...“A team is a group of people holding themselves collectively accountable for using complementary skills to achieve a common purpose”. Group development: Stages of team development: 1. Forming stage: “The forming focuses around the initial entry of members of a team”. In this stage team members ask questions to each other. In this stage team members are in the process of getting familiar with each other. During the forming stage of Christine’s team, Diane, Janet, Steve and mike came across each other for the first time. Diane is the one who is quiet but has very good ideas in the mind if when asked. Mike is a funny and relaxed guy. Steve is a business minded person, he is always makes sure that the meeting was productive. Janet is the matured one, she always puts in more efforts. Christine is the one who is organized and tried to give her best. 2. Storming stage: “The storming stage is one of high emotionality and tension among team members”. In this stage team members experience many changes. Individuals may have clashes between each other. They try to impose their opinions on the group. Everyone tries to attain a special position for themselves in the group. The team members feel very pressurized due to the expectations. Conflicts may rise at this stage. I think Christine’s team is that storming stage. Because she has not developed a comfortable relation with Mike. Mike always avoids attending the meeting and he hardly works on his assignment. Here Christine should lead...
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...One cannot expect a new team to perform well when it first comes together. As with many things, the progress of a group isn’t always neat and tidy. Sometimes groups will revert to an earlier stage if there’s a major change such as a group member leaves or another is added, or for various other reasons. Groups tend to develop in stages. As you work with a support group, or with almost any group of people who are working together toward a common cause, you'll be able to see the progression. Many theories have been developed to explain the process of group development. One of them is the five-stage model of group development which is the basis for subsequent models. The five-stage model of group development The five stage group development model characterizes groups as proceeding through the distinct stage of forming, storming, norming, performing and adjourning. The forming, storming, norming, performing model of group development was first proposed by Bruce Tuckman in 1965, later he added a fifth stage, "adjourning”. These phases are all necessary and inevitable in order for the team to grow, to face up to challenges, to tackle problems, to find solutions, to plan work and to deliver results. * Forming: It is the first stage in group development, where there is much uncertainty. Individual behavior is driven by the desire to be accepted by the others, and avoid controversy or conflict. Serious issues and feelings are avoided, and people focus on being busy with routines...
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...Discuss the five-stage group development model and the problems that might arise at each stage. According to Robbins et al. (2009:220) the five stage group development model characterise groups as proceeding through five distinct stages: forming, storming, norming, performing and adjourning. The first stage forming is characterised by a great deal of uncertainty about the group’s purpose, structure and leadership. Members “test the waters” to determine what types of behaviours are acceptable. It moves on to the next stage when members start to think of themselves as part of the group. The next stage that follows is storming and is a stage of intragroup conflict. Members accept the existence of the group, but there is resistance to the constraints that the group imposes on individuality. There is also conflict over who will control the group; at the completion of this stage there is a relative clear hierarchy of leadership within the group. The third stage is called norming and it is during this stage that close relationships are formed and that the group displays cohesiveness. Strong sense of group identity and camaraderie has now developed. This stage is complete when the group structure solidifies and the group has assimilated a common set of expectations of what defines correct member behaviour. Following on the norming stage is performing. The structure at this point is fully functional and accepted. Group energy has moved from getting to know and understand each other...
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...stages of group development are basic elements needed to be a successful empowering group. There are forming, storming, norming, performing and adjourning. I believe that forming is the act of coming to together. Forming a group of people who may be alike in different ways or just the complete opposite. Being alike in a group has nothing to do with being successful. Forming is to organize, put in place or arrange. So being different may just be great help in any group. In this way the group may all have different talents to express and organize to make everyone fit perfectly. Storming is similar to brainstorming; in addition storming in this case is performing with storm and with great energy. I’m not actually sure if it’s to come together as a group and brainstorm. Really listen to each other, understand how each other thinks. It could also mean the group expressing their different ideas. As a successful group speed is a good key to have, here this helps as I mentioned earlier. Norming to me sounds as if the group would try to be normal. The meaning is kind of similar to what I think norming is. I’ve learned that it means it’s where the group calms down, really try to get to know each other and adjusts to one’s attitude. How they handle things, carry themselves and their behavior. I never knew what norming meant and now it makes perfectly sense. Performing is an act of display, showing others how well the group works together. As a group your performance...
