The Four Stages Of Team Development

The Four Stages Of Team Development
II. Problems that may arise at every stage of team development, as well as strategies for addressing
them.
Understanding the importance of the four stages of Team Development
When you bring a group of diverse individuals together to form a team, challenges such as
communication and relationship issues can result. As a small business owner, know that putting a
team in place is not enough. The dynamic and complex nature of a team calls for a strong and
decisive leader for guidance (Measom, n.d.)Understanding the development of team stages can
determine the success or failure of a team.
Psychologist Bruce Tuckman published in 1965 a short article called "Developmental Sequence in
Small Groups." In his article he developed a model which seeks to explain how a team develops
over time. He used it to describe the path that most teams follow on their way to high performance.
The four stages are Forming, Storming, Norming and Performing.
The four stages of Team Development
Forming. The first stage takes place when the team first meets each other. In this first meeting, team
members are introduced to each. They share information about their backgrounds, interests and
experience and form first impressions of each other. They learn about the project they will be
working ... Show more content on Helpwriting.net ...
Still, the team leader may step to move things in case the team get stuck, he should ensure that team
members are working collaboratively and even he may be function as a coach to the members of the
team. Problems that may arise can be: members may resist change of any sort and members may
begin to fear the inevitable future breakup of the group. To attend these issues, it should be required
a balance focus of people and work and ensure that team members feel more comfortable with their
roles and in working with
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Organizational team development
Assignment 2: Learning Assessment System Assignment (LASA) 1: Team Performance Report
One of the main challenges in development and organization of teams is their recognized advantage
to provide superior ways to utilize employee talents. Management has found that teams are more
flexible and responsive to changing events than are traditional departments or other forms of
permanent groupings.1 Cultural diversity and low knowledge management on the rating scale of
management tools used, nowadays are among main disturbing factors, but can be also used to the
team's advantage.
Managers strive to motivate teams while maintaining more and more complex business processes
each day and multi level communication, formal and informal within an ... Show more content on
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Management by the goals has been proven as successful methodology for evaluation of the
employees' performance during last decades.
Moreover, belligerent team member should be assigned to other duties, in order for one apple not to
spoil the whole basket. When individuals become too emotionally involved – parties experience
anxiety, tension, frustration, or hostility, as shown in the Figure 1.
Figure 1. Process of the conflict and resolution stages
Communication plan
Communication would be organized in three levels downward with team members, upward to senior
management and laterally with other managers/supervisors departments. In the first case a team
meeting would be scheduled where delicate subjects such as low productivity and drop in sales
numbers would be arguments for deep changes in team organization and development of new skills
and resilience to the bugs and cost cuts, which are necessary and to be expected. It would be
followed by introduction of management by goals methodology to evaluate and reward employees'
work performance on trimester basis.
For departments managers a network resource such as share point notification on the internal page
of product development department could successfully be used for communiqué of the changes and
improvements made within the product development team, as the product

Team Development And Leadership : Example Of Unhealthy...
Team Development & Leadership | L7438 A01
Example of unhealthy agreement within a team.
Unhealthy agreement occurs when everyone adopts the same point of view and follow blindly, as
opposed to introducing and considering other options and perspectives (Sims, 1992). According to
Sims (1992), Beech–Nut displayed a huge case of unhealthy agreement when they changed their
ingredients and lied about what they were selling to consumers. Employees displayed unhealthy
agreement by not countering the actions of the company, the unethical behavior of the company was
not questioned. Employees justified their behavior by convincing themselves of misgivings of other
organizations, the thought that they weren't hurting anyone, and by taking comfort in ignorance
(Sims, 1992). The organization may have had better success by properly communicating the issues
they were having and welcoming suggestions or alternatives that allowed them to continue to be
truthful and sell a healthy product.
Explain how this unhealthy agreement relates to the concepts of the Abilene Paradox and
Groupthink.
The Abilene Paradox, according to Taras (1991), is when members of a group as well aware the
problems facing the group based on a decision, and privately admit their disagreement, but publicly
agree with the decision despite reservations. This is kind agreement is unhealthy because it causes
the group to go through unnecessary strife, instead of just voicing the objections and possibly
changing the

Team Development Stages
1.(a) The definition of team development stages are special challenges to a group of people to work
together successfully by using each development stage. The team and the organization take action to
develop each stage to support the team to be a success and accomplish the mission. (b) The example
of each team development stage is Forming, Storming, Norming, Performing and Adjourning stages.
The forming stage develops when the team members meet each other at the first meeting and share
information, experience and determine how the team will organize. They learn about a new project
and discuss a project 's goals and find out what role might work well together. The storming stage
develops when teams know each other and begin to address tasks and individual roles and confront
member 's opinion. The conflict takes place what should be done and how it should be done. The
norming stage develops when members more focus on developing work together and respect each
other 's opinion and their differences. They help each other to accomplish the project and are
satisfied with group members. The performing stage develops when the members focus on the group
's reaching goal. They trust each other and rely on each other. The members became more
interdependent and competent, highly performed without any guidance. They are motivated and can
solve the problem quickly without the guidance of the leader. The adjourning stage develops when
the project is coming to an end and the members have

Medisys Corp. the Intensecare Product Development Team Essay
MediSys Corp.: The IntensCare Product Development Team Questions
1. How well is this team performing? (Scale of 1–5 effectiveness, 5 most effective). Discuss.
Team is not performing well. I can give 2 or maybe 3 at most for its effectiveness. Because firstly,
there is a serious motivation problem. Beaumont's new policy of cross–functional team to look at
the bigger picture did not change the way of reporting and evaluation of the team members. They
were working both in the project and in their functional area but they were evaluated only on the
basis of performance on their functional area. So there is no indication of extrinsic or intrinsic
reward for the team performance. This situation is not motivational at all. Secondly, ... Show more
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However, diversity of the group is not managed properly and conflicts are not handled effectively
because of poor communication. There is a serious degree of trust problem in the team. For
example, Merz has not much confidence in team members' competence and she is not believing in
their ability to deliver the product. Therefore, we can't talk about a team efficacy for this team.
Everyone asserts his/her expertise and experience but no one regards and trust each other's. Lastly
evaluation system of performance of the employees is a serious problem. While they were working
both in the project and in their functional areas, they were evaluated only on the basis of
performance on their functional area. This situation definitely destroys motivation of the team.
4. Describe and discuss issues in the IntensCare Project Team (goals, leadership, power issues,
design of team and it's dynamics, conflict).
There are many kinds of conflicts in the team. First of all, there is a serious trust issue in the team
which led to poor communication which is causing information conflict. For example, Jack and
O'Brien didn't inform Merz on engineering problems about data displays and battery units or
O'Brien didn't have information whether there is any update about delays with the software.
Task interdependency is an inevitable outcome of parallel development system and this

