Knowing and understanding the five stages of group development is extremely important. The first step is called Forming. Forming is when the group first meet up and is getting to know each other. During the forming stage members usually introduce themselves and give a brief introduction about their likes dislikes and interest. The members usually discuss what role each person will perform, by now the group should have a group leader who should be in attendance making sure the meeting is running smoothly. The second stage is called storming, storming is when the group comes together and bring their ideas to the table. Most groups don't get passed this stage because there tend to be arguments when it comes to deciding which direction the group …show more content…
Performing which is the forth step is where the group is basically performing well as a team and is spending less time disagreeing with each other. The group by now have learned how to trust, communicate, respect, and help each other. The group leader at this point should not be involved when it comes to any decision making and should only be there to make sure everyone is doing there part and to over look the progress of the project. Adjourning is the last stage in group development. At this stage everything is coming to an close and the members are usually saying there goodbyes and wishing each other good luck, some members will keep in touch with each other and will feel sad moving on individually. The group leader should be coming up with ideas on how the group should celebrate their accomplishment if the project was a success. If the project was not a success the group leader should then gather up the group so the can discuss what went wrong and what they could have done to make the project …show more content…
At times the roles they play can they play can have a positive impact on the group and other times it may have an extremly negative impact and set the group back in progress. An example of this would be the Joker, the joker in the group serves as an distraction to the group and usually can't stay focus and distract other members from staying focus, the devils advocate has a negative impact as well, this member tend to disagree with almost every decision the group comes up with on the flip side the devil advocate tends to have great ideas that are deep in thought. You also have the sniper who can shoot down ideas that other group members come up with which can lead to them dismissing good ideas that just need to be brainstormed on. You also have the dominator who intimidate the other members from speaking up due to there dominate personalities. There’s also the decision maker of the group who tends to attempt to make all the decisions for the group and doesn’t give enough time for ideas to develop before making decisions. There’s other roles which bring positive attributes to the group like the mediator, the mediator serve a good purpose of bringing peace and balance to the group the only issue with the mediator is that they are ofter relationship oriented instead of task oriented. There’s also the Listener who sits down and respectfully listens to everyone opinion can come up with well
A useful theory to explain our processes and development as a group is Tuckman’s theory of group working which explains the stages that a group will progress through in order to achieve an objective, including the Forming, Storming, Norming, Performing and Adjourning stages (Mindtools, 2016). The forming stage was pre-established for our group because we had been allocated together prior to the task and we had already managed to build relationships with one another. It was at the storming stage we began to establish our roles within the group and allocate tasks for
The forming stage is characterized by dependency, and need for acceptance and guidance. In this stage the "meet and greet" is done. During the meet and greet each member gathers information that will determine the strength of potential relationships amongst group members, as well as establish group hierarchy. Generally, in this stage the leader of group is selected. The group leader has a tendency to be someone that is viewed as stable and
At this stage, the group begins to realize the more positive points of individuals within the group, which promotes the development of trust and respect which begins to build group cohesion. The next stage is the performing stage, which is typical of high-performing teams that are able to function as a group and figure out various options to get the job done smoothly and effectively without supervision. The final stage is the adjourning phase, which is the final step in completing tasks and breaking up the team.
| Groups also have members who play certain social roles: * Encourager: Praises the ideas of others. * Harmonizer: Mediates differences between group members. * Compromiser: Moves group to another position that is favored by all group members. * Gatekeeper/expediter: Keeps communication channels open. * Standard Setter: Suggests standards or criteria for the group to achieve. * Group observer: Keeps records of group activities and uses this information to offer feedback to the group. * Follower: Goes along with the group and accepts the group 's ideas (Roles in Groups, 1999).
Similar to Tuckman’s five stages of group development is Corey and Corey, they claim that the first stage; Pregroup is “setting expectations, establishing group rules and procedures, role preparation and skills building” (Corey, Corey, Corey 2010 p123). The group did well in this stage, as the group was given a very clear aim, we discussed each members skill sets and while preparing a group contract with our aims objectives and rules. A group contract is a very useful facilitation tool as it sets out very clear guidelines for the group and defines what is acceptable and unacceptable behaviour for the group members (Tuckman 1965). The group members were able to gain clarity from the group contract, allowing them to identify the norms and boundaries of the group. For example our group decided that if a member were for any reason not be able to attend a meeting they would have to let the team know in advance, if this did happen the rest of the team would relay the information via email to the missing group member.
