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.
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ReplyDeleteAt 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?
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