Group working is part of life, whether at the lowest level such as among family members or at the largest level of an organization as a fund-raising or a volunteer group. The degree of failure or success of the group depends on the level of engagement of the members. Each member’s participation in the group determines effectiveness and productivity of the group (Fujishin, 2007) . The level of engagement in a social work group can be measured by observing the level of attendance, contribution, relating to a worker, relating with members, solving own problems and solving other workers’ problem (Macgowan, 2003) . Increasing the level of engagement will increase the productivity of the social work groups. Nevertheless, the group leaders play a significant role in improving engagement level to achieve a positive outcome (Macgowan, 2003) .
Attendance
Attendance is the ability of the group members to arrive on time and stay until the group session is over. From the group task play, it is clear that all the members were able to arrive on time and stay until the end of the session. Consequently, each group member in the play participated and contributed on the agendas that were discussed. To achieve a good culture of full attendance, the leaders should play a significant in the role in leading by example. The habit or irregular attendance is contagious, once one member starts showing up late or absenteeism, the behavior will be transmitted throughout the group and may become dysfunctional with time (Macgowan, 2003) . This is practical in a church group that I once belonged. It started with one member and with time all members reduced their attendance, and finally the group collapsed. However, this can be controlled by leaders who show zero tolerance to lateness and absenteeism.
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Contributing
The role of the group leader is to guide the members in having an interactive discussion. For the play, the leader motivated the contribution of each member by passing an object to each member and then share something. If the leader had said volunteers to contribute to the topic, some group members would not have contributed . Both verbal and non-verbal contribution is important (Toseland & Rivas, 2017) . Non-verbal cues show that the members are understanding and following what is shared in the group. Consequently, the contribution should be evenly distributed in the group . It should not be dominated by some members, as well as leaders should not dominate the discussion.
Relating to Worker
This means groups’ support to the efforts of the leader. It excludes questioning the leaders and supporting them. From the group task play, the members did not question the leader as to why they should pass the object from one person to another instead of just sharing in sequence form. The members had trust in their leaders and accepted the method used for encouraging contribution from each member. Even in day to day life, social groups should have trust in their leaders and support them. Questioning the leader will only slow down the productivity of the group .
Relating to Members
Interpersonal relationships in social work are important. Despite the gender, sex, race, cultural background or educational background , all members should be treated equally and fairly . It is important for the leader to show the importance of interpersonal relationships and to avoid negative relationships. If the social group is composed of people from different cultural backgrounds and a different gender, the leader should encourage each one of them equally.
Contracting
At this stage, the leader needs to develop a contract and the norms at the beginning of group developments (Fujishin, 2007) . Group members need to be aware of the norms of a social group. Norms are the accepted way of life, and it is not usually written down. Norms influence the behavior of the group members and determine the success or failure of the group . For example, a leader should inform the members on acceptable behavior and engage the members in decision-making process. The feedback from the members is important in improving the function of the social group. In real life situation, it can be difficult to lead a social group if the members are not aware of the norms and their roles.
Working on Own Problems
Members should learn how to work on their own problems and evaluating personal performance (Fujishin, 2007) . A leader can spare some time in each session to evaluate personal goals of the group members. The leader should give credit to members who are showing improvement and encourage those who are yet to achieve their personal goals. This is important because it keeps the group members on toes and always working on their personal progress. For example, when dealing with anger management issues, the leader should provide ways in which the affected members can deal with the problem.
Working on Others’ Problems
Human beings are diverse. Hence each group member has different problems. To move forward as a group , it is important for the members to help in working on other people’s problem. For example, a group member could be having a shyness problem. The members can offer support to the member by allowing the person to discuss a topic of interest in their presence. With time, the member will build confidence in talking and fight shyness. One of the most important norms in a group is to help others (Toseland & Rivas, 2017) . It is not just about discussing main agendas and living. Interpersonal and beneficial relationships can be created in the social group, and the members will always be looking forward to the next session.
References
Fujishin, R. (2007). Creating effective groups: the art of small group communication. Lanham, Md.: Rowman & Littlefield publishers.
Macgowan, M. J. (2003). Increasing Engagement in Groups: A Measure Based Approach. Social Work with Groups , 5-28.
Toseland, R. W., & Rivas, R. F. (2017). An introduction to group work practice. Boston: Pearson.
