PART I: SHORT RESPONSE
Directions: Please answer each of the following questions and provide examples from the text, if applicable. Each response should be at least two paragraphs in length and be written in complete sentences.
1. At what stage in the five-stage model of group development might groups exert control over their members’ behavior?
In the five-stage process of group development it is in the norming stage that the group is able to control the behavior of its members. In this phase, the third phase, member start to feel as if though they belong and individual ties are made. Out of this comes a sense of direction for the group and they begin to create rules for moving forward.
2. Do most members of an organization want to work in groups? Why or why not?
Yes, most organizational members want to work in groups. As a member of an organization it is better to be a part of a group, which is a collaboration of individuals working toward a common goal. This
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Calling them the Employee Resource Groups, they are helping to promote inclusion from within their company to the world. The company believes that their global consumer base has a direct correlation to their employment diversity. These groups range from developing opportunities for African Americans through the Whirlpool African American Network or WAAN to the mission of Whirlpool Asian Community. They also support human rights through their PRIDE community and recognize women in their Whirlpool Women’s Network. Further supporting men and women of all ages, races and backgrounds they have a networks for the development of Young Professionals, supporting Latin culture and recognizing the Hispanic community through the Whirlpool Hispanic net work, and a network designed specifically to integrate the strong leadership and competitive nature of our great veterans in the Whirlpool Veterans
Tuckman (1965) proposed that when developing teams, groups proceed through four general stages of development, namely: Forming, storming, norming and performing.
14) What happens in the second stage of Tuckman’s five stage model of group development?
The 'forming stage' of group development is one in which "groups initially concern themselves with orientation accomplished primarily through testing. Such testing serves to identify the boundaries of both interpersonal and task behaviors" (Smith 2005). These tests include discussing how group procedures will operate; testing what is considered acceptable within the limits of group discussion (such as humor or when it is acceptable to interrupt a speaker); and also establishing leadership roles in both a formal and informal manner. The group is also highly dependent upon exterior direction. Our behaviors were consistent with the fact that there is "little agreement on team aims other than received from leader" during the 'forming' phase (Chapman n.d.).
Our group experience aligns with Bruce W Tuckman’s group development cycles. Tuckman’s first stage to group development is the forming stage, which members act cautiously with each other in order to understand the group's goal. Since group members were assigned at random, all members put in the effort to be cordial with each other. In the beginning, our group's climate was spontaneous. We had little to none primary tension as everyone was positive and encouraged each other to share their ideas for a product. When members were shy to put input in group decisions, I made sure to ask them for their opinion. For example, I noticed that I was contributing a lot of my ideas for possible products but group member Tony had yet to comment on his ideas.
The organization has five stages of group development. In the forming stage they have identified that there is a
It is important to note that when it comes to "how" groups form, one of the most conclusive frameworks explaining the same was formulated by Bruce Tuckman. According to this framework, a number of steps precede group formation. In this regard, it can be noted that when first established, group performance may not be optimal. Hence groups go through several developmental stages as they seek to achieve an optimal level of effectiveness and productivity.
For growth and development of a group you must go through the stages of group life, which consist of the beginning, middle, and end. According to Tuckman, the path that you follow is forming, storming, norming, and performing.
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.
Directions: Please answer each of the following questions and provide examples from the text, if applicable. Each response should be at least one paragraph in length and be written in complete sentences.
In an organizational context, group behavior is an important concept as it determines the cohesiveness and coherence of the organizational culture and organizational communication. For instance, unless the human resource department (HRD) function communicates the policies clearly and cogently, the employees would not participate and comply with them wholeheartedly. Hence, molding group behavior is important for organizations. However, this cannot be construed to mean that all employees must think and act alike. On the contrary, innovation cannot happen when group behavior is the same across all levels. The point here is that while organizations must strive for cohesiveness and coherence,
There are 5 stages in the development process of a group and each one plays an important role as you progress into becoming a completely functional group.
The five stages of group development are: Forming, Storming, Norming, Performing and Adjourning. According to the text book- Organizational Behavior, the first stage is forming, and it “is characterized by a great deal of uncertainty about the group’s purpose, structure, and leadership.” (Robbins, 2014) When members think they are being part of the group, it is going to the second stage-storming, and it “is characterize by intragroup conflict”. (Robbins, 2014)
Stages of group development have been defined as forming, storming, norming, performing, and adjourning (Tuckman, 1965, 1977). This widely accepted model serves as the basis for my exploration into the dynamics of group development. This paper will also look at the potential conflicts that groups may encounter through each of these stages as well as the possible actions and approaches to resolve the conflict.
Group development- The development of a group normally goes through the following stages (Tuckman 1965)
Tuckman identifies five main successive stages of group development and relationships: forming, storming, norming, performing and adjourning.