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...Describe The Main Development Stages of Community Groups. In relation to the main development stages of community groups, we looked at the ‘Forming-Storming-Norming-Performing-Adjourning’ model devised by Bruce Tuckman, in 1965 (‘Adjourning Stage’ was added in 1977). “Tuckman maintained that these phases are necessary and inevitable for the team to grow, to face up to challenges, to tackle problems, to find solutions, to plan work, and to deliver results”. Forming (Formation Stage) – In which the group is just coming together, often characterised by uncertainty. At this stage, individuals are gathering information and impressions – about each other, and about the scope of the task and how to approach it. There is great reliance on the leader (Community Development Practitioner) for guidance and direction. Storming (Dissatisfaction Stage) – In which differences between members surface and minor confrontations take place. Cliques and factions form and there may be power struggles – an uncomfortable stage! A challenging phase for the Community Development Worker who must help the group focus on its goals and resolve conflict and any trust issues effectively – compromise may be required to enable progress. Norming (Resolution Stage) – In which the tasks of the group are clear and agreed – all members feel part of a team, take responsibility and have ambition to help achieve perceived goals. There is better understanding between group members and mutual respect for one another’s...
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...Five Stages of Group Development and How Relationships Form When people join a group, he or she may give up his or her independence because of the person was used to working alone and currently has to work within a group to accomplish a goal. To develop a good group there are five stages of development, which are forming, storming, norming, performing, and adjourning. The first step is forming, which occurs when the group first meets, and there can be uncertainty about his or her roles, group goals, and who will lead the group. At this stage the group gets to know one another and start thinking together as a group. The second stage is storming, which occurs when the group members test one another for who has more authority and who will be a follower. This stage can be a long process because conflicts can occur and subgroups form. The third stage is norming, which occurs when the group is in agreement about how the group will run. The group comes together and becomes more of a family, which allows the group to have commitment to the task (McGraw-Hill Education, n.d.). The fourth stage is performing, which occurs when the group is focused on solving task problems and getting the goals accomplished. Also conflict at this stage is minimum and if there is a problem the conflict is solved without disrupting the whole group (McGraw-Hill Education, n.d.). Because the group is like family at this stage the group can achieve the goal, which is more that can be done individually...
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...9/16/11 Part I: Group Development Five stages of team development are as follows: (1) Forming, getting to know each other. (2)Storming, dealing with tensions and defining group tasks. (3) Norming, building relationships and working together. (4) Performing, maturing relationships and task performance. (5) Adjourning, disbanding and celebrating accomplishments. With Mike, the team never could get past the storming stage. Without Mike the group is at the performing stage. By understanding the stages of team development, Christine could have seen and solved the primary problem during the storming stage. The cafeteria incident where Mike walked away upset, was part of the storming stage and that was in week three. The group is now in week five. As the team leader, Christine should have addressed the problem so that the entire team could approach and move to the Norming Stage smoothly and harmoniously together as a team. Instead, they left Mike behind and moved on without his presence. The team at week five is now ready to present their case and is now in the Performing Stage. Mike only has some rough handwritten notes. Knowledge of the Team Development Stages should have helped Christine fix problems during the Storming Stage before moving on to the next stage clean and fresh. Part II: Problem Identification The primary problem is Mike, the secondary problem is Christine. During the first group meeting, Mike showed resistance to get together...