The clarity and effectiveness of purpose and the use of time was very well used in this meeting. The purpose of this meeting was very clear to both this writer and seemed to be to all group members. Group members respected that the purpose was to have meetings that were effective enough to help themselves stay sober. The group leader was very strict on keeping the group on task and did not allow much time for the group members to get off topic. The group discussions truly allowed group members to understand the purpose in being in attendance at each meeting. The time allotted for the meeting was perfect. The hour long session left just enough time for each portion of the meeting to be completed, but did not leave extra time where the group leader struggled to come up with discussion or activities for the group members to participate in. The use of time was very effective and clear to both the group leaders and group members.
The five stages of developing groups is an important part of the position. In many cases it is the relationships that a person will have with other individuals who will determine the best members to put into the different groups. As well, the different skill sets that individuals have are also an important part in placing group members together. The observation of the first groups placed together will be a good gauge in learning how some of the individuals work and observing how others work well together. The group size should be eight to 10 people to facilitate greater ease of equal participation among the individuals.
In today's session, Group members were presented with education regarding the stages of change and the characteristic of each stage of change. Group members were then identified and shared which stage of change that he/she presently was in; and discuss how to progress to the next stage of change.
Wheelan (2013) provides many good examples of what to do in certain circumstances that deal with safety and inclusion, conflict resolution, identifying roles and responsibilities, and fostering esprit de corps during group development. In addition, she identifies the positive traits that should be displayed by both team members and team leaders alike such as involving other members in the leadership of the group and actively participating in achieving objectives.
The Tuckman’s stages of team development (Levi, 2007) will be used as lens to evaluate the work of the group presentation. The Tuckman’s stages of team development consist of five stages of forming, storming, norming, performing and adjourning (Levi, 2007). In the forming stage we tend to know each other and figure out how we are going to run the presentation. At this stage, there was discomfort due to unfamiliarity together with confusion on how we will function together. The solution for that case was, everyone had each member contact detail, had a clear ground rules, as well as planned how we will accomplish our tasks. In addition, we also experienced the storming and norming stage. Levi (2007) says that the in the storming phase there are often
A group session could be composed of different individuals with same related issues but with different backgrounds, belief systems, and cultures. Groups are formed or developed by identifying first what type of group the facilitator will work on (Capuzzi and Gross 2011). These include if the group is about anger management, substance abuse, depression, and so forth. Let’s take a brief look into the Tucker theory of group stage of development. Tucker developed five stages of development that are composed by the formation of the group, storming stage, norming stage, performing, and adjourning (Porter & Wimmer 2012).
Tuckman proposes that groups develop via five stages; forming, storming, norming, performing and finally adjourning (Archee, Gurney, & Mohan, 2013a). The first stage, known as forming, involves clarifying the task and purpose of the group, and identifying boundaries of both the task and interpersonal behaviour (Archee et al., 2013a). For the presentation task we were randomly allocated into groups. This worried me greatly as I have struggled in the past with group members who do not contribute equally or see the task as important as other group members. To avoid this problem, the group collectively determined and agreed upon a number of ground rules. For example, we decided that all group members were expected to contribute equally to the presentation, all group members were expected to attend and contribute at all group meetings, and all group members would adhere to agreed upon deadlines. Having failed to do this in previous group assignments, this clarification stage
The Avengers went through 5 stages of group development that was theorized by Bruce Tuckman. The first stage is forming, wherein the Avengers gathered at the end of the first class. Each member collected information from each other such as the individual member’s name, contact number and email address. As the professor gave a task, the members felt the tension as to who will become the leader to obtain the information needed by the professor and write in the sheet of paper. There was minimal interaction between members and everyone just focused on the questions given. M5 stood out as a leader in this group activity as he voiced out that he would write in the sheet of paper and submit it online on Moodle. The initiative to complete this task
The organization has five stages of group development. In the forming stage they have identified that there is a
A group engages in certain processes that naturally occur when a set of individuals are working together. In the Orientation phase, the needs of group members are to be oriented to the task, that is, to define the task, specify issues, identify expectations, and explore the nature of the work. From this, members develop a common understanding of the group's purpose. In the Testing and Dependency phase, participants generally act as if they depend on the leader to provide all the structure. They look to the leader to set the ground rules, establish the agenda, to do all the "leading," while the group members acclimate themselves to the setting. Group members exhibit behavior to test what behavior is acceptable and what is not, and begin to establish boundaries, to consider themselves as individuals in relation to the group, and to define the function of the group and the leader. This phase generally concludes when there is general agreement that the goals are achievable and that change is possible--whether it be changing behavior, making a decision, or solving a problem. Organizing to get work done involves a number of group decisions. These include establishing work rules, determining limits, defining the reward system, setting the criteria for the task, dividing the work and assigning individual responsibility for particular tasks. As it relates to