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Comparison Of Tuckman And Jenson's Stages Of Group Development

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Phil Jones was not trained on how to deal with people problem, he also was not entirely sure how to be a team leader. Phil eventually realized this and turned to books on teams and groups to get a further understand of the situation. Phil read about the stages of group development found in Tuckman (1965). As stated in Tuckman and Jenson (1977), the stages were revisited and Bruce Tuckman and Mary Ann Jenson added a fifth stage. Now there are a total of five stages of group development and having read them all Phil came to the conclusion that his group was stuck at stage number two, the storming stage. According to Bonebright (2009), the storming stage can involve disagreements and put a strain on the group as it has not been clarified to them what their …show more content…

It also may lead to work moving slower than anticipated and being behind can lead to annoyance.

Using Bruce Tuckman and Jenson’s stages of group development I would wholly agree to Phil’s diagnosis of the situation as there are many comparisons between the stages of group development and the position Phil’s team is in. The case study gives us a clear description of the transition of the team from the Forming stage to the Storming stage. In reference to Tuckman (1965), the forming stage is when the team members are still getting to know each other and it is unlikely for them to disagree with their teammates and this is to avoid conflict within the team at an early stage. Phil wanted to generate some competition within the team without going out of his way as in his opinion a team needs some disagreements to be able to bring about more and better ideas. Phil’s point of view that teams need some debate is what generally happens to teams when reaching the storming stage. Instead of this working out in his favor the team ended up with more issues than accomplishments. They had now entered the storming stage which resulted in Phil

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In a group communication context Tuckman theorised and established the “Developmental sequence in small groups” in 1965. His theory on group communication, educates us on how people work together through 5 stages. Forming, Storming, Norming, Preforming and Adjourning. Forming is the first stage; and is at the very beginning of group interaction with one another, participants tend to behave independently and although willingness to communicate and get on.

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When they if they do come across the storming stage after realigning priorities, they will be able to use the conflict in a productive way to continuing or re-enter into the norming stage. Another theory is the relational cohesion theory. This theory basically states that people form stronger bonds to groups that give them positive feelings/emotions. The more you like/ respect the people in your groups, the better your performance, as cohesion has a direct link to performance. I would suggest to start giving each other compliments.

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The second stage of group development is defined by intragroup conflict. The scene where

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The external pressures significantly affect the formation of the team. Personal identity and complex interpersonal interactions result in a highly charged environment and a tense group

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On the other hand, I learned from Tuckman, groups and teams in the workplace go through a maturation process such as one would find in any life-cycle situation. Team and group members tend to be uncertain and

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Many of the questions presented trend with the stages of team development, specifically forming, storming, norming, and performing (Teams & Teamwork, 2009). The forming stage is characterized as a peaceful time as team members become familiar to each other and analyze the task of the group as well as rules for task accomplishment (Teams & Teamwork, 2009). The survey addresses the success of this timeframe in team development through its questions in the roles portion such as questions asking how the team manages all functions it is to perform and its focus on task completion. Storming, as the second stage of team development, is characterized by conflict among team members that can specifically be related to process controls as well as task achievement (Teams & Teamwork, 2009).

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- Buzz (Lasseter, 1995) 2. Storming- By this stage members know each other’s well and this is the time when their individual thinking and differences start coming in between their goals. Members start focussing on their personal goals rather than group goals and this sometimes leads to aggression and conflict in group members and group breaks down. Examples from the movie-

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BRUCE TUCKMAN THEORY of Forming-Storming-Norming-Performing: Bruce Tuckman developed this model of team development in 1965. The focal point of developing this model is a team building challenge where the team developed a given task to handle problems, face objections, and differences in views at the initial stage to the completion of the given challenge with finding appropriate solutions, plan their work to achieve set target or goal. It was considered a good practice of team building activities and important for the group to rise and develop belongingness, ability to achieve the target and build a good relationship. Five Stages of Team Development: FORMING is the first stage where groups were created and assign task to complete.

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In 1965, Bruce Tuckman proposed the “forming–storming–norming–performing” model of group development, of which encompasses the chronological phases necessary and inevitable for a team to grow, problem solve, and perform to its highest capacity (Tuckman, 1965). The first phase, forming, is the initial step in a team’s development that inevitably determines whether or not the team will experience success or failure in their future endeavors. The forming phase, much like its name suggests, encompasses the first instances of a teams meeting where plans regarding their task are discussed and agreed upon. In the “Remember the Titans” video, this stage is depicted by all of the members of the football team coming together for the first time, and eventually meeting their coach. Storming is the second phase in effective team building, and it is also a point in which many disputes between team members can arise.

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During the norming stage, cohesion is established, conflict is resolved and members have good understanding on each other’s roles in the group. Members develop a sense of belonging towards the group and the leader could emphasize on harmony and unity to ensure the wellbeing of the group. This is the stage where the members are finally ready to start working together as a team and strive towards achieving the desired goals. Next, the performing stage emphasizes on problem solving and the completion of the task at hand. Member are committed towards their goals and are able to tackle any issue in a mature ways.

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But if it comes only as a result of people holding back their opinions and honest concerns, then it’s a bad thing.” Dysfunction #3: Lack of Commitment When teams engage in productive conflict they can confidently commit and buy-in to decisions. What separates a productive team and one that is not is that, the productive team is able to make clear decisions and are confident that every one of their members are in favour of that decision. It is common for people to have the mindset to not be committed to something when they know their opinions and thoughts are neglected and excluded from the discussion. Having commitment in a team is more about making sure that every members’ opinions are heard and acknowledged rather than just having everybody’s consensus.

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