Tannenbaum And Tuckman's: The Different Stages Of Leadership Theory

As suggested by Tannenbaum and Schmidt (1958/1973): cited in Mullins, 1995 there are two different types of leadership that determines when the leader does things. The first time is when there is a use of authority by the manager; the manager will make decisions and inform the subordinates and the second is when the subordinates have freedom so the manager will inform or present a problem to the subordinates and they will solve it through engagement. In the accident and emergency department, the leader/ manager gives freedom to the subordinates by presenting them with a problem which they must solve within 15 minutes-which will help to improve engagement, performance level and help build a strong team.

Organisations use groups and team as

The first stage is forming where individuals try to understand the operation of the organisation and how individuals should behave. The second stage is storming where individuals tend to use political tactics and struggle for leadership within. Hence, there is likely to be tension, falling outs, fighting and cliques during this stage. The third stage is when leadership is agreed and accepted, so trust is being established resulting cohesion. The fourth stage is performing where individuals perform their duties and are more flexible with their role so will move between roles and help other individuals and groups. The last group is adjourning and at this stage people move on positions, so high levels of anxiety is visible because people would have become more comfortable within the group. In the department, the different individuals have now become more comfortable which has improved performance level but there are problems when groups can become formed too strongly. People can stat to neglect their individual responsibilities, don’t put enough effort and start to take greater risk by believing that what happens within the group is not solely my