A team is defined as “a group of people brought together to use their complementary skills to achieve a common purpose for which they are collectively accountable” (Schermerhorn, 2010). It is important that every team have an understanding of the stages that each group goes through. Once Christine had a full understanding of these stages she would have been able to identify the problem and the corrective procedures that are needed to allow her to deal with any member. The stages of group development include Forming, Storming, Norming, Performing and Adjourning. The Forming Stage, this is where individual forming an initial impression of the other members. They are busy finding their place in the team, sizing each other up, and asking a lot of questions. The challenge of this group stage is to create team identity and make the teams important to the group members. Each member was quickly realized; we saw that each member had their own role/identify. Diane was the quiet but very good at producing super ideas, Steve was the businessman always ready for action, Janet was the over-achiever while Mike played the role of the joker and in this case also the loafer. At this stage the group requires definitions of their roles and goals, the group’s agenda, deadlines, etc. The leader should be the structure and become the emotional center of the team. I think Christine fail at this, since should allow Mike to overrule the group decision to meet each day before class to discuss the case. If Christine had an understanding of the stages of group development, she would have known that as the leader she has to listen carefully, be visible, and maintain open communication and feedback channels for the team. While still offering support and reassurance and keep group members accountable for day-to-day results. It was quite clear that the group had master the first stage of the group development but was off to a bad start.
The storming stage of team development is a period of high emotionality and tension among the group members. During this stage, hostility and infighting may occur, and the team typically experiences many changes” (Schermerhorn 2010). As the group members attempt to organize the task, conflict inevitably results in their personal relations disturbing the entire group. The challenge of this group stage is to let everyone be heard and express their feelings productively and to foster effective communication within the team.
The norming stage of team development, sometimes called initial integration, “is the point at which the members really start to come together as a coordinated unit” (Schermerhorn 2010). They begin sharing ideas, feelings, giving feedback to each other, soliciting feedback, exploring actions and sharing information related to the task. There is a sense of belonging and relief, as they are able to resolve any interpersonal conflicts. At this stage Christine, should continue keeping the members focused on the goals and the line of communication open. She should also ensure that the members aren’t too dependent on her leadership, but focus on providing the support that will be needed to get them together.
In the performing stage, this is where the group is most productive. Each member has become self-assuring, and the need for group approval has past. Members are both highly task oriented and people oriented. There is unity: group identity is complete, group morale is high, and group loyalty is intense. At this stage Christine will need to provide resources, remove obstacles emphasize teamwork.
The final stage, adjourning, involves the termination of task behaviors and disengagement from relationships.