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...1. Executive summary This report finds the employee training and development program in Jiangnan Group Limited is not functioning good enough to help achieve the company goals. The major areas of weakness require further investigation and remedial action by management are company too rely on manpower, traditional training programs can be too costly and often too time-consuming, continually increase manufacturing cost by China’s current Five-Year-Plan (2011-15) of minimum wage and the rising value of the RMB raise the production cost and made the goods more costly to ship. To resolve the problems the following recommendations are proposed: * Review existing T&D programs to ensure they address MCO Competency Gaps and Leadership Talent Pool needs. * Revise/upgrade existing T&D programs to improve competencies and/or add ‘new’ ones * Develop new T&D Programs to identify necessary or additional resources (outside vendors, partnering arrangement with other agencies, budget/resources needs and availability, etc.) * By using E-training system, Jiangnan Group Limited is able to train employees stationed remotely, without having to regard geographic or language barriers. * Establishing a new manufacturing facility in South Africa to benefit from the growth in South Africa and its surrounding countries. * Also save cost from establishing a new manufacturing facility in South Africa * Using robots to replace manpower * Adopt E-training for...
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...collaborate openly and listen to all member’s views, ideas and goals. Diverse work teams will almost always have a level of conflict within them. Respecting each other’s different views and experiences and recognizing that they have been brought together because of a common goal can result in a more effective resolution process.” Regardless of the composition of the group, differences can be leveraged to achieve superior performance.” (Robbins & Judge, 2012 p.58). Part 1: Group Development The Woodson Foundation and Washington D.C. public schools are teaming together to form a new after school program to improve their student outcomes within the community. The NCPIE (National Coalition for Parental involvement in Education) is also going to have a role in this program to represent the parents on behalf of the PTA. (Robbins & Judge, 2012 p.629). When forming a group there is usually five different stages that take place. This group development process is referred to as the five-stage group-development model. (Robbins & Judge, 2012 p. 275). “The five stage group development model characterizes groups as proceeding through the distinct stages of forming, storming, norming, performing, and adjourning.” (Robbins & Judge 2012, p. 275). The formation of this program is in the first stages of forming the team that will consist of...
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...GROUP 1 THEORIES AND APPROACHES OF ORGANIZATIONAL DEVELOPMENT Classical Organizational Theory Four Principles: 1. Organization exists for economic reasons and to achieve productivity goal. 2. Scientific analysis will devise and orchestrate methods for production. 3. Specialization and strategic deployment of labor will maximize production. 4. Both employees and the organization act in accordance with rational economic principles. Bureaucracy Fundamentally the exercise of control on the basis of knowledge Division of Labor - each position has its own set of responsibilities Traditional Organizational Hierarchy - represents a top down organizational structure. Delegation of authority - work is distributed to a defined responsible participant. Span of Control- neutralizes workforce delegation in equal basis. Humanistic Organization Theory The theory of organizational humanism emphasizes the use of intrinsic motivation to grow personnel qualifications, thereby increasing the economic efficiency of an organization. This theory stresses the need to formulate management goals, which incorporate humanistic values. Open System Theory This theory drives a constant feedback cycle of lessons learned to drive continuous improvement efforts. - Open system is also known as constant volume system and flow system - A system which continuously interacts with its environment or surroundings. The interaction can take the form of information, energy, or material transfers...
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...Goldsmith January 21, 2012 The first stage of team development is the forming stage. In this stage, there's lots of exploration as group members get to know one another. There's a focus on similarities and differences and first impressions are key as people try to figure out the similarities and differences. Because everything is new there is a fair amount of confusion and anxiety as people try to put their best foot forward. As a result, productivity will be lower. The second stage of team development is the storming stage. This stage is characterized by a bid for power. Each group member is wondering whether or not he or she will be respected and this plays out in competition, tension and disunity. Relationships become strained and differences become uncomfortable. The leader is challenged for control. The third stage is the norming stage. In the norming stage, the group has begun to be effective. The focus of each individual is on "how can I help the group?" Because of this, there is increased cohesion and more collaboration. The fourth stage is the performing stage. At this point, the group is asking "How can we do our best?" and is filled with enthusiasm and focused on creative problem solving. Characteristics include harmony, productivity, effective problem-solving and full development of the potential of the group and the individuals in the group. Adjourning is the last stage and is the break-up of the group, hopefully when the task is completed successfully, its...
