Theories On Project Management And Personal Practice

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

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.

In the third stage the norms in group are formed, team is adapting to the leader. Positions and roles are clarified and the team move forward, they participate

The third stage is the Norming stage, this is where the team members resolve tension and work together as a unified team in order to achieve the teams common goal/goals.

Stage 2: During this stage, the team competes for status and approval of their individual ideas. Again, due to the familiarity of each other, the team members did not have incidents of competition or need to project personal prestige. They were well-aware of the individuals who felt the need to be in control and be the leader of the group. The group personalities were well-balanced and efficient; allowing for a give and take relationship.

First, here is a summary of the development stages of a team. In the forming stage, team members come togetherand form initial impressions. They socialize in order to get to know each other and bond with other team members. In the storming stage, team members experience hostility and infighting over tasks and how the team works. In the norming stage, team members start to come together and realize what needs to be accomplished. In the performing stage, team members are well-organized and well-functioningand maintain a positive balance. In the adjourning stage, team members achieve closure when the project is accomplished.

In this step, the team member can talk openly about their opinions and can adjust their behavior to avoid conflict. The team members agree on the team’s values, rules, and professional behavior and method of work (ARMSTRONG 2006). For example better working relationship, supporting and trusting each other that’s when performing stage come in. (4) Performing stage: performing this is the final step where team fully understand, cooperate and supports one another, thereby working as a single unit rather than individual teams that have reached this step displaying high levels of motivation, knowledge, competence and autonomy (ARMSTRONG 2006) for example the leader should recognize the contribution of the team and give credit when providing reports to the organization.

Teamwork is very important for a project team to function and achieves the goals set at the beginning of the project.

HW 5: 5 STAGES OF TEAM BUILDING Introduction In 1965, Bruce Tuckman developed the first four stages of team growth. He called these stages “Tuckman Stages,” based off of a study he conducted on research dynamics (Abudi, 2009). However, in 1977, a fifth stage, “adjourning,” was added to the four stages. The five stages that will be discussed are: forming, storming, norming, performing, and adjourning.

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

In this stage people start to work toghetet in a team towards the teams common goal. Resolving

STAGES OF DEVELOPMENT the model presented by Tuckman and Jensen "studies "... theory groups, human relations training or T-Groups, and natural and laboratory –task groups have two realms-task and interpersonal" (Tuckman & Jensen p. 280). It suggests that team's growth occurs in stages with each dissimilar through each level of development. Tuckman, identifies four stages of team development referred to as, forming-which occurs when individuals are introduced and brought together for a purpose. Storming members' strained relationships and conflict, about disagreement about a task, vision and/or approach of a shared purpose, norming where unconsciously or consciously working relationship members come to a consensus. Finally, performing team expecting

Group development begins with the forming stage where members ask questions, get to know each other and discover acceptable behaviors. The storming stage, or second step, is the period where there may be emotional outbreaks and tension within the group. This progresses to the third or norming stage where team members start to work together as a unit, the performing stage where the team is well integrated and functioning as a team. And lastly the adjourning stage when the team is ending as a group and group accomplishments are celebrated.

Third stage norming: Role of the members is clear and accepted. “Decisions are made by group agreement,” (Businessball,2016). The leader is accepted by the group, team is enthusiastic about the project and feel confident.

The third stage is the point where the team becomes a cohesive unit. At this point team members are much more devoted to each other and the team`s goal, they become more flexible and coordinated. The team starts to make big decisions, while individuals handle the smaller ones. Hopefully, at this point team members are more respectful to one another and they may even start to form friendships.