aaaa

617 Words2 Pages
bulb-icon

Recommended: Problems to overcome when using multicultural diverse teams

1) Introduction The purpose of this report is to reflect on my team working experience and to critically review the events of this experience. Throughout the process I kept a diary of events which I will be analysing in conjunction with Tuckman and Jensen’s (1977) model on stages of group development, these are: forming, storming, norming, preforming and adjourning. 2) Reflection on teamwork Tuckman and Jensen (1977) explain that the group begins forming when they first come together. Our group began to form when we discovered the identity of whom we would be working with and we engaged in conversation for the first time. During our first conversation we introduced ourselves and discussed our preferred team roles using Belbin’s (1981) model. I believe we formed as a team rather than a group. Boddy (2011) suggests that the terms ‘team’ and ‘group’ can be used interchangeably, however Schein (1965, via Cantore, 2013) argues that some teams have three characteristics which groups do not possess. These characteristics are interdependence, mutually shared goals and synergy. Our team had the collective goal of delivering the presentation to a high standard and we relied on each other to achieve this goal, however whether or not we possessed synergy is questionable. The next stage of our group development was ‘storming’ where differences in opinion begin to arise (Tuckman and Jensen, 1977). The main issue we faced at this stage was contrasting opinions on what topic should be chosen as we could not find an area which all group members were satisfied with. In order to resolve this problem I suggested the group should have a vote on which topics we would be happy to work on, four of our six members voted for the same topic, and the two... ... middle of paper ... ...ndly, group performance can be hindered by social loathing and groupthink, however these problems can be overcome by openly discussing these issues. Finally, groups pass through different stages of development and it is unlikely that groups will perform well initially. Works Cited Belbin, R. (1981) Management teams: why they succeed or fail, Elsevier, London Janis, I. L. (1972). Victims of groupthink; a psychological study of foreign-policy decisions and fiascoes. Boston: Houghton, Mifflin. Tuckman, B W and Jensen, M A C (1977) Stages of small-group development revisited, Group and Organizational Management Boddy, D. (2011). Management: An Introduction, 5th ed. Prentice-Hall, pp. 514-539 Cantore, S. 2013. Groups, Teams and Conflict. Lecture notes distributed to MANG1005 the Individual and the Organisation at the University of Southampton, December 2nd 2013

Show More
Related

  • Tuckman’s Model and the Nadler and Tushman Model

    1168 Words  | 3 Pages

    The formation of the team is the first stage of the model. A person’s behavior is driven by the desire for acceptance, and to avoid conflict or controversy with other people (Judge & Bono, 2000). Grave feelings and issues are avoided, with people focusing on keeping themselves occupied with routines such as duty allocations, team organization and the venues of the meetings during this period. At this stage, individuals gather impressions and information about each other, and the aims of the group and how to advance towards them. This stage is comfortable, but the avoidance of conflict translates to little being done. The team learns about opportunities and challenges, reaches a consensus on goals and starts to handle the task. The team may be motivated, but usually, they are ...

    Read More

  • Case Study: Henry Tam Case

    1037 Words  | 3 Pages

    The team is weak. While the makeup of the team is one that fashions an environment conducive for enhanced effectiveness, it has yet to approach the set mandate in a manner that ensures the realization of its goals. Errors can be identified during the initial stages of forming the group. There are five stages of group formation. During three of these phases, the forming, storming and norming, were characterized by significant errors. The forming stage was spread through some meetings. The core rationale for this is the inability of all members to be included in the first

    Read More

  • tuckman's theory

    525 Words  | 2 Pages

    Following is a personal experience on Tuckman’s five stages of group formation, (Forming, Storming, Norming,

    Read More

  • MGI Group Case Study

    1068 Words  | 3 Pages

    For one, a leader could have been selected during the forming stages (Raelin, 2008). To some extent, Henry should have assumed this leadership role given his experience on the same. Henry could have also addressed the diversity of the team members. One of the most practical approaches towards this regard entails acknowledging the differences and implementing strategies to work around these differences (Kurtzberg, 2014). The third measure requires the setting up of norms and values to guide the actions of the team members. The absence of norms and values has contributed to the team’s failure. The fourth measure entails conflict management. No conflict resolution mechanisms were in place to guide in resolving the conflicts that were characteristic of the team. Therefore, Henry ought to have ensured that such mechanisms were in

    Read More

  • Personal Reflection On Tuckman's Five Stages

    1429 Words  | 3 Pages

    During the practice round which was also the first time all 4 of us met and became a group. We all worked as individuals, attempting to understand how to play the business simulation. We had little communication therefore a lack of understanding and blurred purpose of the group and, what was expected of each of us. This lack of consensus caused confusion amongst the group, this may have been the case because we were all uncertain of what we were to do. Therefore, it would be argued by Tuckman that we were in the first stage being ‘forming’ within his 5 stages of group development.

