The poster is reflection of how as group and individuals members of the group contributed towards the process and what made it success and what could have been done different on the next occasion and whether theory fits into practice.
This critique is solely based on reflection of a group poster presentation. The size of the group consisted of seven members. In terms of gender there were only one male and six females in the group. This consequently represented gender disparity, and thus it is imperative to promote anti discriminatory practice when working with individuals in a health setting, interventions such as empowerment are vital in this situation (Thompson 2).
During the first meeting numbers were exchanged to all group members and to ensure members of the group were fully informed about meetings and any other related questions about the poster presentation. In order to make the process fair group members wrote on small pieces of paper and picked it out from numbers one to five randomly to make it easier to assign role for certain task for example one group member was doing social policy other doing the social problem.
Throughout the process as a team member it is fundamental to build a rapport with all group members, during the beginning of the process their seemed a slight uneasy feeling towards certain members as it was new experience.
(Honey 1988) highlights five key behaviours to create rapport the first one is non-threatening ‘small talk’ as this helps find similar grounds, this proved a success in the process as this helped ease some of the group members concerns. Also another key area in establishing a rapport is humour as this paved a way for harmonious transaction amongst group members which demonstrated as a valuable tool in the process.
Wolvin and Coakley ( found that using an acronym hurrier to stress the six core processes of hearing, understanding, remembering, interpreting, evaluating and responding.