In 1965, Bruce Tuckman first proposed the forming–storming–norming–performing model of group development in his article: Developmental Sequence in Small Groups. In 1977, he introduced “adjourning” with Mary Ann Jensen (Tuckman, 2001). From the model, we can infer that five stages need to be satisfied in order for a team to grow to the point where members function effectively together in order to deliver high quality results (Abudi, 2010, para. 1) . The FSNPA model has been very informative, given that today’s workplace often requires us to work as a team and partner with different individuals. The power point presentation highlighted key characteristics present in each stage and provided us with insights in order to: manage our expectations, be sensitive of feelings and behaviors that might be revealed, and understand team dynamics at a given stage. …show more content…
In this stage individuals have equal footing, and eagerness to share and contribute. Moreover, in this stage, members become acquainted with each individual’s background and forms the team’s personality. Storming and Norming, on the other hand, are the stages which I find both challenging and occasionally, disturbing, based on my previous experience. There were instances wherein a team goal was not properly understood by members. Moreover, there would also be instances wherein members needed assistance in performing certain tasks. At times, frustration may come from a member had been deprived of expressing his/her ideas. These cases would result to jealousy, competition and defensive attitude. Since Storming and Norming often circle back and forth, the danger befalls when team members at the Norming stage are content and no longer strive to perform because they either chose to preserve a harmonious relationship or avoid conflict. At work, the line manager (or leader) always has to ensure team communication, remind members of the team’s goals, and provide