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Groups Process And Practice 10th Edition by Marianne Schneider Corey -Test Bank

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  • ISBN-10 ‏ : ‎ 1305865707
  • ISBN-13 ‏ : ‎ 978-1305865709

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Groups Process And Practice 10th Edition by Marianne Schneider Corey -Test Bank

1. In a working group, while one member, Nicole, shared another, Beth, made a rude comment under her breath. Nicole overheard Beth and told her it really upset her. Beth responded by telling Nicole she was being too sensitive. In a slightly raised voice, Nicole continued explaining why she was upset. Beth told Nicole to stop shouting and to calm down, which resulted in Nicole becoming even more frustrated. How should the group leader respond? a. Allow Nicole to continuing explaining her frustration, while blocking Beth to work. *b. Facilitate their interaction so neither of them shut down and to assess the impact of the conflict on the other group members. c. Block Nicole from continuing in order to allow Beth to work on her issues. d. Block both Nicole and Beth from continuing and ignore the issue by bringing up something different. 2. More member __________ is desirable; clinical findings do not support the idea that more is always better. *a. self-disclosure b. conflict c. silence d. denial 3. For a group to reach the deepest and most effective levels of the Working Stage, it is essential that members _____________ to work through areas of interference that hinder achievement. a. promise b. contract *c. commit d. make a sincere effort 4. Pamela is having issues dealing with authority, first with teachers, now with the group co-leaders. Group members are consulted regarding their feelings toward Pamela. The entire group now looks to address the issue of Pamela’s rebelliousness. This scenario is indicative of ______________stage. a. any b. the Transition c. the Initial *d. the Working 5. As members successfully interact with one another in the Working Stage, the leader can expect less _____________ to be directed toward himself or herself. a. body language b. insults *c. eye contact d. hostility 6. Nonworking groups are categorized by all of the following EXCEPT: a. Conflicts are typically avoided and/or ignored b. Disclosure remains minimal c. Individuals focus on others and not on themselves *d. Individuals do not wait for permission from the leader 7. Catharsis is typically evident in: *a. Working groups b. Nonworking groups c. All therapeutic groups to one degree or another d. Working groups, however, only in the Working Stage 8. The converse of “guardedness” in a therapeutic group setting is: a. Disclosure b. Spontaneity c. Revelation *d. Authenticity 9. When a group is at work, unity and cohesion are paramount concerns. Is it permissible for subgroups of the larger group to meet outside the group to the exception of other members? a. Never; it is unethical b. It is highly frowned upon; it can breed jealousy and resentment c. Always; many friendships and even marriages sprout from these interactions *d. Sometimes; depending on circumstance, setting, and the type of group 10. The concept of homework is most closely associated with which therapeutic realm? a. Gestalt *b. Cognitive Behavioral c. Humanistic d. Client-centered 11. Effective self-disclosure often hinges upon all of the following concepts EXCEPT: a. Appropriateness versus Inappropriateness *b. Pressure c. Judgment d. Purposefulness 12. Which of the following is an appropriate form of self-disclosure? a. Rehearsing something just to state it as some point during the group. b. Being judgmental c. Being mechanical *d. To help a member understand he or she is not alone and that the leader has experienced something similar. 13. Barry is a group leader who feels compelled to disclose certain aspects of himself to the group. He is uncertain as to roots and motivation of his feelings. All are appropriate avenues for Barry EXCEPT: a. Finding a therapy group in which he himself can be a member *b. Taking a spontaneous risk; group leaders do, after all, encourage risk-taking c. Disclosing the information as a possible way of modeling — on condition that the disclosure is relevant d. Consulting with a supervisor or colleague 14. Intergroup feedback is most effective when it: a. Contains qualifiers *b. Doesn’t contain qualifiers c. Addresses difficulties one member is having with another d. Contains advice 15. Corrective feedback is also known as: *a. Negative feedback b. Challenging feedback c. Remedial feedback d. Rehabilitative feedback 16. The epitome of therapeutic feedback from one member (or leader) to another is: (1) When it lets others know how you feel as a result of their behaviors, actions or work, and (2) When the feedback is _______________: a. well thought-out b. a feeling/critique, etc. that is obviously shared by other members c. rehearsed so as to be comprehensive *d. spontaneous 17. Groups displaying nonworking group behaviors may be working but: a. in the same ways as a working group. b. in better ways than a working group. c. barely moving forward, as if standing still. *d. in less overt or easily recognizable ways. 18. All of the following, according to Yalom (2005b), are stated benefits of cohesive groups EXCEPT: a. They have higher rates of attendance b. Members feel freer to deal with anger c. They foster a higher degree of interpersonal learning *d. They allow the group to finish its work and end sooner 19. Which critical issue can be described as being fundamental to the success of a therapeutic group that authenticity prevail and that members do not feel they have to disguise or hide their true selves to be accepted? a. disclosure versus anonymity. *b. authenticity versus guardedness c. spontaneity versus control d. acceptance versus rejection 20. It is believed that when utilizing humor in a group setting (whether for insight, feedback, etc.), the humor is most effective when it is: *a. Spontaneous b. Well thought-out c. Not culturally specific d. Directed at oneself 21. The __________ operate to differing degrees in all stages of a group, but they are most often manifested during the working stage. a. introductions b. termination *c. therapeutic factors d. abstract understanding 22. There is no steadfast rule as to when a leader should or should not __________. a. plan to terminate *b. self-disclose c. explain confidentiality d. explain informed consent 23. In an incest survivor group, most members were relieved that the leaders did not __________ whether they had or had not been survivors themselves because they believed they would have been protective of the leaders and this would have limited members’ ability to lean on the leaders for support. a. conceal b. mask c. cover *d. disclose 24. Which critical issue can be described as members deciding to disclose themselves in a significant and appropriate way, or they can choose to remain hidden out of fear? *a. disclosure versus anonymity b. authenticity versus guardedness. c. spontaneity versus control d. acceptance versus rejection 25. __________ occurs when group members or leaders share their observations and personal reactions regarding the behavior of another. a. Confidentiality b. Informed Consent *c. Feedback d. Termination 26. Characteristics of a cohesive group include all of the following EXCEPT: a. support *b. a lack of bonding c. mutuality within the group d. a sense of belonging 27. Members may become more aware of their apprehensions as they experience the group process. As the group moves through the stages: a. the leader’s relationship with individual members will become more superficial, and the leader’s interventions will likely be different. b. the leader’s relationship with individual members will become more superficial, and the leader’s interventions will not change. c. the leader’s relationship with individual members will become deeper, but the leader’s interventions will not change at all. *d. the leader’s relationship with individual members will become deeper and the leader’s interventions will likely be different. 28. Which critical issue can be described as expecting group participants to make the choice to relinquish some of their controlled and rehearsed ways and allow themselves to respond more spontaneously to events of the moment? a. disclosure versus anonymity b. authenticity versus guardedness *c. spontaneity versus control d. acceptance versus rejection. 29. It is important to meet with your co-leader throughout the duration of the group. Which of the following is not a topic to discuss that is particularly relevant to the working stage? a. Ongoing evaluation of the group *b. Initial balance of responsibility c. Discussion of techniques d. Self-disclosure issues 30. Which of the following is NOT a group behavior that tends to manifest during the working stage? *a. There is more dependence on the leader for direction and more eye contact directed toward the leader as members talk. b. Members are provided with both support and challenge c. The leader employs a variety of therapeutic interventions designed for further self-exploration and that lead to experimentation with new behavior d. Members increasingly interact with one another in more direct ways 31. A healing capacity develops within the group as members increasingly experience __________ of who they are. a. mistrust b. dislike c. non-acceptance *d. acceptance 32. __________ is a form of feedback that is a basic part of a productive group, and also of any healthy relationship. a. A challenging attack b. Confidentiality *c. Constructive confrontation d. Nonconstructive confrontation 33. The process of __________ encourages members to accept responsibility for the outcomes of a group and for changing the style in which they relate to others. a. selective feedback *b. interpersonal feedback c. confrontive feedback d. aggressive feedback 34. During the working stage, which of the following would NOT be a journal prompt given by the leaders? a. What have you observed that demonstrates that a high level of trust or cohesion between group members has developed? b. What patterns of communication do you see happening in this stage of the group? *c. What is your understanding of confidentiality and informed consent? d. How are members and the leaders handling conflicts that occur in the group? 35. Which of the following is a characteristic of a working group? *a. Most members feel a sense of inclusion, and excluded members are invited to become more active. b. Mistrust is evidenced by an undercurrent of unexpressed hostility. c. Goals are fuzzy, abstract, and general. d. Fragmentation exists; members feel distant from one another 36. Which critical issue can be described as the members frequently dealing with the acceptance–rejection polarity? a. disclosure versus anonymity b. authenticity versus guardedness c. spontaneity versus control *d. acceptance versus rejection 37. During the working stage, co-leaders can make it a practice to devote some time to appraising the direction the group is taking and __________. a. its understanding of informed consent *b. its level of productivity c. its understanding of confidentiality d. introducing each diverse member 38. During the initial stage, interventions are aimed at providing encouragement. During the working stage, the leader will: a. encourage the member to identify ways in which he or she has already inhibited him or herself because of fear of judgment b. provide encouragement, but try not to push the member to connect with other members *c. look for ways to involve the entire group in a member’s work d. limit the amount of depth the member is allowed to share so other members do not feel the burden of sharing 39. __________ is a valuable concept and it can be a unifying force for group members. *a. Cohesion b. Confrontation c. Subgrouping d. A breach of confidentiality 40. Like __________, group leaders need to teach participants how to give and receive feedback. a. confidentiality *b. self-disclosure c. informed consent d. feedback


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