Process Essay: Developmental Sequence In Small Groups

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

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

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,

Forming is the stage when a group initially need to come together and get to know each other, then the team sets a goal. This is when the

Syer & Connolly (1996) describes a “team system” as a group of people who constitute a system of interrelated entities and whose members share a common goal. They argue 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 then emerge. Consequently this leads to a highly developed awareness. The notion of a cycle more easily suggests the kind of continuous process that teams go through and need to revisit as new members

Group and team work is described as two or more interacting individuals who share collective norms and goals and have a common identity. The size of the group is key, a large group the leader may not catch all. However, a small group becomes more bonded, allowing interaction and shared awareness.

Teams are formed when individuals with a common taste, preference, liking, and attitude come and work together for a common goal. Teams play a very important role in organizations as well as our personal lives.

Forming is when a group comes together for the first time and everyone tries to get to know each other. This is the first stage. No roles are placed within the team and many members are feeling multiple feelings like anxiousness, nervousness, and some might be clueless on the work. I have experienced forming when I played softball for the Mooresville Recreation Department in my town. The rec department would blindly place girls

This paper is going to discuss relevant background factors, circumstances, and structures of small group interaction. First, I will explain how a person’s background can influence participation in a group and then we will look at how values can impact a group. I will also explain how I respond to situations where I am working with people who have different values. Next, I will explain the implications of falling into “team traps” and will use three of the ten for specific examples on why they should be avoided. Finally, I will summarize all that we have learned today on group interactions. Let’s start by looking at how peoples background can influence participation in a group.

Group composition, structure, and technology can decisively shape individual, group, and organizational outcome (Harrison, 1999). For example, teams that are more heterogeneous on factors such as social background, education, and occupation are often more creative than more homogenous groups but can be less cohesive and satisfying to participants (Milliken and Martins, 1996).

Teams are more than just groups of people assembled in the same area, they are a collection of individuals dedicated to a common purpose and with a series of detailed performance targets, working together with complementary skills. Teams of people are encountered in various scenarios, not just in the workplace, but also throughout life, such as sports, associations, charities and voluntary services.

If we were randomly asked to define the word “team” many of us would have numerous variations of this multifaceted word; some would proclaim it means helping others, backing one another while others might define it as unanimity or culpability. The French associate the word team, with the slogan “Esprit de corps” a majestic word that was adopted by the United States Marine Corps. This matchless catchphrase means: “a sense of unity, of enthusiasm for common interests and responsibilities.” As early as childhood it has been ingrained into us that teamwork is congenial and effortlessly achieved. When in fact it wasn’t until society was introduced to Overcoming the Five Dysfunctions of a Team, written by Patrick Lencioni, did civilization start to realize that teamwork is hard to measure and even harder to achieve because the has been loosely used as well as misinterpret. Lencioni understands that teamwork is a difficult thing to measure and achieve, his book reminds us that the power that comes from teamwork cannot be denied. It would be hypothesized that through the authors’ comprehensive exploration and methodical examination, he reveals ways for civilization to comprehend the term as well as employ each other successful; conversely this can’t be done until the dysfunctional factor is properly identified and controlled. Hence the reason for his in-depth plunge in explaining the five dysfunctions and method that can be utilized by teams to overcome the dysfunctionalities.

What is a group? A group consists of two or more people who interact with each other and share a common purpose (Erofeev, Glazer, & Ivanitskaya, 2009). A team is a type of

In many aspects of our life, it is pervasive to work in a team. No matter in company, school, or another type of team it is necessary to be a part of a team and to achieve a team goal by corporations. People join a team with different personalities, goals, values, beliefs and needs. On the one hand, these differences can be a valuable quality of teams. On the other hand, these same differences inevitably lead to different levels of conflicts as well.

Forming stage is the first stage of the group development in which people join the group. In the major process in the forming stage,