The Team 's Four Stages Of Team Development
Belbin (2000) mentioned that by having a large size of group may result as single leadership and
conformism style which may overlapped the roles. In Belbin research, he added that the perfect size
of the good team would be around 4–6 people and with different roles, members could outperform
their potential to the maximum point (Mullins & Christy, 2010). By being the last coordinator, I
could see the overview roles of particular person in the team clearly and by this it could enhance my
knowledge and my future career as well. In the following essay, the essay will divide four parts
which starts from informing of the group experience within the module, description of the team's
four stages of team development, summarize the lesson learned
In our group, we have three Chinese, one Indonesian, one Ghana and one Thai. In classes, three
Chinese members may have some difficulties with the module languages which may affect in class
communication and writing reports. However, Ryu and Mary found some difficulties to adapt to the
new education system and business academic which are different from their background. However,
in the group we tried to support each other in term of these challenges we found like language
supporting each other and sharing some business ideas.
However, in team building, Tuckman (1965) stated of four stages that the team must reach to
outperform the team. This started with forming stated when the group members started to figure the
communication, members'

Bruce Tuckman's Stages Of Team Development
As it is being stated earlier that this paper will be discussing about team development and it will
then explain the theories of teamwork and team development. Team development is defined as the
improvement of the efficacy of working in teams or groups by advancing goal progressions (Eyre,
2015). Bruce Tuckman firstly identified the four stages of team development in the mid 60s (Eyre,
2015). These stages are; Forming, Storming, Norming and Performing. In the 1970s Dr Bruce
Tuckman added the fifth stage, which is Adjourning (Businessballs.com, 2015). Dr Bruce also
mentioned that this theory is a helpful and beneficial description of team development
(Businessballs.com, 2015).
Forming: Most team members are respectful and optimistic however ... Show more content on
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In the 1970s Dr Meridith Belbin has developed the Belbin team role theory essentially on the way
people perform and behave in a team (Educationalbusinessarticles.com, 2014). Dr Belbin defined
the team role as "a tendency to behave, contribute and interrelate with others in a particular way"
(Educationalbusinessarticles.com, 2014 and Trainanddevelop.co.uk, 2015). Belbin also suggests that
when a person or a team member understands his/her team role in a specific team, then the person
can improve potentials and control his/her difficulties as a team member (Trainanddevelop.co.uk,
2015). Belbin created nine team roles and these roles are as follows; Plant, Resource investigator,
Completer, Implementer, Shaper, Co–ordinator, Specialist, Monitor and Team worker
(Educationalbusinessarticles.com, 2014 and Trainanddevelop.co.uk,

The Stages Of Team Development
Engineering 104 – Midterm 1. Team Development Chris Anderson The five stages of team
development are forming, storming, norming, performing and adjourning. The beginning phase of
team development is forming. This is when you meet your group members and begin getting to
know one another. This is a good time to find similarities between members, which can help
members relate to one another. The next phase is called storming. This is where members begin
working on things together. People may push each other's boundaries, jockey for position, and test
leadership. Group members natural working styles emerge, there may be some conflict. After this
phase comes norming. Where hopefully conflicts get resolved and group roles get decided. Trust is
built which leads to a more cohesive and open group. Now the group moves on to performing. This
is the stage where the goal is accomplished. Once the goal is met then the group adjourns. Hopefully
there is enthusiasm over completing the goal and everyone move on with a good impression of other
members. For the Xetna Tower project we went through these phase as a group. When we first met
our group members, we began by answering questions about ourselves, favorite food, things we like
to do, etc.... As another forming activity we went to IHOP as a group and had coffee, hot chocolate
and fruit. I believe that the storming and norming process went hand in hand for our group. This
happened throughout the groups design process. The groups

Team Development
What channel has been used for team development in past 5 years in MPHK?
In 2008, the first year to launch the new training or workshop to all departments we selected four to
five staff from each department to join the workshop and train up them to be the departmental
trainer by classes and courses. But the result and the feedback from the trainer is not too positive
and effectively, because the training for them is so new and they can't always apply in work to build
up the team in the department.
In 2009, according to last year comments and feedback, we decided to add more activity which the
trainers get more involved rather just sit in the class room only listen. We start the outing activities,
e.g. hiking, one day campus outing, ... Show more content on Helpwriting.net ...
E.g. there have some team building campus where can let us rent for a day with activities.
Also, I suggest that we should have cross training within the company, trainer should go to other
department for training and see what they are doing, people can learn from others situation and
different environment, also they can better understand others department staff work procedure to be
more respect others during work, after the trainer learn from other department, he/ she can share the
experience to the team, this may help them to solve the similar problems in the future. Beside
trainer, we also can select some staff cross department training too, but it need to base on their
willing and needs.
Chapter 4
Conclusion
In the past five year, we can see the team development channel has been change from class room
style and seminar to much more on activities and outing, activities and outing which are effective
training channel with a bit more cost, but this can make people get the main point of training and
made them feel they are part on the team, rather feel boring sitting in the class room only listen.
Therefore, exchange relationship in training are more effective compare with class room and
seminar channel, also the trainer and training tools are play very

Shield: Product Development in a Distributed Team
SHIELD: PRODUCT DEVELOPMENT IN A DISTRIBUTED TEAM
(Case study No: 06/2005–5285)
Assignment Case Study
Executive MBA
March 2009
�
TABLE OF CONTENTS
1EXECUTIVE SUMMARY �
2INTRODUCTION �
2MANAGING GLOBAL COMPLEXITY IN THE DRM SOFTWARE INDUSTRY �
3Multiplicity �
3Interdependence �
3Ambiguity �
3Flux and Speed �
3THE CULTURES OF INFOTECH AND PROFESSIONAL �
3Organisational Culture �
5Culture Model – Gofee and Jones �

6Team Motivation �
7PERFORMANCE MANAGEMENT �
7Goal–setting Theory �
8Performance Management Analysis �
12BIBLIOGRAPHY �
13APPENDIX �
13Appendix A: Complexity �
14Appendix B: Macro Environment (PEST) of the DRM Industry �
15Appendix C: Geert Hofstede 5D model for India and USA �
16Appendix D: Herzberg ... Show more content on Helpwriting.net ...
The purpose of this report is to investigate the team cultures and performance management factors
that have lead to the creation of this situation and to provide solutions; to resolve the issues on the
Shield Project and for future Infotech projects. In undertaking this report the macro and micro
cultures of the industry and organisations have been reviewed, however research material was
limited to the Instead case study (Selhat, 2005).
MANAGING GLOBAL COMPLEXITY IN THE DRM SOFTWARE INDUSTRY
The very nature of increasing globalisation within an industry causes a decrease in predictability and
increases complexity. The management of complexity is a goal for a successful manager and
requires not only using traditional organisational processes of an "organisation's design, detailed
lists of assets and financial projections" but it requires an organisation "collaborating, discovering,
architecting, and systems thinking" (Lane, 2006, p4); this is often a new way of thinking for
managers.
There are five conditions which are in a constant state of change: Multiplicity, Interdependence,
Ambiguity, Flux and Speed; which are indicators of the Macro level of complexity have been
examined in Appendix A. Intertwined with the conditions are external drivers that influence the
global DRM software industry, these can be identified using a PEST

Five Stages Of Team Development Essay
Stages of Team Development model
A team goes through five stages of development which was first presented by Dr Bruce Tuckman
1970s. Each stage of group development presents its own special challenges to a group of people
striving to work together successfully by forming a solid team. As many, the progress of a group
isn't always neat and tidy. Frequently groups will descend into a prior stage if there is a huge change,
if a group member chooses to leaves or a member is added, or different reasons. The length of time
necessary for progressing through these stages depends on the experience of the group members and
the support which they receive. The following are the five team development stages, however the
order can change depending on different circumstances.
Forming or Orientation: is the first of the five stages of team development, team member come
together to accomplish a shared purpose. Team members begin gathering information about each
other and the scope of work. They set ground rules; identify expectations and action plans within
this phase. The task involves independent work done by each team member.
Storming or Power Struggle: In this stage, Group members establish solutions to problems and
identify more effective ways to realize goals. Each member ... Show more content on
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These times of harmony are hindered by reduced, moderately brief times of qualitative
transformative change, or disturbance. This model describes the processes through which such
group periods are formed and predicts both the timing of progress. The teams formed are temporary
teams working under deadlines and teams are formed to accomplish a specific task with team
members having a common asset such as same professional background, skills or certain
information. This model is separated into three basic stages thought which teams have to pass to
accomplish their given goals. The stages are as

Team Performance And Development Of Team Members
It is undeniable that there are many challenged factors in today's business world. One of the most
important is leadership skill. Macmillan online dictionary (2015) defined leadership as "the position
of being the leader or being in charge of an organization". Leader is a person who leads the team to
achieve the goal. There are several roles of leader such as problem solving, improving team
performance, motivating, planning and organizing etc. According to Adairs Action–Centred
Leadership Model (1973), the model consists of three main elements, which are co–ordinating
teamwork, accomplishment the task and supporting individual. A person cannot perfectly reach a
goal with one or two focusing factors. Effective Leader or manager has to ... Show more content on
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They lost three people while they were completing the task. This meant that at the end there were
only two members left with four bricks so it was easy to cross the patch. The positive thing is they
had planned before start the task by using papers instead of the bricks and try to allocate each team's
member on the papers. On the other hand, there were the negative things. Despite they found that
four bricks are not enough for five people to carry out the goal, they decided to do without the back
up plan. Moreover, the reason why the group lost three members was because they did not concern
about physical body of each individual. The members try to set down the bricks as far as possible in
order to cross the patch faster. Nevertheless, the majority of team members have small legs, which
they could not make a big step between each bricks. This makes the members slip down to the
ground and had to leave the task. The group focused on achieving the goal rather than their team and
members. Lastly, the team missed information and critical thinking. The team did not analyse
mission and recognise about more materials on the other side of the patch. If the team spend more
time to find the information and asked understanding from the members. They may know what they
are going to do and may have more opportunity to achieve the task more effectively.
As a result of this event, it shows that the

Stages Of Development: Forming Stage Of A Group Or Team
1).The stages of development are forming, storming, norming, performing, and adjourning.
The forming stage of a group or team will experience primary tension and social unease that comes
with being in a new group. People often being cautious of what they say and doing, making sure to
be polite. Storming will have secondary tensions often emerge as member's purse positions of power
and influence. They will openly disagree and not be as cautious as before to speak their minds.
Norming will resolve status conflicts and establish norms working together as a committed group
with one goal in mind. Building trust with one another and developing methods for achieving the
common goal. Communication will be more open towards one other. Performing has ... Show more
You can better read body language for example. There is no denying that meeting over a vehicle like
Skype, that it saves time and money. There is usually travel costs and time to do so when meeting in
person and with web based conference these elements are nonexistent. Lastly, there are simply some
features that are available on web based conference that are not in a face to face environment. An
example of this for me was when I had my first of three interviews for my current position, it was
via Skype, and at the end the interviewers, with my permission, muted their conversation and
walked out of camera view. This kind of felt like professionalism was nonexistent for a few minutes.
4). Describe three ways in which this type of participation is different from participating in a face–
to–face meeting. 1. Key component of communication is body language because it can tell us a lot
about what others are 2. When using on–line/web conferencing, we process a different kind of
information than we would in in–person meetings. On–line/web communicators have to develop a
keen sense of cognitive insight than they would if they were participating in in–person meetings.
They would have either, voice detection – recognize who is speaking, sharpen listening and viewing
skills to identify movement by participants or nothing gets done in the team. A lot of people working
in teams will have a disagreement. With disagreement comes people own point of

ELITE Team Development
9.1. What were the stages of development of the ELITE Team? Identify specific examples of each of
the four stages of team development in the case.
The ELITE Team experienced the forming stage of development when it used regularly scheduled
meetings to learn about each other's strengths and weaknesses. Soon after, forming was experienced
when it evolved by implementing the policy of focusing on eliminating errors. There were some
conflicts that were encountered finger pointing and blame was placed on team members during
meetings, some of which left in tears. This was only possible after strong relationships had been
created. Eventually, team overcame the conflicts and moved on to the performing stage, which it
currently works in today. The ... Show more content on Helpwriting.net ...
However, a clear goal was not established. Even though there were more people, no new policies
were established, which resulted in more of the same. Breaking down barriers was the primary focus
but additional attributes of high–performing teams needed to be established. Accountability was one
of these attributes that was needed, as evidenced by the "rat tracks fax."
9.4. Make recommendations about what Mott should do now to capitalize on the ELITE Team
experience. If you were to become a consultant to the Tallahassee Democrat, what advice would you
give Mott about how he can capitalize on teambuilding?
Mott should continue to develop his team into a more cohesive unit. Higher goals should be
established for the ELITE team to work toward. In addition, Mott should take more of a leadership
role and set examples for his team to follow. This team should be used as a model to improve other
parts of the business. This would entail sharing information about the team's success and possibly
using existing ELITE team members as mentors for other teams. Goals should be attainable and
defined. Furthermore, Everest goals should be set for the ELITE team to follow. Similar goals
should be set for other teams, which would hopefully experience the same

Team Development Paper
Team Development Introduction The use of teams can be an excellent method to accomplish tasks,
goals, and mission. However, a team development strategy must be established to ensure the team is
effective and potential issues are addressed. Team leadership is critical in the development, training,
monitoring, and success of teams. Teams require training and attention in order to be successful
(Cottrill, 1997). In issue six of the DPU case study, the CEO will make the use teams to improve the
quality of manufacturing production (Schoology, 2016). The use of small, six person teams will
ensure the teams will be productive and engaged. The first step to take when establishing new teams
is to identify the issues and concerns of team development. ... Show more content on
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Specific mission and goals will help peak a team's interest and give the team a way ahead. Teams
needs to have open communication and be fully engaged. Specific training on good communication
skills will help the team communicate positively. Additionally, roles and responsibilities need to be
identified in order to prevent team conflict. There shouldn't be any question of who is responsible
for what and where authority lies. Likewise, a team must have policy, rules, and specific guidelines
to follow. This will aid is resolving issues which may occur in a team environment. A good team
strategy requires building trust among team members and providing specific training on working in
a team environment. Teams require the attention of their leaders to ensure the team environment
progresses (Cottrill, 1997). Finally, leaders of teams need to have a method to identify and measure
the effectiveness of the teams (Hoevemeyer, 1993). The use of inventories and assessments checklist
can aid in this effort. This will ensure the team is productive and identify when a leader needs to
engage and make corrective actions. A good team strategy will ensure productive team

