. Ethics:

Confidentiality is hard to guarantee due to the number of participants.

E. Group Evaluation:

Outcome measurements are difficult to obtain.

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SURVEY ON GROUP COUNSELING

We have conducted a survey on group counselling to 20 respondents. These are the

response we receive;

80%

Question 1: have you heard of group counseling before?

yes no

20%

Based on the pie chart above, there are 20% of people which is equivalent to 4

person answer no on the first question. The rest is 80% have heard of the group

counselling.

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0

2

4

6

8

10

12

14

11

7

5

12

5

11

2

Question 2: How do you know about group counseling?

internet friends family schoolsmagazine teacher newspaper

Based on the graph above, the most source they heard about group counselling is

from school which has the highest frequency ticked by the respondent. The least

source they heard from is newspapers which has only 2 frequency.

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Question 3: does the group counsel-ing affect you?

yesno

20%

80%

Based on the pie chart above, 80% out of 100% feels like that the group counselling

affect them. While the other 20% state that the group counselling have no effect on

them.

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psychoeducational

group co

unseling

task02468

1012

Question 4: what types of groups do you prefer?

Based on the graph above, out of 20 respondents, 10 respondents prefer group

counselling, 5 on psychoeducational group counselling and 5 on task groups.

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048

12

Question 5: What is the weaknesses of group counselling?

Based on question 5 that discussed about the weaknesses of group counselling, out

of 20 respondents, 13 of them answer less time and less attention, 5 of them answer

less situational control, 2 of the answer confidentiality is difficult to mandate and

another 2 is forcing on all group opinion.

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improve

self e

steem

avoiding iso

lation

provide sa

fe atmosp

here

improve

interperso

nal skill

048

12

Question 6: what do you think the advantage of group counseling

Based on the graph above, the most advantage is improve their self esteem which

has the highest number 12 people.

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Question 7 : which do you prefer the most?

group counselingindividual counselingfamily counseling

15%

30%

55%

Based on the pie chart above,out of 100 %, 55% which is equivalent to 11

respondent prefer individual counselling. Whereas 30% that is equivalent to 6

respondents prefer group counselling, and the rest is family counselling.

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02468

Question 8: Which leadership do you prefer the most?

Based on the graph, the most leadership syle they prefer is laissez faire and

situational leadership model which both share the same amount of respondent.

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Question 9: Do you think that group counseling is effective?

yesno

25%

75%

Based on the pie chart above, 75% of respondent thinks that his group counselling is

effective while 25% left feels the opposite.

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yes65%

no35%

Question 10: Do you have to reveal all you deepest secret and feeling to the

group?

Based on the pie chart above, 65% out of 100% say yes and 35% left answers no.

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CONCLUSION

Conclusion Group counseling is indeed a very effective way to solve one’s problem.

It is a process through which severe problems can be tackled properly. In order to

carry out effective group counseling, one should keep group members respect and

dignity in mind. Conduction effective group counselling relies on the preparation of

group leaders and the abilities to plan and conduct group extra time in preparation is

crucial to the life of the group. This process includes screening of members,

selecting a manageable number of group participant establishing a regular place and

time fo the conducting of the group. And setting rules. In running successful group

counselling is dependent on many factors. Ultimately, the secret of conducting

effective counselling groups are in learning how groups operate and then personally

investing in them.

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REFERENCES

Childers, J.H & Couch, R.D (1989). Mhyts about group counselling: Identifying and

challenging misconceptions. “Journal for specialist in Group Work.” 14,105-111.

www.academia.edu/6515547/Group_Couseling

http:// www.education-portal.com/academy/lesson/the-stages-of-the-group-

experience-in-counseling.html#lesson

Group Counseling // University Counseling Center // University of Notre Dame

counseling competencies - Google Search

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APPENDIX

Group members

Nurul Afiqah Binti Mohd Amin Leonna Dail Nor Shila Fatihah

First presenter second presenter

third presenter

Introduction until history advantages and disadvantages types of

groups until

of groups until stages of groups group counselor

competencies

Sarazerah James Kathleen Kanyan

Forth presenter fifth presenter

Group dynamics leadership style until techniques

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