Final Paper  The summative assignment for this course is to write a Final Paper on GROUP DEVELOPMENT MODELS focus on a dimension of group activity relevant to the field of human services.  Requirement

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GROUP DEVELOPMENT MODELS

The reason why I chose the topic was to help give an incisive look into the development of groups. The knowledge provided by this paper will help team leaders know how to effectively manage groups in order to achieve effective attainment of the goals of the group.

The aim of the paper is to provide the reader with the five models of group development namely Forming, Storming, Norming, Performing and Adjourning. The paper will provide a detail analysis of each of the stages in group development. The paper also offers advice to leaders on the activities they can develop at each of the stages in order to achieve the goals of the group.

I hope that by learning more on the topic, the knowledge will help me when working in a group and solving conflicts in the right way. The knowledge will also help me know how to achieve the goals of a group when working in a group.

The group development models are Forming, Storming, Norming and Performing. Members in a group undergo different changes from a collection of strangers to a united entity. Psychologist Bruce Tuckman models described these stages in a 1965 article titled “Developmental Sequence in Small Groups.” He added “Adjourning” later on. An understanding of these four models will help a group become effective fast.

Forming. Most team members are polite and positive. Some are anxious as they haven’t understood fully the work the team will perform. Some may be excited about the task ahead. The leader plays an important role in this stage due to lack of clarity of responsibilities and roles of team members. Members make an effort to know their new colleagues (Egolf, 2013).

Storming. Team members push against limits established in the forming stage. Many teams fail at this stage. Conflict arises due to different working styles which frustrate team members. Team members may challenge authority of the leader or feel overwhelmed by workload due to undefined roles or have an issue with approach the leader has taken. Some members may resist taking tasks questioning the team’s worth. Members that perform group tasks feel frustrated by lack of support from colleagues (Jérôme Frutiger, 2015).

Norming. Members begin to resolve conflicts, appreciate strength of team members and respect authority of the leader. Members socialize more effectively with each other asking for help from other team member providing constructive feedback. Team members become committed to the goals of the group. Storming and Norming have a long overlap as team members may go back to behavior from storming as new tasks come up (Fatout, 2017).

Performing. Hard work in achieving goals of the team without much friction. Processes and structures in place aid this progress. Team leader focus on developing individual team members and delegating much of their work. Being part of the group feels easy at this stage. Performance of the group won’t suffer even if people leave (Catarina Marques Santos, 2013).

Adjourning. This stage is difficult for team members who have developed close working relationship with colleagues and like routine because the future is uncertain (Drine, 2013).

The team leader develops activities at these stages above in order to achieve goals of the team. In the Forming stage, lead the team and establish clear goals for individual team members and the whole team (Robson, 2019). In the Storming stage there are various activities. Team leader establish structures and processes. Build a good relationship and trust between group members. Swift resolution of any conflict by the team leader offering support to less secure team members. Leaders should remain firm and positive when faced with opposition. Leaders should explain each stage to team members in order to enable them understand sources of conflicts. Leaders should train members in conflict resolution skills and assertiveness (Palladium, 2019). Psychometric indicators like Margerison-McCann Team Management Profile and Myers-Briggs aid team members understand different strengths and working styles. In the Norming stage, the team leader organizes a team-building event to assist the group members take responsibility for progress towards goals of the group. In the Performing stage, the team leader can delegate projects and tasks allowing him/her focus on other performing other roles. In the Adjourning stage, the achievement of the team should be celebrated (The Mind Tool Content Team, 2019).

Catarina Marques Santos, A. M. (2013). Team mental models, relationship conflict and effectiveness over time. Emerald Insight.

Drine, I. (2013). 'Successful' Development Models: Lessons from the MENA Region. Springer Link.

Egolf, D. B. (2013). Forming Storming Norming Performing: Successful Communication in Groups and Teams (3rd ed.). !Universe.

Fatout, M. (2017). Models for Change in Social Group Work. Taylor and Francis Group.

Jérôme Frutiger, C. M. (2015). A Comprehensive Methodology for Development, Parameter Estimation, and Uncertainty Analysis of Group Contribution Based Property Models—An Application to the Heat of Combustion. ACS Publications , 602-613.

Palladium. (2019). Monitoring and Results Measurement (MRM) Senior. Palladium.

Robson, D. (2019). The Science of Creating a Dream Team. BBC Worklife.

The Mind Tool Content Team. (2019). Forming, Storming, Norming, and Performing. Mind Tools.