Dorothy's Model Of Team Development
Groups are dynamic in nature and are characterized by energy and vitality and growth and
development (Carron & Eys, 2012). Although all teams are regarded as groups, not all groups can be
regarded as teams (Franz, 2012). In this sense, team cohesion can be defined as special ingredients
that change a collection of people into a team. This happens after the members have understood the
dynamic of that team. Then the team members begin to interact with one another during the forming
stage. Immediately after the process has been defined, the team members cease to intermingle with
external entities in the same way as before and the team starts to become an entity in itself (Cox
R.H., 2007). According to Weinberg & Gould, team development can be ... Show more content on
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Meaning, there is more emphasis on the creation of interpersonal relationships during the initial
phases of team development. Jerry is in his house with his business partner Dorothy Boyd
discussing about the future of their sports marketing organization. In response to Jerry's worries over
surmounting challenges faced by many start–up organizations, Dorothy says that she is concerned
about the job and that she just needs inspiration. Earlier in the movie, Jerry presents a vision plan
outlining ways of improving performance in their firm and hence the multi–million dollar firm that
he and Dorothy were working for before he got fired amid allegations of idealism. Dorothy, a single
mother, makes her mind to follow Jerry when he mentions his intention to establish his own sports
marketing organization through building teams of agents. Encouraged by Dorothy's words, Jerry
shouts in exasperation and is prepared to claim defeat. Dorothy pulls out the action plan that Jerry
presented to their previous employer. On seeing it, Jerry says "It inspired me." Together as a team,
the two starts to attain success in getting their one and only client to football championship games
which created interest in other professional

The Five Stages Of Team Development
At some point of our academic or professional history, we were required to work with our peers, we
know or barely know. This opportunity are great instrument to learn and expand our experience and
social circle. Initially it could be stressful, and time consuming, but if done well the result would be
extremely rewarding, it is called teamwork.
Insert teamwork definition
Why is teamwork essential?
Five Stages of Team Development
In 1965, a professor of psychology at the Ohio State University, Bruce Tuckman propose the five
stages of group development (Andersen & Bolt, 2011, p. 161). Tuckman strongly suggest the norm
order for team to grow as one coordinated group.
Teamwork plays a fundamental role in providing a high quality service and achieving
accomplishments. Most teams usually go through five stages of development in order for them to
successfully meet their group's purpose. Here is the five stages of team development:
1. Forming stage is the first phase of team development. This is the period where the first
impression will initially form. The team begins as soon as they are created. The individuals will be
formerly introduced to their peers, they have to work with. Members would still be wary and
cautious of their surroundings. In addition, this is the stage where the members will determine, how
they will organize their approach in order to meet their desired goals.
2. Storming stage is the second phase of team development. This is when the conflict between the

The Woodson Foundation: Group Development Team
Group Development The Woodson Foundation seems to be in the forming stage. "The forming stage
is characterized by a great deal of uncertainty about the group's purpose, structure, and leadership.
The stage is complete when members have begun to think of themselves as part of the group."
(Robbins & Judge, 2013, page 275). There is a discrepancy in the candidates for the development
team as they all have different views on the problem the team is trying to resolve. All seven of the
candidates all have different perspectives on who should have the larger role. Although, there will
only be three candidates on the development team that all have the same goal the seven potential
candidates are all diverse in the way that they view the problem. ... Show more content on
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Asking the teachers to get involved in a plan to help the students improve would help keep the
teachers in the school. "Employees with a high level of job involvement strongly identify with and
really care about the kind of work they do" (Robbins & Judge, 2013, page 74). Having the teachers
assist in the goal of wanting the children's performance to increase will help with the psychological
empowerment of the employees. Psychological empowerment is defined in the book as, "employee's
beliefs in the degree to which they influence their work environment." By involving them in the
decisions and the steps to achieve the goal employees will feel like they are being valued. Engaging
all the employees at this point is key in this situation to try and maintain the teachers in their
positions to lower the turnover. Although, it sounds that the turnover is caused by teachers leaving
for schools that are not as troubled having their input could help them want to see the school and
students succeed. The cons to having all the employees involved is that all will have different ideas.
The more teachers there are the more difficult it is to have everyone agree on one way. All teachers
will have to follow the same policies and rules as the others. Also, another issue that may arise is
teachers not willing to participate in the changes to help the students

Group and Team Development
The Customer Services Team handles all inbound calls for the business (1000+ per day) and
operates from 08:00 to 20:00 Monday to Saturday. There are fifteen team members two of which are
Team Leaders. The Team is further divided into different sub–groups that deal with different
business sectors such as Pharma, Telecommunications, e–commerce.
The main focus of the team is dealing with customer queries via inbound calls and managing
corporate accounts in terms of providing daily reports and updates.
The Team Assessment and the group discussions would seem to indicate that this is a group of
individuals that are operating in a very structured environment and while they are referred to as a
team they do not actually operate as a team. ... Show more content on Helpwriting.net ...
As outlined they were aligned to both financial and performance objectives within the organisation.
The second criteria was more difficult to assess in that while the intended outcomes were clear the
nature of the intervention and its ability to produce these outcomes was less so. The final criteria
involves the transfer of change management competence to the team which was difficult to assess
prior to the intervention however in giving it consideration the transfer of these skills was to be a
component of the intervention in that it would be part of the intervention to transfer some basic
change management concepts to the team which they would be encouraged to use when working
together.
Prior to the intervention consideration was also given to the desired outcomes on a higher level than
those that were financial and performance based. What would the team look like after the
intervention? Would they evolve into a High Performance Team and if so what defines a High
Performance Team? To establish these desired outcomes an analysis of the key stakeholders of the
team was completed. Figure 1: Customer Service Key Stakeholders
This analysis and subsequent meetings with these stakeholders revealed a number of different
requirements many of which were conflicting with each other. This revealed some of the root causes
behind the results of the team assessment particularly in relation to decision making and respect.
This was

Best Practices Of Managing Virtual Software Development Teams
Best practices in Managing Virtual Software Development Teams.
Introduction to Virtual Software Teams.
In this hard and fast run of Technology, handling software's efficiently in a defined area with limited
resources is a toughest challenge for any industry. Hence, virtual team emerged out as a solution.
The term 'virtual' was driven out by the virtue in the 14th century but by 1950's its meaning
extended to 'temporarily available or created' or 'created by computer software'. This gave the actual
definition of virtual teams as 'any project team in which the team members are geographically
dispersed and use technology to communicate or complete their goals'. The trivial way of handling
teams contained many constraints and difficulties such as:
a. Geographic dispersion (occurring due to different geographical locations)
b. Temporal dispersion(Time difference in different time zones)
c. Cultural dispersion(Different languages )
d. Organizational dispersion(Different work ethics) Best practices in Managing Virtual Software
Development Teams:
Software development teams are always encouraged for healthy communication such as stand–up
meetings, conferences and demo (if done according to agile) .but the toughest part is of the scrum
master or the group leader to confront all the challenges related to these and manage them
effectively.
These are the best practices which are popular today for Managing Virtual software development
teams. :
a) Managing different generations

Team Process And Team Development
Team Process and Team Development Submitted by Your name Course title Instructor name Date of
submission University name Team Development Process in Selected Organization A team can be
defined as two or more freely interacting individuals who share collective norms and have a
common identity (Kreitner, Kinicki, & Cole, 2007). The team process is an important factor which
helps the team to attain success. The team process plays three critical roles which are: converts the
team's charter and work plan into actions, influences individuals and team behaviors and helps to
reveal the intent behind behaviors (Wong, 2010). Therefore team process is an activity when team is
performing tasks to attain the team goals. For example in ... Show more content on Helpwriting.net
...
The team process happens in all the stages of team development and helps the team members to
complete their tasks in an effective way (Engleberg & Wynn, 2012) Five Stages of Team
Development The team development takes place in five stages. Bruce Tuckman had conducted
research on various teams and given the five stages of team development. The team process can be
observed in all the five stages of team development. The five stages of Tuckman are: 1. Forming:
The forming stage of development is a period of orientation and getting acquainted. Members break
the ice and test one another for friendship possibilities and task orientation. Uncertainty is high
during this stage, and members usually accept whatever power or authority is offered by either
formal or informal leaders. During this initial stage, members are concerned about such things as
"What is expected of me?" "What behavior is acceptable?" "Will I fit in?" During the forming stage,
the team leader should provide time for members to get acquainted with one another and encourage
them to engage in informal social discussions (Engleberg & Wynn, 2012). 2. Storming: During the
storming stage, individual personalities emerge. People become more assertive in clarifying their
roles and what is expected of them. This stage is marked by conflict and disagreement. People may
disagree over their perceptions of the team's goals or how to achieve them. Members may jockey for
position, and

Tuckman's Team Development
When teams are made, you cannot expect them to connect and everything falls into place. It is
important for the team to build rapport and develop trust. The more time that a team spends together,
the relationship generally improves. Bruce Tuckman's discusses the different stages of team
development such as forming, storming, norming, and performing that are certain for the team to
grow. These stages allow the team to face challenges, tackle problems, find resolutions, plan work,
and deliver results. As we understand Tuckman's team development stages, we can become more
effective as a team. Our team will examine ways we can work and improve at each stage of the team
development. Forming, as defined by Whetton and Cameron, is the "first stage ... Show more
The same constraints do not apply to stage 3, which is storming. The low score in Stage 3 is due to
us focusing primarily on getting the task completed rather than any issues with the teamwork style.
According to Whetton and Cameron, storming stage is when the team development stage is which
members question the team's direction, the leader, roles of other members, and task objectives. In
the case of our team, "we focus on getting our work done" (2011) instead of questioning the leader
or having any disagreements amongst team members. Base on the score of 24, we operate the most
in stage 4 which is the performing stage. In the performing stage, we function at a high level
because all the team members understand the importance and goals of the team, which is to excel in
this class and be the best project managers we can be. Our team functions without an oversight since
we do not have a team leader but any member of the team usually steps up at any moment. In other
words, we have become interdependent. Because of the team chemistry, we usually make decisions
and solve problems rather quickly. The goal is what is pushing the team to perform to

The Tuckman's Model : Five Stages Of Team Development
– Introduction:
The Tuckman Model (1965) is a five–stage model which identifies five stages of team development;
forming, storming, norming, performing and adjourning. In order to obtain the team's optimal
productivity and outcomes, it is suggested that the team goes through the stages of development
which the facilitator must oversee. The stages help the facilitator to develop the groups and to better
manage the participants should any conflict arise. The following report describes a small group of
carers who are caring for someone who has post–traumatic stress disorder (PTSD) and how the
stages of development were used within the group work. Forming is the first stage where group
members begin to become oriented with each other and the facilitator (George Mason University,
2017). The storming stage follows where conflicts and competition arise between group members as
they have often not become comfortable or familiar with each other (George Mason University,
2017). Norming is the third stage of Tuckman's Model which involves group member's feeling
which enable them to contribute to the group's development resulting in group cohesion (Wilson,
2010). Performing is the fourth stage of group development where group members can work
interdependently, within subgroups or as a whole and are the most productive in developing as a
group and as an individual (George Mason University, 2017). Adjourning is the last stage of
Tuckman's model which involves dissolving the group and

Storming Team Development
Leadership and followership are worthless when a strong foundation for a team is absent. Few teams
quickly begin operating and succeeding without taking time to progress through the stages of team
development, which reinforces the necessity of educating students on these four stages: "Forming,
storming, norming and performing" (Day). The forming stage is simple, as it is a group of
individuals joining together to form a team. Most people can accomplish this task without any
knowledge or training, but those who partake in a team–building course gain knowledge to form a
stronger team from its inception. Such knowledge allows team members to break through the social,
economic, and mental barriers that divide them individually in order to see their ... Show more
While they recently emerged from the storming stage with higher levels of motivation and increased
knowledge, one variable can send them tumbling back into the storming stage (Norming). Such
variables include new challenges obstructing a team's physical progress to their goal, as well as
interpersonal issues that linger after the team's exit from the storming state; the former issue is easily
resolved once the latter is effectively dealt with. If individuals are unaware of the correct methods of
improving their interpersonal issues, which include, "Issues of strengthening relationships, open
communication, and positive/constructive feedback" the team will ultimately bear the burdens of
team members ineffectively settling persistent issues (Norming). While a team–building course
attempts to disrupt a team during this stage, it also nurtures an environment for teams to work
through any remaining differences and begin to form a tighter bond within its ranks. Individuals
gain greater proficiency with their interpersonal relations, enabling themselves to collaborate with
and place greater trust in their teammates. Through partaking in a team–building course, individuals
secure the necessary interpersonal skills to prevent their teams from plunging back into storming by
excelling through the norming