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...when working in groups. First are the task and the problems involved in getting the job done. Second is the process of the group work itself; the mechanisms by which the group acts as a unit and not as an out of control group. Working in groups applies to my work environment by combining talents and providing innovative solutions to possible strange problems, in cases where there is no well-established approach or procedure. Our group consists of skill knowledgeable people that have a distinct advantage over that of one individual. (Blair, G.M., 1997-2007) Our small group symbolizes the functional theory and has gone through the Tuckman’s Stages for development. Theories of a small group communication focus on the way group members go about coordinating their actions, and possibly work with the group to reflect on group member interaction. Each theory of small groups illuminates some features of communication while hiding others. There are many theories about the development of group dynamics, but fundamental to all of them is the concept of groups as social systems. As groups develop overtime, group dynamic processes evolve. Forming, storming, norming, and performing are all stages of Tuckman. All members of the group share team roles and responsibility. However, our group has a team lead. Group interactions are very vital to a team; the members are given a chance to participate while simultaneously enabling the group to achieve goals. Theories of Small Group Communication ...
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...manager is getting the group to set specific objectives with a target date.Group size is next. If a group is too small or too large it may have a negative effect on the team.Implications for managers they usually have no say so in the size of their groups. Team norms are the group's shared expectations of it's members' behavior. Implications for managers is that the team norms can be positive or negative. Group cohesiveness is the attractiveness and closeness group members have for one another and the group . Implications for managers strive to develop cohesive groups that accept positive norms. Status within the team is the perceived ranking of one member relative to other members of the group. Implications for the manager they need to have high status. Group roles are shared expectations of how group members week fulfill the requirements of their position. Implications for the manager to be effective a team must have members who play task roles and maintenance roles, while maintaining self-interest. 3. Let's discuss the five stages of team development. Stage one is orientation it's characterized by low development level, high commitment, and low competence. It's completely true that you tend to have anxiety over how you will fit in. I notice I go through this when I'm placed in a group in class. You never know what to expect , because it'll be your first time working together. Stage two is dissatisfaction which is characterized by moderate development level, lower commitment...
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...GM591F Leadership and Organizational Behavior Case Study Group development Christine’s group is now facing the storming stage of team development. This is the point when there are high emotions and tension between the members of the team. During this stage there may be conflict, arguments, hostility and possibly fighting. Separate cliques may form within the group and each group may begin to compete against one another. During the stage of storming communication may be cut off and assumptions are made. Social loafing may occur as a result of the storming phase. The separation between teams may cause certain members to withdraw from the group because they may not have the personality to handle conflict. This is an issue because that team member will stay away from meetings in fear of having to confront or be confronted by the issues present. Another reason for the storming phase is due to the personalities of each member surfacing. If Christine was familiar with the storming stage of team development she may have recognized the red flags leading up to this phase. The text describes recognition of the storming pressures that should result in establishing goals and expectations. Once Christine recognized the storming was beginning, she should have taken the initiative as a leader to redirect the focus from the negative to working towards confronting the obstacles that were going to change the focus of the original task at hand. Problem Identification The primary issue...
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...Leadership and Organizational Behavior Dr. Anne Hallcom Part 1 Group Development: The group is currently in the norming stage. The first meeting the group went through the forming stage by introducing themselves and talking about their schedules. They joked around and had a good time and started to bond together. They worked through some dysfunctional issues during the next week or two when Mike became upset that he felt excluded from the group. The group is starting to come together and function well together except for Mike. All members of the group are doing their share of the work and helping each other out but Mike is still not pulling his own weight and seems to be distant from the group. I think he feels resentment towards the group because they are close and working well together but he feels like they are excluding him so he isn’t pulling his own weight to get back at them. If Mike were more integrated into the group and working well with them, I would say the group is in the performing stage but this won’t happen until the group comes together to make Mike apart of the group and Mike contributes more to the group. If Christine understood the stages of team development, she could have led the group to become a high performance team. She had many opportunities to make this happen. The first opportunity was in the initial meeting when the group was determining the best times to meet. Mike told the group that his television show was more important than working on...
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