There are 5 stages of group development as outlined by Robbins, DeCenzo, Coulter & Woods (2014), which are applicable to Michelle’s company and her plans to restructure her business by creating effective work teams. These stages are, respectively: forming, storming, norming, performing and adjourning. The 5 stages will be discussed and applied throughout this essay to the case study of FitBite. The essay will also outline example activities that the employees may undertake during each stage. With Michelle wanting to double the number of nationwide staff from 30 to 60 by the end of August 2015, there will be significant change in staff dynamics as their work structure changes from individuals in groups, to small effective teams. Throughout the essay I will also illustrate the applicability of the 5 stages of group development to Michelle’s plan for creating effective work teams. The rationale of this essay and specifically the concept of group development is important to facilitate the changes in external environments, globalisation, and the desire to remain competitive in the market, as managers are increasingly turning to team …show more content…
For Michelle’s employees, the development of group cohesiveness is through the setting of rules and standards to accomplish the team’s mutual set goals and intended purpose of maintaining high market share. This stage is applicable to Michelle’s as norming allows for her teams to assign roles to each member based on their strengths which will assist in managing the sales and marketing of the FitBite devices. According to Robbins et al. (2014), this stage is complete when the group’s structure solidifies, and there is a common set of norms or expectations. Essentially this is group cohesiveness, which is a characteristic of team effectiveness as referred to by Robbins & Judge
High cohesiveness is an effective tool in the success and effectiveness of an organization. However, in order for ...
There are eight categories of verbal communication that are classified under the system of Group Development Observation System (Griffith & Dunham, 2015). The Group Development Observation System was developed to categorize verbal interactions within a group (Griffith & Dunham, 2015). The eight categories that can be used for classification are dependency statements, counterdependency statements, fight statements, flight statements, pairing statements, counterpairing statements, work statements, and unscorable statements (Griffith & Dunham, 2015). Dependency statements identify the dominant group mood (Griffith & Dunham, 2015). They also solicit direction (Griffith & Dunham, 2015). Counterdependency statements identify independence amongst
“The team is faced with creating cohesion and unity, differentiating roles, identifying expectations for members, and enhancing commitment. Providing supportive feedback and fostering commitment to a vision are needed from the team leaders (Developing Management Skills).” ... ... middle of paper ... ...
Bruce Tuckman maintains that there are four stages of group development, forming, storming, norming, and performing. These stages are all essential and unavoidable in order for a group to mature, overcome challenges, find solutions, plan work, and produce effective results. (University of Washington, 2013)
Gersick, C.J.G., 1988. Time and Transition in Work Teams: Toward a New Model of Group Development. The Academy of Management Journal, Vol. 31 (1).
Tuckman’s theory of development claims, “In the first stage of team development or organization, individuals come together to establish the ground rules.” (Schneider 2003, p.17).... ... middle of paper ... ...
The group goals not only create a sense of belonging and identity but also increase commitment to the organisation and to the group itself (Puusa & Tolvanen 2006). Furthermore, through the technique of forming relationships and identifying teams among employees additionally increases work motivation, which automatically leads to higher productivity (Vakola & Nikolaou 2005). In order to implement this theory the organisation must determine the objective to achieve organisational efficacy, accordingly creating specific group
Organizational Development changes the character or "culture" of an organization and improves the organizations performance. Change in an organizational development program is planned and deliberate, not random. Successful change in organizations happens with a specific purpose and requires experienced leadership.
One of these innovative ways is using a work group. More organisations are now becoming global than ever, which means they rely on distributed teams to carry out certain tasks (Nedelko, Z, 2007). Although nowadays most jobs require a degree of individual and group work, it is left to the management to identify which method might be appropriate for the task (Belbin, M, 2007). In this essay I will be looking at how organisations can use work groups to their advantage, and the different factors that can affect a work group’s performance. In addition, I will also be discussing when it is appropriate to use work groups and individuals, and discussing whether an organisation can reply solely to work groups to be successful.
According to Toseland and Rivas (2005), group dynamics are “the forces that result from the interactions of group members” (p. 64). These forces refer to either the negative or positive influences towards meeting members’ socioemotional needs as well as goal attainment within a group (Toseland & Rivas, 2005), like within my class work group experience. Some of dynamics that continue to emerge and develop in my group is the effective interaction patterns and strong group cohesion, which has generated positive outcomes and group achievement thus far.
Companies that have been successful in organizing hi performing teams have reaped the benefits of having appropriate team cohesiveness. However, contrary for companies that have tried and failed at the everchanging task of keeping the lines of communication open between employees and leaders to reach a final product. It is not wise for a leader to place emphasis on team member relationships alone, but more importantly on problem solving techniques and motivating each individual and the team as a whole. Organizations that have set out to improve the quality of the products and business structu...
“Informal groups have a powerful influence on the effectiveness of an organization, and can even subvert its formal groups. But, the informal group’s role is not limited to resistance. The impact of the informal group upon the larger formal group depends on the norms that the informal group sets. So the informal group can make the formal organization more effective, too.” Informal groups can either be a manager’s best friend or worst enemy. Group Development: The Formation of Informal Work Groups Informal work groups are part of any working environment; how they form, the leadership within the group and how these groups communicate, follow the same basic model. “Groups are particularly good at combining talents and providing innovate solutions to possible unfamiliar problems.” “There are five stages of group development. The first is forming,which is where the group first comes together. Everyone is usually polite. Conflict is seldom voiced directly. Individuals will be guarded in their own opinions and reserved.” The second form of developmentis “storming a chaotic vying for leadership and trailing of group operates.” The third is norming as the second stage evolves the rules of engagement for the group becomes established, and the scopes of the group’s task or responsibilities are clear and agreed. Fourth is performing,not all groups reach this point. Everyone knows each other well enough to be able to work together. And the fifth stage is adjourning; this is about the completion and disengagement of the tasks and group members. The formations of informal work groups are employed by an organization to perform specific functions. Informal groups almost always arise ...
When we think of the word team, individually many different ideas may come to mind about what a team really is. Some may think of an NFL team (Tennessee Titans), an NBA team (Sacramento Kings), or a NASA astronaut team with such pioneers as Edwin Aldrin, Jr. and Neil Armstrong as members. You might even think of the U.S. Navy, Air Force, Army, Coast Guard, or Marines as teams. In fact they all are, and they have a great deal in common as teams. However, for the purposes of this paper I will examine the characteristics of work teams, as they apply to organizations and I will supply answers to the following questions: What is a team? Where did the team concept come from? What are the types of teams? What are the advantages and disadvantages of having teams in organizations? What does it take to make a team effective?
Organizations use teamwork because it increases productivity. This concept was used in corporations as early as the 1920s, but it has become increasingly important in recent years as employ...
When first being introduced to a group, it can be quite stressful trying to figure out how you and your team members are going to function together. As with any group, there are a few milestones that need to be reached in order to ensure a functional and successful relationship. Specifically, groups need to go through Tuckman’s Group Development Stages. These stages consist of forming, storming, norming, performing, and in some scenarios, a final stage of adjourning may be reached. After participating in this assignment, we as a group were easily able to identify, and analyze, each stage of our development.