Tuckman's Team Development Model
In this case, group development theory specifically Tuckman's Team Development Model is chosen
to explain the occurrence of this incident. Tuckman's (1965) studies indicate that there are two
dimensions affecting group development specifically interpersonal and task. Nonetheless,
interpersonal behaviour of the group is essential to ensure team member's action is related to one
another. For instant, after doing research and collecting relevant information about stereotype in the
workplace, I started to compile most useful point into Power point slides. As a result, the task
activity is distributed accordingly to the content of interaction as related to individual task at hand.
Correspondingly, Tuckman's (1965) four stages team development model is idealized in our group
and help exploring team dynamics. Initially in the forming phase, group members tend to identify
task in terms of its ... Show more content on Helpwriting.net ...
For instant, our team leader constantly intervene on the female member's task and direct a specific
area for her to follow strictly that ends up frustrated her and suggested him to work alone on the part
as well. Fortunately, development of group cohesion is form on the next few meetings. The norm of
team quickly directed under the team leadership as well as emotional intelligence of our team efforts
towards performing tasks. In the last two meetings, alternative interpretations of the information can
be openly discussed within all members. Lastly, throughout task completion step by step, team
termination is reached. In order to come to an effective performance, our teams have pass through
several development stages together addressed with intra–personal and interpersonal needs before
any behavior norms established (Rickards & Moger, 2000). Again, in the future, Tuckman's model
of group development can used to avoid similar

Team Building And Development Team
Topics Paper
Priya Babukumar
Sullivan University
MGT 597 – CPT Externship Class August 25th, 2015
Team Building and Development
It takes extraordinary leadership to assemble great teams. Leaders who are not reluctant to course
right, making challenging choices and launch principles of implementation that are continually
being met – and enhancing them at all times. Whether in the working environment, expert sports, or
our nearby community, team building needs a keen understanding of individuals, their merits and
what makes them eager to work with others. Llopis mentioned, "Team building is both an art and a
science and the manager who constantly brings out great performance teams is worth their weight in
gold" (2012).
Building organizations needs the knowledge and skill to build ever–lasting teams. This is the reason
why most managers can never become leaders and why most leaders never achieve the utmost
summit of success. It involves the knack to ace the "craft of individuals" and knowing how to move
hundreds of individuals at the right place and at the right time. It means to know how each
individual thinks and how to best use their skills properly at all times. It's like playing a continuous
match of chess – realizing that each incorrect move can cost the organization thousands of dollars, if
not millions (Llopis, 2012).
All through life, we all like to be made to feel commendable and acknowledged, realizing that our
presence can be a piece of vital

Bruce Tuckman's Five Stages Of Team Development
Throughout history people have worked independently and as a team. It is realized that working as a
group or team gets more done with efficiency and productivity towards a common goal. In order for
a team to be successful, there needs to be some type of system in place. A system would be
considered as a set of connected things or parts forming a whole. If there was any part missing out
of that system, there would be no success and failure would occur. Psychologist Bruce Tuckman
later created a team development model which consisted of five stages: Forming stage, storming
stage, norming stage, performing stage and adjourning stage (Management 13th edition, 2015). Each
of the five stages builds on the previous one, meaning if any stage was skipped ... Show more
This stage is where the people get tested and conflicts start arising. The shy nervous people start
becoming followers and dominant out spoken people start to lead. One disadvantage of this stage is
there was fierce competition over leadership, authority, and power meaning only the outspoken
people are going to get the task and the shy quiet people will just take what they can. As the gallery
37 project started, there was anger between people and I can also see hate in some of them. Many
wanted to be the leader as they push for positions and power. There was little team spirit in the room
as we all looked at each other. The only advantage for this stage was all the shy quiet people became
friends quick as they did not have any agenda to out power the other. An improvement the manager
could have done was to separate the dominant people and make small groups so that it can be an
even amount of work from all. In order to go to the third stage, the team leader needs to support the
behavior and create positive atmosphere. Most importantly listen to one another and accept

The Team Development Stages Of The Elected Team Leader
In the case 7, the elected team leader, Christine, was worried that her group will not be able to do on
the assigned project, since one member of the group did not fully complete the work (Schermerhorn,
Osborn, Uhl–Bien, Hunt, 2012). In my opinion, Christine did not understand the team development
stages very well, thus she lost the control over her group. According to Shermerhorn et al. (2012),
there are 5 team development stages that each newly created team goes through: forming, storming
norming, performing and adjourning. During the initial forming stage, members of the formed team
are become acquainted with each other and discuss their strengths and weaknesses (Schermerhorn at
al., 2012). In my opinion, Christine knew a little about her teammates, since she described Diane
being a quiet, Janet reliable, Steve–business oriented and Mike as a clown (Shermerhorn et al.,
2012). However, she did not recognize that Mike's personality is different from the other group
members and did not address this issue with anybody. In the second team development stage,
storming, the newly created teams have to deal with the stress in defining their roles and
responsibilities for the tasks (Shermerhorn et al., 2012). In my opinion, Christine's team never
completed this stage. Mikes jokes were understood as being uncooperative that created tension in
the team and alienated him from the team. According to Mackin (2011), as the tension rises during
the storming stage, the participation and

Company 's Research And Development Team
Introduction:
Our client, a medium–sized seller and worldwide manufacturer has hired us to analyze and help
resolve an employee team problem. The company's Research and Development team (R&D)
recently decided it needed to revamp and create high–end designer products in order to remain
competitive in the world market. Our client had originally created a virtual task force comprised of
three individuals chosen for their expertise in the areas of product design, sales and marketing.
Relevant Facts:
The 3 members: Jay, Conan, and Ellen were chosen to develop the initial design parameters for the
new product. Ellen, the current leader, has not performed well as The Task Force has come to a
complete standstill. The client is very concerned that ... Show more content on Helpwriting.net ...
Ellen writes a memo to the Board of Directors of the company recommending the use of the existing
design.
Alternative #2. Ellen re–establishes her position as team leader and builds a more cohesive team to
accomplish to task.
Alternative #3. The team should not go over R&D and write directly to the Board. They should
instead address the R&D request and explain to their recommendations. If the Board concedes that a
re–design is not necessary, the task force is no longer needed and the dynamics within the team do
not need to be addressed. If the Company extends the production date, does not necessarily have to
fix relational problems. By re–establishing her position as leader, Ellen and her team can achieve to
original goals assigned to them.
Recommendations:
The first problem Ellen needs to resolve are the negative behavioral issues present in the task force
that are affecting performance. The team will remain stagnant unless Ellen can motivate the team
out of the storming stage (Phillips & Gully, 2014, p. 394). It is evident there is dysfunctional conflict
within the team, primarily based on insignificant reasons. "The team leader needs to keep team
members focused on their goals, roles, and tasks to avoid members' becoming distracted by the

My Experience With Mba Student Team Development
As a Project Manager (PM), developing high performing teams helps me deliver projects
successfully. Team members are like family; you don't get to choose them. In my 10–year Project
Management career, building productive teams of individuals with varying skills, gender, age,
culture, work ethics, has been my biggest challenge.
One of the most quoted Team development models was proposed by Bruce Tuckman in 1960. The
five developmental sequence are: Forming; Storming; Norming, Performing and Adjourning.
In this paper, I have used this model to compare and contrast my experience with the MBA student
team development exercise and my experience as PM in my current job. Why was my experience in
these 2 environments, different?
Stage 1– Forming: When enthusiastic individuals come together to form a team:
For the exercise, the teams were pre–assigned. Our team consisted of a diverse group of folks from
the perspective of gender, ethnicity, age, professional background and experience. With the activity
duration set at 1–hour, the team did both, introduction and understanding of the assignment at the
same time. This team truly formed itself and equal leadership was established among the MBA
students, within the first minute or two
In the real world too, the project team members are pre–assigned and they are excited and ready to
contribute. Unlike in the exercise, in the real world, team members don't establish equal leadership.
They look for a leader to lead and guide them. As

