Tuckman's Model Analysis

Tuckman in his "Stages of Development' model identified 5 stages of team formation: forming, storming, norming, performing and adjourning (CIPP, Unit 1). Based on his analysis and characteristics of each stage it becomes possible to recognise that the team has reached the stage of 'Performing'. According to Tuckman it is the final stage of development when a team is fully functioning and produces its 'best work'. The main features of the ‘Performing’ stage are (CIPP, Unit

50 years have passed since the Tuckman's classical model of Small Group Development was presented to the world. Tuckman’s model has become "the most predominantly referred to and most widely recognized in organizational literature (Miller, 2003, p. 122)" (Bonebright, 2010, p. 111). Established by Bruce W. Tuckman in 1965 and revised by Tuckman and Jensen in 1977, the model presents the well- known stages of forming, storming, norming, performing, and adjourning.

Whether groups are formed for social or task oriented purposes, the ability to produce and maintain a sense of affiliation, peer support and collaboration is important for overall group functioning. The cohesion of a social group is produced through the establishment of a set of group norms, which are later defined as a guide for conduct accepted within a group of individuals. However, in order for a group to perform and produce results, the team leader should guide his/her team through the proper stages of group development, which includes the following steps: forming, storming, norming, performing and adjourning. Although teams should follow all these stages of group development, the forming and the norming stages are the most important,

Tuckman and Jensen model focuses on the development of internal relations among the team members. There are 5 stages, Forming, Storming, Norming, Performing and Adjourning.

Tuckman (1965) suggests that understanding is required in order for teams to reach maturity. Tuckman phases of team development are:

The five stage Tuckman’s theory (1965) namely forming, storming, norming, performing and adjourning focuses on the way in which a group handles a task from the beginning to completion. The main group work approaches are cognitive behaviourist, feminist, psychoanalytic and humanistic approaches. Knowledge of theory enhances effectiveness of group work.

Tuckman (1965) proposed that when developing teams, groups proceed through four general stages of development, namely: Forming, storming, norming and performing.

Tuckman’s theory is significant as he recognizes that groups do not always start of fully formed and functioning. He states that groups develop through different stages through the process of whatever task they fulfill (Smith, M. K. (2005). An example of Tuckman’s theory consisted of team development and behavior of the U.S navy. Tuckman’s model suggests that teams grow through four stages; Forming, storming, norming and performing, as teams develop maturity, ability and relationships within their groups (Team Building, 2017). Relating Tuckman’s theory to the activities, we were required to design a castle.

Tuckman's theory focuses on the way in which a team tackles a task from the initial formation of the team through to the completion of the project. Tuckman's theory is particularly relevant to team building challenges as the phases are relevant to the completion of any task undertaken by a team but also the development of a team in the grander scheme.

The objective of this paper is to critically analyze and reflect upon my group experience as a member of the “Earlybirds” team. The focus will be on the group dynamics, which will be evaluated in the light of the organizational behavior concepts and theories. Throughout the paper the considerable advantages of group work will be outlined, as well as its systemic associated negative aspects. Moreover, the individual contribution to the work, as well as the overall team’s performance will be evaluated. In the conclusion, main learnings and critical suggestion for me to be applied in future groupworks will be provided.

The second stage of Tuckman’s model is storming which indicates a period of outbreak of conflicts in the group. In the case of group in Centillion, several issues of disagreement have happened simultaneously. Tuckman explains the team structure at this stage as “intragroup hostility”, where the negative independency is discovered by Schroder and Harvey to explain the situation of conflict (Tuckman, 1965); therefore, the effective distributed leadership system is critical for the group to progress to further.

Working in groups brought a new challenge for Hyundai as they had to organise their tasks internationally. Working worldwide brings the challenge of working with people from different country who have different views about almost everything. The concept of five stage model, developed by Bruce Tuckman has provided a solution of understanding a group management by showing the stages of development in a group. Five stages of this model is applied in Hyundai when it needs to understand about a group development to identify which stage is responsible for success or failure of their task. Hyundai starts the five stage model with forming and ends it with adjourning stage and in between three stages remain which are sequentially storming stage, norming stage and performing stage. In forming stage, Hyundai perceives that group members are testing the water while starting to consider

A theory of team working that details the stages of team development that are typical to any type of team

Second, they should train their employees about teamwork and what goals must be achieved as a group in order to be in touch with people who have different values and social norms. The Group Evolution Model “a way to illustrate and track the development of groups or teams over time.” This model is a key point of the development of the teamwork. The main purpose of this model is to help the company to achieve measurable goals and avoid the misunderstanding between group members. The things to look out between the forming and performing stage of the group are language and context issues. Along with the group building blocks “A means of determining and then illustrating the most basic elements of a successful group or team.” The application of this model is to help team groups to achieve a better productivity in the organization. This model is based on three question: What, Who, and How. Since the employees of the company would be in touch with another culture, the building block can help the company to have a clearly understanding of what specifically goals they want to achieve in a timely manner, who can work efficiently, and how they can get things done in

This study shows that how the different leadership theories, style and Tuckman's team building model can help to improve the behaviour of the employees at the organisation. A leader must have influence on his subordinates for encouraging them to work and achieve the predetermined goals. Different behavioural approaches help a person tin learning and Tuckman's model define how a team can be formed and work for achieving the organisational objectives. Different internal issues of the employees affect the performance of themselves and organisation, so it should be rectified and resolved as soon as possible before it has any negative affect on organisational culture. Top Management and leaders should take important necessary steps for resolving the internal issues of the employees at the organisation.