Essay SOC110 R6 W1 The Value Of Teams Worksheet 3

2. Storming: In this stage, the group is likely to see the highest level of disagreement and conflict. Members often challenge group goals and struggle for power. Individuals often vie for the leadership position during this stage of development. This can be a positive experience for all groups if members can achieve cohesiveness through resolution. Members often voice concern and criticism in this phase. If members are not able to resolve the conflict, then the group will often disband or continue in existence but will remain ineffective and never advance to the other stages.

Following the forming stage is the storming stage. Throughout this stage, a high level of conflict occurred within the team. There were frustrations between team members during their meetings, as well as confusion regarding each

The third stage is norming, which means that agreement and accord largely forms among the team and its members. The disagreements that happen in the first two stages have decreased, and roles within the team have been firmly established. Also, the aims and objectives set by the leader are done without disagreement. Big decisions are made by group agreement. Smaller decisions may be given to individuals or small teams within group. Commitment and harmony within the team is strong, meaning they are working well together. The team may engage in fun and social activities, and therefore forming better relationships between people. This would only improve the way they complete work

Even though some individuals stay quiet, issues may still exist. All members have an increased need for clarification. Questions surrounding leadership, authority, rules, responsibilities, structure, evaluation criteria tend to arise during the storming stage. Such questions must be answered so that the group can move on to the next stage and our group did just that and was able to move past the storming stage. Once a group receives the clarity that it so desperately needs, it can move on to the third stage of group development, known as the norming stage. The norming stage is the time where the group becomes a cohesive unit. Optimism is great as group members keenly recognize the abilities, expertise and knowledge that each member brings to the group. The group remains focused on its purpose and goal. This was experience when group members began to open up to each group member idea and seeing it as valuable.

Observing the behavior of small groups in different areas, spanning various phases distinguished groups and said that all groups have to reach these stages before reaching its maximum effectiveness. In 1977 redefined and developed his model along with Mary Ann Jensen who added a 5th stage. From then on, many have adapted this model. The five stages of group development are as follows: Forming, Storming, Norming, Performing, and termination. During the Forming stage of working in teams, team members are usually excited to be part of the team and eager about the work ahead. Members often have high positive expectations for the team experience. At the same time, they may also feel some anxiety, wondering how they will fit into the team and if their performance will measure up. As the team begins to move towards its goals, members discover that the team can't live up to all of their early excitement and expectations. Their focus may shift from the tasks at hand to feelings of frustration or anger with the team's progress or process. Members may express concerns about being unable to meet the team's goals. During the Storming stage, members are trying to see how the team will respond to differences and how it will handle conflict.In the Performing stage of team development, members feel satisfaction in the team's progress. They share insights into personal and group process and are aware of their own (and each other's) strengths and weaknesses. Members feel attached to the team as something "greater than the sum of its parts" and feel satisfaction in the team's effectiveness. Members feel confident in their individual abilities and those of their

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.

2. Explanation of the role people play in a team and how they can work together to achieve shared aims

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

Third stage is Norming at this stage everyone in the team learn to relate with each other as friends rather than acquaintances. So at this stage is where the real cohesive should take place. At this point there is no clear cohesiveness with the group because Mike is not meeting with the group.

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

The fifth stage of the model is the implementation stage. This stage asks the question of who does what, when and where? “When team members have resolved the issues of this stage, they have clear processes, alignment, and disciplined execution. When team members are blocked at this

There are four stages in the process of building an effective team. The first stage involves a meeting between the team and its organizers. The second stage includes a team building challenge. This challenge will help shed light on issues that weren’t resolved during the first stage. The third stage is all about debriefing and making sure that the team understands what is expected of them and how to resolves their issues so that they are able to effectively accomplish goals. Lastly, is the fourth stage which consist of reviewing progress the team has made and identifying any additional progress that needs to be address (Adams Steve, 2009)? My task is to build a team that will assist in developing a new growth strategy and business model for a manufacturing company.

The sixth stage is ‘high performance’. At the end of the whole group project we were able to surpass our expectations, because we all put a great effort and practice into the group work and when we presented our ideas we were excellent.

These 5 stages of Tuckman’s Stage of Team Development are essential to success with the group goals. Forming is the initial formation of the group. Storming is necessary to resolve the conflict. Define group's goals at the norming stage. Performing is the actual goal of the conference group. Adjourning is a process that assesses the results. On the other hand, Tuckman’s Stage of Team Development does not need to occur in the sequence. Some group will make a return journey between all the stages. May be the group will pass through the same stage for few times and not all groups pass through all the stages. Some group will pause in the particular stage for

However, Fulk et al. (2011) argue that the conflict is necessary for team members to develop an understanding of their roles and for the team to create rules and tasks. After deciding on roles and ground rules, the team can progress to the third stage, norming. In this stage the team achieves cohesion by making special efforts to avoid conflict, resolve differences, and negotiate with each other (Fulk et al. 2011). Fulk et al. (2011) state that in norming ,the team’s main focus is on accomplishing its goal, and members are committed to these goals. The performing stage is the next step in a team’s development. Team members in the performing stage focus on performing their tasks and achieving their goals (Fulk et al. 2011). If there is conflict, it is handling in a productive manner ,as the team has becomes more effective in problem solving. Finally, in the adjourning stage, the team focuses on achieving it goals. Upon completing their tasks, some members may be sad about separating from each other, while others may express happiness about what they have been able to accomplish (Fulk et al.,2011). Even though, a team goes through these stages, Fulk et al. (2011) argue that the involvement of a manager at each stage in team development can greatly improve team performance and success .