Tuckman's Team Development
The model of team development is a brainchild of Bruce Tuckman, who proposed this idea in 1965.
The model consists of 4 stages in which teams go through during the accomplishment of its tasks
and goals. Each phase has its own peculiar areas covered. (Tuckman, 1965). Particularly. the stages
of Tuckman's model are forming, storming, norming and performing.
Now, let me consider the stages of the theory at the same time introducing the case. I came across
with a case study of Interactive Multimedia course at Edith Cowan University in 2002, which can be
accessed from the following website: http://www.unice.fr/crookall–
cours/teams/docs/team%20Successful%20teamwork.pdf
Senior students at Edith Cowan University, in the class of Interactive Multimedia, were asked to
gather in teams and work on the design and development of web sites for clients. The teams
consisted of 4 to 5 people, and their main task was to apply their technical skills to meet the
expectations of the instructor in establishing a client seeking product. Undoubtedly, the team
consisted of different members with different backgrounds ranging from programmers, graphic
designers and others. They were given autonomous environment, where ... Show more content on
Helpwriting.net ...
Some of the main special points were that patience of each team member and differences were
respected. The main reason for this is that without tolerance or controlling, the destiny of the team is
in mishap, according to Tuckman. Here, disagreements boldened the team's strength and
effectiveness. In the end, the team members felt themselves close to one another that they didn't feel
any judgement and discomfort when speaking up different ideas to their team members. In other
words, there was open communications and positive feedback inside the team. And they deemed it
as natural need to discuss problems or tough issues and try to come up with constructive

Integrating Virtual Teams And The Development Of Employee...
Structuring Virtual Teams Introduction With the increasing progression of modern technology, and
the paramount development of employee expectations, society has seen great shifts in globalization.
Organizations have created new and innovative ways to teamwork, and many of today's
organizations have transformed their views from traditional teamwork, to a new phenomenon in that
of virtual teams (Daft, 2012). Due to globalization, organizations have become cross functional, and
utilizes modern technology such as e–mail, instant messaging, video–conferencing and other
information technology platforms to collaborate and perform organizational tasks (Daft, 2012). In
recent years we have seen an influx in the development and usage of ... Show more content on
Helpwriting.net ...
Work Design Option Because of the challenges faced by virtual teams, many organizations that
utilize them encounter significant obstacles to effective work processes (Piccoli & Ives, 2004). Team
leaders must understand that a properly designed virtual team, with a solid team structure provides
the foundation for effective team performance and offers a viable strategic approach (Prasad &
Akhilesh, 2002). Although there are various views on virtual team structures and their effectiveness,
research suggest that there are no specific criteria's to distinguish teams in terms of their virtual
structures, as a result, the most common way of understanding virtual team structures is through the
observation of their organizational chart (Prasad & Akhilesh, 2002). However, due to globalization,
and the fact that many virtual teams today are comprised of individuals in various geographical
locations, virtual team designs go far beyond a typical organizational chart. Virtual leaders should
understand that an effective work design must address the contextual elements, and the process and
procedures that individual team members bring to the team (Prasad & Akhilesh, 2002). McLean
(2014), suggest that there is no true effective approach to virtual team structures (McLean, 2014),
therefore, it is vital that team leaders realize that paramount to the success of the

The Rmt Development Team Is Constructed Of The Following...
Roles and Responsibilites
The RMT development team is constructed of the following work roles and responsibilites:
Two Java developers – performs software development tasks using the java language. The coders
must be fluent in the use of the java libaries and methods used to implement software in a cross
platform process. The Understanding and configuration of data sources and connectivity to persist
data in the RMT will be required to validate and test necessities associated with saving information.
One User experience (UX) specialist – performs the task of design, design efficiencies, and special
internal and external requirements associated with the human to computer interactions on the RMT.
Thus person will provide mockups based on ... Show more content on Helpwriting.net ...
One project manager – performs the task of project oversight, requirements management, and
schedule obligations for the team. The project managetr will deliver project – related integrated
master schedule as well as conduct schedule conflict resolution to mitogate any risks associated with
the waterfall methodology. They are responsible for planning and deivering periodic milestones to
the liaison and clients. Managerial Process Plans
This section addresses the work schedule and task structure required to meet the clients needs,
demands, and schedule as agreed to by all parties involved.
5.1 Work Plan
This section discusses in detail the work breakdown schedule and project schedule for the RMT
team.
5.1.1 Work Details
The following table constitues the full breakdown of the tasks under the master Work Breakdown
Schedule:
Task Name SDLC Task Category SDLC Sub–Task
Form Teams Analysis Business Analysis
Initial Client Engagement Analysis Business Analysis
Identify Client Needs and High–Level Requirements Analysis Software Analysis
Develop and assess Milestones Analysis Business Analysis
Define Budget Analysis Business Analysis
Develop Requirements Design Software Analysis
Deliver and Discuss Software Requirements Specification Analysis Business Analysis
Software Design Review Design Software Design
Create Software Design Document Design Software Design
Deliver and Discuss Software Design Document Analysis Software Design
Create Software

Kallarackal Team Development
Describe up to three examples of how the advisor contributed to the development of chapter
members.
(Response cannot exceed 500 words.)
One of the ways by which Eunice Kallarackal (Professor K) made a significant contribution to the
development of our members was by investing her time and using her relationships to persuade
other professors to volunteer in tutoring students prior to midterm and final exams in our study
blasts. Our study blasts were hosted at six different campuses as part of our college project. The
purpose of these study blasts was not only to prepare students to pass their tests, but also to
encourage them to absorb the information presented to them for future use in their life and careers.
Throughout this, Professor K displayed ... Show more content on Helpwriting.net ...
She has a heart to see her students succeed, whether they be officers, members, or even students
who are not a part of Phi Theta Kappa. She not only encouraged growth and leadership from the
officers, but she expected it from members as well. When we planned our ice cream social for
awareness week, Professor K acted as a liaison to guide and direct our officers and contributing
members to the right person to make our event successful. She attended the event herself, and took
note of the members who were participating. She participated in reaching out to students who were
walking, encouraging them to join Phi Theta Kappa. Many of these students were hesitant to join
because of the academic vigor it takes to join and maintain membership; however, Professor K
simply told them to reach out to the members. She gave them confidence in the support of our
organization, by assuring them that every member of Phi Theta Kappa looks to help each other
succeed. As a result of her encouraging words, these students because excited to join Phi Theta
Kappa because they realized it would be an organization that works to benefit and grow

