How Teams Of Organizations Develop Into Cohesive Teams

Creating Effective Teams: a Guide for Members and Leaders is a book by Wheelan (2013) designed to do as the title states; guiding members and leaders to create effective teams. Wheelan (2013) begins the book by highlighting the reasons that groups are important. Wheelan (2013) states that throughout history, “Groups have played a major role in both the survival of human beings and the development of human culture” (p. 1). The majority of the book is based on 4 stages that create a group of individuals into an effective team. The first stage is called dependency and inclusion. According to Wheelan (2013), the first stage of the group is

In the third stage, the group develops solidarity. Team members understand each other’s trait and express personal opinions. In this phase norms and roles are established. “Neuman and Wright (1999) described this as a stage of developing shared mental models and discovering the most effective ways to work with each other” (Bonebright, 2010, p. 114). Tuckman (1965) stated that in this phase, the team becomes an entity because members develop in-group feeling and seek to maintain and immortalize the group as a result the conflicts are avoided for effort to ensure

Whether groups are formed for social or task oriented purposes, the ability to produce and maintain a sense of affiliation, peer support and collaboration is important for overall group functioning. The cohesion of a social group is produced through the establishment of a set of group norms, which are later defined as a guide for conduct accepted within a group of individuals. However, in order for a group to perform and produce results, the team leader should guide his/her team through the proper stages of group development, which includes the following steps: forming, storming, norming, performing and adjourning. Although teams should follow all these stages of group development, the forming and the norming stages are the most important,

In 1965, B. Tuckman published his idea of how groups assemble by using his ‘Forming, Storming, Norming and Performing model’. You could say that his theory is a helpful explanation of team development, but they may differ from one individual to another. The model does explain how the team develops its maturity, through establishing working relationships. It also connotes the leadership style changing; from a directing style, to coaching, then participating and delegating before almost being detached.

Within the business setting, the shift from yesterday’s “singular” culture to today’s “team” culture has brought about a new era of learning, development, and innovation. However, this shift has also brought with it a certain amount of dissatisfaction, conflict, and confusion. This paper will focus on the Tuckman Theory, and discuss how Tuckman’s five stages of group development and interaction applies to the work environment and leadership effectiveness.

The cross functional team may go through several different stages of behavior. Tuckman (1965) team development stages consist of four important forms of team development. The first stage of forming allows team to have a period of going through rough patches in hopes of finding common ground with each other. The group member will get a change on strategizing objective and targets. This usually outlines a conceptual goal for groups as well as organizations. The second stage becomes storming, questions surrounding leadership, authority, rules, responsibilities, structure, evaluation criteria and award systems tend to arise during this stage. The norming stage brings clarity with goals and objective with moving forward of executing plans. The fourth

Tuckman’s article addresses four stages of group formation. Based off of observation of groups: therapy-group studies, T-group studies, and laboratory-group studies (Tuckman, 1965). After these observations, he was able to propose four stages of development: forming, storming, norming, performing (Tuckman, 1965). Forming, when group members come together and identify as a group. Storming, when group members start to rebel against certain traits of the group. Norming, when those conflicting feelings are overcome and cohesion is developed. Performing, when the group organizes and executes a specific task. The data he compiled was qualitative in nature and was taken from twenty-six therapy groups, 11 training groups, and theoretical

When developing effective work teams, it is crucial to know the difference between a mere group and an actual team. A work group exists simply for the members of the group to share information and help each other perform their own individual responsibilities. Work groups are all about individual contributions instead of team effort, and thus the group is no greater than each individual’s personal input. A work team, however, functioning through coordination and cooperation, has the ability to create a positive energy greater than sum of its member’s individual inputs. In effective work teams, productivity is greatly increased by an overall positive synergy, individual and

In healthcare, the business depends a great deal upon a group of individuals who can effectively and efficiently work together to accomplish taking care of the number one priority, the patient. Therefore, structured workgroup dynamics are imperative for maximum group productivity as well as cohesiveness. As a consultant, I had the opportunity to evaluate and analyze a number of different workgroups, within the hospital setting. During the analysis, four areas that needed improvement to ensure maximum group productivity were; role conflicts within groups, communication among group members, lack of cohesiveness in groups with diverse members and excessive intergroup conflict. The purpose of this paper; will be to provide recommendations to

In today’s health care organizations, fewer and fewer individuals are working as solo practitioners ; instead, health care is increasingly delivered through teamwork, and teams are a vital component in health care organizations(McConnell,2006). Bauer and Erdogen (2009) define a team as a “cohesive coalition of people working together to achieve mutual goals”. (p.213). According to McConnell (2006) , teams are united by a shared purpose , regardless of the team’s type, composition, degree of performance, or reason for being. In health care organizations, teams are utilized by leaders to address problems and perform tasks. McConnell (2006) states that teams can benefit the organization because they provide greater expertise, enhance

In healthcare, the business depends a great deal upon a group of individuals who can effectively and efficiently work together to accomplish taking care of the number one priority, the patient. Therefore, structured workgroup dynamics are imperative for maximum group productivity as well as cohesiveness. As a consultant, I had the opportunity to evaluate and analyze a number of different workgroups, within the hospital setting. During the analysis, four areas that needed improvement to ensure maximum group productivity were; role conflicts within groups, communication among group members, lack of cohesiveness in groups with diverse members and excessive intergroup conflict. The purpose of this paper; will be to provide recommendations to improve group productivity from the identified barriers detected, and provide resolution for each barrier that was found within the organization. The organization will also be given a suggestion for a companywide training program on best practices for group productivity.

When an organization has to merge two groups together, it goes without saying there will undoubtedly be conflict, but how the newly-formed group manages a myriad of situations can prove to be vital to the survival and success of the newly-formed team. The processes, discussions, and behaviors of the team members can set the tone early for how well the group will thrive during and even after the forming stage. In addition, the team can take many steps to help ensure that conflict is addressed and does not sabotage the group process during the storming stage. Also, the plans a team has in place can help the team members improve their relationships during the norming stage once most or even all of the conflict has subsided. Furthermore, the pre-existing and well-thought-out plans can help all the team members maximize team success and productivity during the performing stage of team development once the conflict and unfamiliarity have long subsided.

A team can be any group of people or organizations working together to interdependently and cooperatively help meet the needs of their residents or patients based on their settings. Team work is essential in the healthcare field for happy employees. I gave a survey to 50 employees at Our Lady of the Lake – Ollie Steele that questioned their opinion on their work environment and performance as a team. The team mainly consists of Registered Nurses (RN), Licensed Practical Nurses (LPN), Certified Nurse Aides (CNA), kitchen staff, housekeeping, laundry, maintenance and administration. Each department and/or individual has a specific job to do within the main collaborative goal of providing service to the residents. I then observed the work environment of these employees during the day shift and again during the evening shift. I was looking for the

Throughout the Management 345 Course there have been many opportunities to explore the effectiveness of team building, both in theory and practical application. Within our community project team, we were challenged with working through the logical and creative problem solving techniques to come up with our successful solutions. The course work and team project has helped gain a good perspective from within as team member but, more importantly a gained understanding of how behaviors and personality traits affect team dynamics and overall team effectiveness. Learning, understanding and applying the key concepts and theories to our team and team behavior will help to directly apply these lessons throughout the rest of my personal and professional life.

To bring innovation and development in today’s economic market, employees’ productive suggestion and active participation are important resources for a health care organization. In order to achieve the goals of the organization, skills of team building plays a crucial role. Bruce Tuckman in 1965 proposed four stages of team development which are: