A Joint Venture Company

Tuckman in his "Stages of Development' model identified 5 stages of team formation: forming, storming, norming, performing and adjourning (CIPP, Unit 1). Based on his analysis and characteristics of each stage it becomes possible to recognise that the team has reached the stage of 'Performing'. According to Tuckman it is the final stage of development when a team is fully functioning and produces its 'best work'. The main features of the ‘Performing’ stage are (CIPP, Unit

Syer and Connolly 1996 believe that team members need to develop awareness of themselves and each other, and of their differences, through giving descriptive feedback. This allows appreciation of differences, good contact and improved communication. Trust, respect, team spirit and synergy may emerge. The notion of a cycle more easily depicts the kind of continuous process that teams go through and need to revisit as members are introduced or move on. The cycle suggests that skill and attention are required from the manager and from team members.

The partnership will use all of these assets in its business. Subsequent to forming the partnership, J&J

Tuckman (1965) suggests that understanding is required in order for teams to reach maturity. Tuckman phases of team development are:

Throughout the readings communication was identified as a vital component for establishing and maintaining relationships. Porter-O Grady sanctioned for leaders to establish firm rules of engagement to help support a positive group dynamic (2013). While Kelly & Tazbir explained that friction and conflict were a normal part of group development and were representative of the Storming stage of group process (2014). Moreover, they explained that with assistance from the team leader the team can overcome these obstacles, strengthen inter-professional relationships, and enter into the Norming stage (Kelly & Tazbir, 2014). Here the team is able to participate in the effective exchange of communication and begin making progress toward goals. This represents progression into the Performing stage of group process (Kelly & Tazbir, 2014). When the team has met its intended target they are ready to anylze the outcomes of their work and enter the final stage of group process—Adjourning (Kelly & Tazbir,

The features of effective team performance are set out in Brian Tuckman’s phases of team development theory, ‘Forming, Storming, Norming, Performing.’ This outlines the phases that a team will go through in order to become effective and reach maturity. At the ‘Forming’ stage of team development individual roles and responsibilities are unclear and each member of the team is concerned to avoid conflict with each other. From this point the team will go through the ‘Storming’ phase which is when they start to conflict as individuals put forward ideas which will be challenged by others in a bid to gain power and position over others. After this the ‘Norming’ phase follows and it is at this point that individual roles are defined and accepted

Partnership working is when different services and professionals work together with other teams of people to meet the needs of children, young people and their families. It brings together professionals to contribute their own specialist knowledge and skills. This way holistic approach to childcare is achieved as featured in Every Child Matters Framework. Below are some benefits of effective partnership:

Lennar Corporation was named one of the nation’s largest providers of financial services and homebuilders in 2009 (Pearce and Robinson, 2016). They had started as a single-family homebuilder in Florida and makes attached and detached homes in communities that were directed to move-up, first-time, and adult homebuyers that are active. Aside from building homes, they also had a financial services business that provided closing services, mortgage financing, title insurance, and other ancillary services for buyers and sellers (Pearce and Robinson, 2016).

Work Team development is a dynamic and often difficult process. Most teams find themselves in a continuos state of change and development. Eventhough, most teams never reach full stability, there is a general pattern that describes how most teams evolve. There are five stages of team development, the first stage is forming. In this stage there is a great deal of uncertainty about the teams purpose, structure and leadership. Members are testing the the waters to determine what types of behaviors are acceptable. This stage is complete when members began to think of themselves as part of the team. The second stage is called storming. In this stage there is much intragroup conflict.Team members accept the existence of the team, but there is resistance to the control that the team imposes on individuality. Conflict can arise from numerous sources within the team setting but generally falls into three categories:communication, factors, structural factors and personal factors (Varney, 1989/Townsley). In addition, there is conflict over who will control the team.

This balance is often observed difficult to achieve, especially within the solution teams. This is mainly attributed to the team formation stages as described by the Bruce Tuckman’s model (1965). According to Tuckman, the team formation goes through the forming, storming, norming and performing stages in progression. In the forming stage, there is a high dependence on leader for guidance and direction. In the storming stage, team members vie for position as they attempt to

Stages of a team provides a better understanding of a groups underlying forces; which allows organizations to enhance efficiency and achieve on-going success. Research suggests two main concepts of group dynamics: “Cog’s Ladder” and “Tuckman’s Stages”. George Charrier wrote an article presenting a model for group development called, Cog’s ladder in the 1970’s while working for the company Procter and Gamble. This model suggests that groups proceed through five group growth stages: polite stage, why are we here stage, power stage, cooperation stage, and esprit stage. Bruce Wayne Tuckman presented five stages of team dynamics: forming, storming, norming, performing and adjourning. The purpose of this paper is to reflect upon the experience

Due to a variety of uncertainties ranging from the instability of Mexico’s economy, to a limited knowledge of the possible company to do business with, Charles River Laboratories have to assure to their stakeholders that a joint venture with ALPES is beneficial to the growth of the company.

A recent meeting of managers unveiled a concerning issue to corporate management. Many of the teams created during a recent merger have failed to perform to the expectations of the company’s leadership. During this meeting a discussion occurred as to why some managers were successful and others were not. The root of the issues revealed that amongst the successful teams was found a positive attitude and willingness to work together not seen on the teams that were struggling. The heart of the positivity and team cohesion was the manager who fostered an environment of openness and self- management, yet kept the team focused on company’s strategy at all times.

(Cedar Tech) an importer and distributor of computer accessories in Los Angeles, California. After three years, Cedar Tech became a provider of third party technology, software, hardware and services at the corporate level. Customers were offered new products like printers, computers, displays, peripherals, printer consumables and software and, computer and networking accessories. In 2000, Cedar Tech acquired a small solution provider called Denta Solutions, which specialized in IT storage (Ghazzawi).

It is hard and impossible to eliminate conflicts when processing a team project. In the discussion problem 2, it tells us to solve a problem of developing experts from different places to into a real and complete team. People from different backgrounds and diverse places always have different values, perceptions, expectations, needs and resources. Also, different people must have various personalities. Therefore, a good manager should know and tolerant everything happened in the project and keep seeking probable methods to deal with every detailed conflicts.