Sunday, June 8, 2014

5 Stages of Group Development


 5 Stages of  Group Development


             As a leader, you notice that your newly-formed group is having trouble working together. Everyone is acting in his or her best interest. Using Tuckman’s five-stage model, how could you explain this behavior and what do you think your role is in solving this problem? In a memo, communicate your ideas to your employees 
Some of work group can effectively work through their responsibilities, but it is not every group.  Then Tuckman (2011) explained that there are five stages of group development: forming, storming, norming, performing, and adjourning (p. 141).   These five model stages can improve a new team become effective more quickly.
-       Forming stage is a situation that members of a group don’t truly understand about their duty, regulations and rules.  The members cannot finish their job without leader or manager because they lack of confidence.  They have to be encouraged and motivate them that it can help them to feel as a significant part of a team. 
-       Storming stage is a situation that it often starts when team members prefer to use conflicting work styles. People may work in different ways for all sorts of reasons, but if differing working styles cause unforeseen problems, they may become frustrated.  Moving from this stage requires that the leader of team should strong ability to help all members accept each other and respect in each individual task.
-       Norming stage is a period that team members know one-another better, they may socialize together, and they are able to ask each other for help and provide constructive feedback. At this point a group need to provide a delegate for making agreement and consensus.
-       Performing stage is that all members can achieve the duty without any problems, but they want to develop the term in regard to interpersonal development.  A leader should concentrate on developing performance of the team.
-       Adjourning stage is the final task when especially a group is successful.  The leader of the team must be appreciated with the achievement and show all member that their accomplishment is so proud.  This stage help increase motivation to members to move on next thinks or another task.   
References
Nelson, D. L., & Quick, J. C. (Eds.).  (2011). ORGB 2 (3rd ed.). Mason, OH: South-Western.

2 comments:

  1. It is an interesting post. In fact, I have added this post in my blog. Click my profile to view my blog, at the bottom of my blog, there is a search, type "Positive Reinforcement Examples" and you will find your page in my post. And, If you find my blog interesting and informative, I kindly request you to include one of my posts in any of your blog posts as a link. That way we can mutually benefit and also share quality information to the readers. Eagerly looking forward to build long term blogging relationship for many more years to come.

    ReplyDelete
  2. At Khaas Logistics, we are embarking on a group and team development programme with the aim of strengthening our teams, the business model and ultimately our product offering. I am eager to pick up and to hear from other compaies in the same category as us are managing team and group development initiatives. Any success stories? What have been the key challenges in implementing these programmes?

    ReplyDelete