Just as Judy Garland and Mickey Rooney cried, \"Let\'s put on a show!\" to solve problems in their 1940s movie lives, many businesses cry \"Let\'s build teams!\" to attack problems ranging from low productivity to poor morale, high costs and missed deadlines. Likewise, in our Week 3 Case study, Building a Coalition, we had a team begin to form to address problems in the Washington, DC school system. Employee teams intuitively seem to be a great idea and are certainly a growing trend. Use your newfound knowledge of teams and discuss the following 2 elements: a. Describe the stages of group development? Why is it important that managers have an understanding of the group development process? Identify and discuss three group property or team process elements you feel are most important in building a high performing team? Solution a) Describe the stages of group development? Why is it important that managers have an understanding of the group development process? Stages of group development are four: I Forming: Involves the process of discuss, agreements, contradictions, in a context of uncertainty, in which members maybe do not feel confident to express freely their own behavior. In this stage rules are confusing and it is necessary to encourage trust in the team. Managers should not demand assignments to the team that imply to them high levels of organization and communication in this stage. II Storming: In this stage members have understood tasks by do, and they have more knowledge of capacities of the rest of members, so they are ready to compete. Here you will see to emerge leaders and are observable the individuals skills. To this stage is important for managers to pay attention to individual\'s characteristics that will be useful to organization. III Norming: Now we have the process to establish rules of the team, the basis of cooperation, punishments and rewards, what is acceptable or not in the group. Here group becomes a cohesive unit. Morale is high as group members actively acknowledge the talents, skills and experience that each member brings to the team. This stage is the more productive to the organization, and it will be necessary to take advantage of performance gains. IV Performing: Is fourth stage and is the most productive fase. Now team is amalgamated, leadership is shared, exist ways to channel questions and good ideas. There is a positive atmosphere now and performance is the most high. Managers need to work to make their team arrives to this stage, with the promotion of cooperation, communication, trust and a positive environment. b) Identify and discuss three group property or team process elements you feel are most important in building a high performing team? 1) Deal assertively with emotional behavior; in human groups always emerge emotional behavior that often block themselves to see rationals and team goals, so you can not avoid emotion in human beings you need to learn to deal with it. 2) Promote a trust environment.

1. Just as Judy Garland and Mickey Rooney cried, "Let's put on a show!" to solve problems in
their 1940s movie lives, many businesses cry "Let's build teams!" to attack problems ranging
from low productivity to poor morale, high costs and missed deadlines. Likewise, in our Week 3
Case study, Building a Coalition, we had a team begin to form to address problems in the
Washington, DC school system. Employee teams intuitively seem to be a great idea and are
certainly a growing trend.
Use your newfound knowledge of teams and discuss the following 2 elements:
a. Describe the stages of group development? Why is it important that managers have an
understanding of the group development process?
Identify and discuss three group property or team process elements you feel are most important
in building a high performing team?
Solution
a) Describe the stages of group development? Why is it important that managers have an
understanding of the group development process?
Stages of group development are four:
I Forming: Involves the process of discuss, agreements, contradictions, in a context of
uncertainty, in which members maybe do not feel confident to express freely their own behavior.
In this stage rules are confusing and it is necessary to encourage trust in the team. Managers
should not demand assignments to the team that imply to them high levels of organization and
communication in this stage.
II Storming: In this stage members have understood tasks by do, and they have more knowledge
of capacities of the rest of members, so they are ready to compete. Here you will see to emerge
leaders and are observable the individuals skills. To this stage is important for managers to pay
attention to individual's characteristics that will be useful to organization.
III Norming: Now we have the process to establish rules of the team, the basis of cooperation,
punishments and rewards, what is acceptable or not in the group. Here group becomes a cohesive
unit. Morale is high as group members actively acknowledge the talents, skills and experience
that each member brings to the team. This stage is the more productive to the organization, and it
will be necessary to take advantage of performance gains.
IV Performing: Is fourth stage and is the most productive fase. Now team is amalgamated,
leadership is shared, exist ways to channel questions and good ideas. There is a positive

2. atmosphere now and performance is the most high. Managers need to work to make their team
arrives to this stage, with the promotion of cooperation, communication, trust and a positive
environment.
b) Identify and discuss three group property or team process elements you feel are most
important in building a high performing team?
1) Deal assertively with emotional behavior; in human groups always emerge emotional behavior
that often block themselves to see rationals and team goals, so you can not avoid emotion in
human beings you need to learn to deal with it.
2) Promote a trust environment, all teams need to trust each other to make a commitment with
organizational goals. In fear conditions groups tend to negative cohesion.
3) Promote positive leadership, negative cohesion is taken advantage for conflictive leaders, so
managers should avoid this situations.