The document discusses group dynamics and the stages of group development. It describes how groups form when individuals come together for a common purpose or task. Group dynamics refers to the interactions and relationships between members. There are typically five stages of group development: forming, storming, norming, performing, and adjourning. In the forming stage, members orient themselves to the group and each other. Storming involves conflicts as members struggle for power and leadership. During norming, trust and cohesion develop as roles and processes are established. In performing, the group works cooperatively and is productive. Finally, adjourning occurs when the group disbands after completing its task. The nurse manager's role involves understanding group dynamics to facilitate discussions

1. GROUP DYNAMICS
Presented by:-
Archana tripathy
Msc N tutor
SNC

2. INTRODUCTION
• Dynamic=Force
• It refers to the forces operating in the group.
• Its concerned with dynamic interaction of
individuals in face to face relationships.
• As a leader understanding the group dynamic
is essential in order to both compose & guide
the individuals within a group for the purpose
of successfully & efficiently completing an
assignment.

3. GROUP
A group can be defined asseveral
individuals who come together to
accomplish a particular task or goal.

4. GROUP DYNAMICS
• It is the social process by which
people interact face to face in small
groups.
• Group dynamics refers to the attitudinal and
behavioral characteristics of a group.
• It’s an interaction that influence the attitudes
& behavior of people when they are grouped
with others through either choice or
accidental circumstances.

5. PRINCIPLES
• The members of the group must have a strong
sense of belonging to the group.
• Changes in one part of the group may produce
stress in other person, which can be reduced only
by eliminating or allowing the change by bringing
about readjustment in the related parts.
• Group survives by placing the members into
functional hierarchy & facilitating the actions
towards the goals.

6. Principle cont…
• The intergroup relations, group organization &
member participation are essential for
effectiveness of a group.
• Information relating to need for change, plan for
change & consequences of changes must be shared
by members of a group.

8. Group formation
• Bruce Tuckman in the 1960s specified five
stages of group development: forming,
storming, norming, performing, and adjourning.
• During these stages group members must
address several issues and the way in which
these issues are resolved determines whether
the group will succeed in accomplishing its
tasks.

9. Group formation stages
© PhotoDisc
Forming Storming Norming Performing Adjourning

10. Group development stages
• Groups members try to set rules for
group behaviors
• Individuals start to find out
about each other.
• Thus, forming is an orientation
period when members get to
know one another.
• The forming stage should not be
rushed because trust and
openness must be developed.
Forming

11. Group development stages
Elements of the Forming
Stage ：
•Focus on similarities and
differences.
•Confusion/anxiety.
•Individuals are often
confused during this stage
because roles are not clear
and there may not be a
strong leader.
•Open communication is
necessary.
Forming

12. Group development stages
• A conflict stage where
members bargain with each
other.
• Members often challenge
group goals and struggle for
power.
• Individuals often expect for
the leadership position during
this stage of development.
• If members are not able to
resolve the conflict, then the
group will often remain
ineffective and never advance
to the other stages.
Forming
Storming

13. Group development stages
• Elements of the
Storming Stage:
•Strained relationships
•Tension and disunity.
•Issues of support vs.
competition, influence,
and decision-making.
Forming
Storming

14. •Group members are developing
ways of working together.
•At this stage the group
members will begin to
develop a feeling of group
cohesion and identity,
cooperative effort should
begin to yield results.
•Responsibilities are divided
among members and the
group decides how it will
evaluate progress.
Forming
Storming
Norming
© PhotoDisc
Group development stages

15. • Elements of the Norming
Stage:
• More collaboration.
• Emerging trust.
• Appreciation
• strengthening
relationships
• open communication,
positive feedback.
Forming
Storming
Norming
© PhotoDisc
Group development stages

16. • As leader, you can delegate
much of your work, and you
can concentrate on
developing team members.
• It feels easy to be part of the
team at this stage, and people
who join or leave won't
disrupt performance.
• During this stage of
development, individuals
accept one another and conflict
is resolved through group
discussion.
Forming
Storming
Norming
Performing
© PhotoDisc
Group development stages

17. • Harmony.
• Problem-solving.
• Shared and participative
leadership.•
• Elements of the Performing
Stage:
Forming
Storming
Norming
Performing
© PhotoDisc
Group development stages

18. • The group ends. The group
terminates because the task has
been achieved.
• Team members who have
developed close working
relationships with colleagues, may
find this stage difficult,
particularly if their future now
looks uncertain.
Forming
Storming
Norming
Group development stages
Adjourning
© PhotoDisc
Performing

19. ROLE OF NURSE MANAGER IN GROUP
DYNAMICS
• Knowledge of group dynamics is needed by nurse
managers to improve leadership competencies and
facilitates group discussions and communication.
• Other roles are outcome management, team co-
ordination and teaching of students, patients and
families.

20. Cont…
 The nurse leader provides an atmosphere that allows open
communication members.
 Supervise and manage the overall performance of staff in
department.
 Analyzing, reporting, giving recommendations and
developing strategies on how to improve quality and
quantity of nursing care.
 Achieve business and organization goals, visions and
objectives.
 Involved in employee selection, career development,
succession planning and periodic training.

21. Copyright © 2002 by Harcourt, Inc. All rights reserved.