Team Development Process
Effective Team Management and Performance Table of Contents Abstract
.................................................................................... 3 Introduction
............................................................................... 3 Types of Teams
........................................................................... 3 Team Formation
.......................................................................... 5 Belbin's Theory
........................................................................... 7 Analysis & Experience in Teams
................................................... 8 Reflection in the Organization ......................................................
9 Conclusion 10 Reference list .............................................................................. 11 Abstract
"Coming together is a beginning. Keeping together is progress. Working together is success." Henry
Ford. The following pages focus on presenting the team development process. The Introduction
describes the different types of teams developed by most companies and the characteristics of these
teams. The Teams in the Workplace section addresses the formation, performance, and interpersonal
relationships of the group work. The Conclusions section discusses the most important issues
addressed by the paper. Introduction Teams are represented by groups of people that are
characterized by common goals and objectives, similar approaches, and that are working together
towards reaching the established goals. In the case of companies, teams in the workplace are
represented by groups of employees selected by their managers with the purpose of solving certain
problems, developing the business of the company, developing several activities, and others. The
theory developed by Bruce Tuckman (1965) reveals the fact that

Team Development
Introduction
The workforce in many parts of the world continues to comprise a multitude of diverse nationalities.
Increasingly, organisations within the regions are relying on teams and teamworking in pursuit of
performance improvement, while at the same time educational institutions are making increasing
use of teamwork as a means for delivering education and learning. It is important, therefore, to
understand the differing patterns of teamworking skills developed by workers from diverse
backgrounds, as these will have a significant impact on workplace behaviour.
Background
The assignment describes the results of extensive research concerning Team Development in
modern management environment using academic resources and primary ... Show more content on
Helpwriting.net ...
For example, effective team development can often help a team to speed through the stages to
becoming a high–performing team. The stages are "forming", "storming", "norming", "performing"
and, more recently, "reforming". Mazany, Francis and Sumich (1995) elaborate on the topic: "Team
building is an investment in the "people" resource of an organization. Important to any investment
decision is an assessment of how effective are the outcomes in relation to the money and time spent.
So it is vital to measure effectiveness, and this can be done through the use of case studies and
questionnaires. Team development should not disguise the fact that a team contains individuals.
Rather, it should highlight that it is individualism that provides a team with tremendous amounts of
power, and should help to develop the individuals to improve their contribution to the team."
Tuckman 's model suggests that as the team moves through the stages of development members are
concerned with resolving both inter–personal relationships and task activities. During the forming
stage, members complete initial assessments of inter–personal relationships and norms, and attempt
to identify the nature and extent of required task activities. The storming stage is characterised by
intra–group conflict in respect of both inter–personal relationships (as behaviour norms and
leadership have yet to be established) and task activities (caused in part by emotional

Team Leadership, Team Building and Transactional Analysis...
Chandaria School of Business Masters in Business Administration
Course: Leadership and Management of Change Code: BUS 6030 Semester: Fall 2011
TOPIC: TEAM LEADERSHIP, TEAM BUILDING AND TRANSACTIONAL ANALYSIS AS
TOOLS OF ORGANISATIONAL DEVELOPMENT AND CHANGE
Group Member Adera P. Musyula Dominica G. Nkonge
Lecturer: Prof Ciru Getecha
Table of Contents 1.0 ORGANISATIONAL DEVELOPMENT
......................................................................... 3 1.1 Importance of Organization Development
................................................................. 4 2.0 TEAM LEADERSHIP
......................................................................................................... 4 2.1 Team Leadership Model ...
Show more content on Helpwriting.net ...
Organizational Development can involve interventions in the organization 's "processes," using
behavioral science knowledge as well as organizational reflection, system improvement, planning
and self–analysis. Kurt Lewin (1898–1947) is widely recognized as the founding father of
Organizational Development, although he died before the concept became current in the mid–1950s.
After Lewin were the ideas of group dynamics and action research which underpin the basic
Organizational Development process as well as providing its collaborative consultant/client ethos.
3
1.1 Importance of Organization Development Organizational development takes into
consideration how the organization and its constituents or employees function together. Does the
organization meet the needs of its employees? Do the employees work effectively to make the
organization a success? How can the symbiotic relationship between employee satisfaction and
organizational success be optimized? Organizational development places emphasis on the human
factors and data inherent in the organization–employee relationship. Organizational development
strategies can be used to help employees become more committed and more adaptable, which
ultimately improves the organization as a whole. The Organizational Development process is

Effective Team Development
The introduction of a new member (Jack) into the team implies that the team had to begin at the
earlier stages of developing a team and build a new relationship with the individual within a short
period. The addition of Jack Swigert into the team implies that the team members had to work under
pressure to build an effective team that would perform effectively. The introduction of a new
member affected the team in there was poor communication as seen when Jack makes a mistake in
the simulator. There was a moment of silence between the team members indicating that it was
difficult for the team to cope with a new member. This change could have been managed differently
by ensuring that the members of the crew together with their substitutes worked and trained together
before the mission in order to ensure effective team development. This would be effective because
the team members would have an opportunity to understand the personalities about each other and
eliminate the element of poor communication and interaction when new members are introduced to
the team.
The ... Show more content on Helpwriting.net ...
These leaders are effective in times of stress and when the members of the team need to heal from a
distressing situation as seen in this case. On the other hand, Lovell is a pacesetting leader because he
inspires excellence and self–direction and works best when the team is skilled, and there is a need
for results. Booth leaders were effective in their actions and assisted the tea in achieve success in the
mission and eventually come back to earth alive (Benincasa, 2012)
One of the most important leadership skills when leading a team is the ability to lead a team in the
time of crisis and instilling confidence and determination when the team is faced with a challenge.
This kind leadership inspires trust, loyalty, and handwork as seen in the Apollo 13

Tuckman's Stages Of Team Development Essay
The Tuckman's stages of team development (Levi, 2007) will be used as lens to evaluate the work of
the group presentation. The Tuckman's stages of team development consist of five stages of forming,
storming, norming, performing and adjourning (Levi, 2007). In the forming stage we tend to know
each other and figure out how we are going to run the presentation. At this stage, there was
discomfort due to unfamiliarity together with confusion on how we will function together. The
solution for that case was, everyone had each member contact detail, had a clear ground rules, as
well as planned how we will accomplish our tasks. In addition, we also experienced the storming
and norming stage. Levi (2007) says that the in the storming phase there are often ... Show more
The drawbacks of the cultural diversity lead us to the ineffectiveness in communication or
miscommunication or even a conflict among all the group members. The diversity in a group affects
proper interaction among the group members, which ultimately affects the performance of all
individuals in the group. In addition to this, diversity is also effective as individuals from different
culture to have different views, which can contribute in increasing the efficiency of the task
(Leonard, Graham & Bonacum, 2004). Additionally, for me, the most challenging part of being
assigned in a group was working and communicating effectively with my group in a clear and
assertive way. My group was the first to present the presentation, so we had to focus on the proper
management of time to complete the task. Ellis (2012) says that delegation can offer significant time
savings when accomplishing group tasks and this is something we should have considered more as
we often did not take into account the particular strengths or weaknesses of the individuals in our

The Four Stages Of Team Development

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