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Models of Group Development

Models of Group Development. Introduction. The  model of group development   was first proposed by Bruce Tuckman in 1965, who maintained that these phases are all necessary and inevitable in order for the team to grow, to face up to challenges, to tackle problems,

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Models of Group Development

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  1. Models of Group Development

  2. Introduction • The model of group development  was first proposed by Bruce Tuckmanin 1965, • who maintained that these phases are all necessary and inevitable in order for the team • to grow, • to face up to challenges, • to tackle problems, • to find solutions, • to plan work, and • to deliver results.

  3. Developmental Models • Forming • Storming • Norming and • Performing

  4. Forming • Individual functions and responsibilities are not clear. Team requires clear aims and objectives from a leader

  5. Storming • Every group will next enter the storming stage in which different ideas compete for consideration.  • The team addresses issues such as what problems they are really supposed to solve • The storming stage is necessary to the growth of the team. • It can be contentious, unpleasant and even painful to members of the team who are averse to conflict. • Tolerance of each team member and their differences should be emphasized. • Without tolerance and patience the team will fail.

  6. Norming • The team manages to have one goal and come to a mutual plan for the team at this stage. • Some may have to give up their own ideas and agree with others in order to make the team function. • In this stage, all team members take the responsibility and have the ambition to work for the success of the team's goals. • The danger here is that members may be so focused on preventing conflict that they are reluctant to share controversial ideas. • The unhealthy potential for "group think" exists as well.

  7. Performing • It is possible for some teams to reach the performing stage. • These high-performing teams are able to function as a unit as they find ways to get the job done smoothly and effectively without inappropriate conflict 

  8. Further developments • Adjourning and transforming In 1977, Tuckman, jointly with Mary Ann Jensen, added a fifth stage to the 4 stages:  ** adjourning that involves completing the task and breaking up the team

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