    Read More

  • Exploring Tuckman's Model of Group Development

    716 Words  | 2 Pages

    Many everyday activities require people to collaborate with others, but there not the same type of group: school group, therapy group, business group, and many others. A study, Stages of Small-Group Development Revisited, written by Mary Ann C. Jensen shared the acknowledgment with Bruce W. Tuckman as coauthor. This article focuses on further study of Tuckman’s model through other literature with tested data.

    Read More

  • Organizational Group Dynamics and Politics

    1699 Words  | 4 Pages

    Individuals have their own personalities that can influence their enthusiasm and productivity within an organization. In addition, individuals also form groups and are part of teams that work together to reach a common goal within organization. According to Gibson, Ivancevich, Donnelly, and Konopaske (2009) dedicated and cohesive teams can have a tremendous impact on organizations effectiveness and the global market. However, all of this happens within the frame-work of office politics and can hinder or enhance the organization’s effectiveness. Therefore, it is important to not only understand individuals, but also groups, teams and office politics within the organization. This will help leaders to plan, organize and motive individuals and groups for the best possible outcome for the organization.

    Read More

  • Wheelan's Creating Effective Team

    1005 Words  | 3 Pages

    Susan Wheelan, creator of Creating Effective Teams: A Guide for Members and Leaders are exceptionally knowledgeable in teaming and joint effort. She has composed numerous books and articles on making compelling groups and coordinated effort. She has been included in examination on gathering and hierarchical improvement, taught at Temple University, drove the Training and Development Center at Temple University, and gave conference to a wide assortment of associations and organizations worldwide on points, for example, official advancement, teaming, staff joint effort, managing troublesome representatives, and peace promotion. She works industriously to give the readers research-based data and informs the readers in the event that she is theorizing. The scope of the data on the phases of group advancement is inside and out and exceptionally educational. As I would see it, this book would be valuable to peruse to get the enormous thought of teaming and after that counsel the aide all through the stages in which your group is locked in amid the development process. Something else, the readers might be overpowered with the massive data gave in this book. I think the creator's accentuation on making successful groups from work gatherings is admirable. She portrays every phase of group development in awesome detail and gives true stories to help the reader understand her data. She likewise furnishes the readers with keys to efficiency, which could help a pioneer and a colleague while making a compelling group. Wheelan makes a magnificent showing with regards to with depicting the pioneer of a viable group as all the more a colleague as a specialist. This data will help me turn into a more successful colleague and group pioneer at my school, association and so

    Read More

  • Tuckman's Group Analysis

    329 Words  | 1 Pages

    Three years ago our small team was formed. We currently have 6 team members with three original team members remaining. The beginning was difficult with everyone presenting with unique personalities and different talents. We all processed through the stages of Tuckman’s Five-Stage Theory of Group Development (Kinicki Kreitner, 2003).

    Read More

  • Critical Analysis of Group Work

    1636 Words  | 4 Pages

    London: Tavistock Publications, Inc. BENSON, J. E. & RIVER, 1987. The 'Secondary' of the Working More Creatively with Groups? 2nd edn. of the year. London: Routledge COREY, G. COREY, M.S. CALLANAN, P.; RUSSELL, J.M. 2004.

    Read More

  • Tuckman's Theory Of Teamwork

    239 Words  | 1 Pages

    In this sense, Tuckman’s model should be considered as a lens to analyse a group’s development progression, rather than as a tool for proposing remedies to deal with specific issues that hinder the team

    Read More

  • Group Development: The Formation of Informal Work Groups

    1793 Words  | 4 Pages

    “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 ...

    Read More

  • Work Groups: Group Analysis

    1306 Words  | 3 Pages

    There are five fundamental conditions that recognize a group from a workgroup. To begin with is groups must be genuine. Genuine groups will be gatherings of identifiable individuals who really cooperate to accomplish a typical arrangement of goals. Second is groups require a convincing course. In order for everyone to be pulling in the same direction, they need to understand and embrace a shared purpose (Griffith & Dunham, 2015). The third group requires empowering structures. This implies including the correct number of the correct sort of individuals on the correct undertakings in the correct ways. Fourth is groups require a steady association. Everything must encourage achievement, from the practices and yield that are most prized or compensated, to the structure of the group's kin, frameworks, and procedures. In conclusion, groups require master instructing. An excessive amount of instructing centers around the person when it ought to be centered around collaboration and group process. By and large, to call a to call a gathering a group does not make them a group and longing for them to fill in as a group doesn't

    Read More

  • Norming Group Development

    379 Words  | 1 Pages

    Members are looking to contribute as much a possible and questioning, “How can I help the group?”. Positive characteristics are developed by the group during this stage. Those characteristics are: increased cohesion, more collaboration, emerging trust, appreciation of differences, and issues of strengthening relationships, open communication, positive/constructive feedback (Norming: The third stage of group development. (n.d.). Retrieved April 30, 2016, from

    Read More

  • The Importance Of Group Dynamics

    959 Words  | 2 Pages

    Formation of groups or teams is not something that occurs overnight. Because it involves human beings that come from various backgrounds with different sets of values, forming a group and anticipating them to integrate and function dynamically cannot be expected to

    Read More

More about aaaa

Open Document