How are the three characteristics of effective teams evident in each of Tuckman
Solution
Every team goes through the five stages of team development. First, some background on team
development. The first four stages of team growth were first developed by Bruce Wayne
Tuckman and published in 1965. His theory, called \"Tuckman\'s Stages\" was based on research
he conducted on team dynamics. He believed (as is a common belief today) that these stages are
inevitable in order for a team to grow to the point where they are functioning effectively together
and delivering high quality results. In 1977, Tuckman, jointly with Mary Ann Jensen, added a
fifth stage to the 4 stages: \"Adjourning.\" The adjourning stage is when the team is completing
the current project. They will be joining other teams and moving on to other work in the near
future. For a high performing team, the end of a project brings on feelings of sadness as the team
members have effectively become as one and now are going their separate ways.
The five stages:
This article provides background on each stage and an example of a team going through all five
stages.
Stage 1: Forming
The \"forming\" 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 on, discuss the project\'s objectives/goals and start to think about what role they will
play on the project team. They are not yet working on the project. They are, effectively, \"feeling
each other out\" and finding their way around how they might work together.
During this initial stage of team growth, it is important for the team leader to be very clear about
team goals and provide clear direction regarding the project. The team leader should ensure that
all of the members are involved in determining team roles and responsibilities and should work
with the team to help them establish how they will work together (\"team norms\".) The team is
dependent on the team leader to guide them.
Stage 2: Storming
As the team begins to work together, they move into the \"storming\" stage. This stage is not
avoidable; every team - most especially a new team who has never worked together before - goes
through this part of developing as a team. In this stage, the team members compete with each
other for status and for acceptance of their ideas. They have different opinions on what should be
done and how it should be done - which causes conflict within the team. As they go progress
through this stage, with the guidance of the team leader, they learn how to solve problems
together, function both independently and together as a team, and settle into roles and
responsibilities on the team. For team members who do not like conflict, this is a difficult stage
to go through.
The team leader needs to be adept at facilitating the team throu.
[InternetShortcut]
URL=https://prezi.com/view/QFet41Y5Oz7h0gJtEjnD/
The Five Stages of Team Development: A Case
Study
By Gina Abudi
Every team goes through the five stages of team development.
First, some background on team development. The first four
stages of team growth were first developed by Bruce Wayne
Tuckman and published in 1965. His theory, called "Tuckman's
Stages" was based on research he conducted on team dynamics.
He believed (as is a common belief today) that these stages are
inevitable in order for a team to grow to the point where they are
functioning effectively together and delivering high quality results.
In 1977, Tuckman, jointly with Mary Ann Jensen, added a fifth
stage to the 4 stages: "Adjourning." The adjourning stage is when the team is completing
the current project. They will be joining other teams and moving on to other work in the near
future. For a high performing team, the end of a project brings on feelings of sadness as the
team members have effectively become as one and now are going their separate ways.
The five stages:
Stage 1: Forming
Stage 2: Storming
Stage 3: Norming
Stage 4: Performing
Stage 5: Adjourning
This article provides background on each stage and an example of a team going through all
five stages.
Stage 1: Forming
The "forming" 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 on, discuss the project's objectives/goals and start to think
about what role they will play on the project team. They are not yet working on the project.
They are, effectively, "feeling each other out" and finding their way around how they might
work together.
During this initial stage of team growth, it is important for the team leader to be very clear
about team goals and provide clear direction regarding the project. The team leader should
ensure that all of the members are involved in determining team roles and responsibilities
and should work with the team to help them establish how they will work together ("team
norms".) The team is dependent on the team leader to guide them.
Stage 2: Storming
As the team begins to work together, they move into the "storming" stage. This stage is not
avoidable; every team - most especially a new team who has never worked together before -
goes through this part of developing as a team. In this stage, the team members compete
1
with each other for status and for acceptance of their ideas. They have different opinions on
what should be done and how it should be done - which causes conflict within the team. As
they go progress through this stage, with the guidance of the team leader, they learn how to
solve problems together, function both independently and together as a team, and settle into
roles and responsibilities on the team. For ...
[InternetShortcut]
URL=https://prezi.com/view/QFet41Y5Oz7h0gJtEjnD/
The Five Stages of Team Development: A Case
Study
By Gina Abudi
Every team goes through the five stages of team development.
First, some background on team development. The first four
stages of team growth were first developed by Bruce Wayne
Tuckman and published in 1965. His theory, called "Tuckman's
Stages" was based on research he conducted on team dynamics.
He believed (as is a common belief today) that these stages are
inevitable in order for a team to grow to the point where they are
functioning effectively together and delivering high quality results.
In 1977, Tuckman, jointly with Mary Ann Jensen, added a fifth
stage to the 4 stages: "Adjourning." The adjourning stage is when the team is completing
the current project. They will be joining other teams and moving on to other work in the near
future. For a high performing team, the end of a project brings on feelings of sadness as the
team members have effectively become as one and now are going their separate ways.
The five stages:
Stage 1: Forming
Stage 2: Storming
Stage 3: Norming
Stage 4: Performing
Stage 5: Adjourning
This article provides background on each stage and an example of a team going through all
five stages.
Stage 1: Forming
The "forming" 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 on, discuss the project's objectives/goals and start to think
about what role they will play on the project team. They are not yet working on the project.
They are, effectively, "feeling each other out" and finding their way around how they might
work together.
During this initial stage of team growth, it is important for the team leader to be very clear
about team goals and provide clear direction regarding the project. The team leader should
ensure that all of the members are involved in determining team roles and responsibilities
and should work with the team to help them establish how they will work together ("team
norms".) The team is dependent on the team leader to guide them.
Stage 2: Storming
As the team begins to work together, they move into the "storming" stage. This stage is not
avoidable; every team - most especially a new team who has never worked together before -
goes through this part of developing as a team. In this stage, the team members compete
1
with each other for status and for acceptance of their ideas. They have different opinions on
what should be done and how it should be done - which causes conflict within the team. As
they go progress through this stage, with the guidance of the team leader, they learn how to
solve problems together, function both independently and together as a team, and settle into
roles and responsibilities on the team. For .
Teamwork enables you to accomplish tasks faster and more efficiently than tackling projects individually. ... Teamwork is important in an organization because it provides employees with an opportunity to bond with one another, which improves relations among them.
Organisations are much more likely to perform well when their people work effectively as a team. This is because good teamwork creates synergy – where the combined effect of the team is greater than the sum of individual efforts.
РАМЕЛЛА БАСЕНКО «Етапи становлення і розвитку команди за моделлю Такмана» Q...QADay
Lviv Direction QADay 2023 (test management)
РАМЕЛЛА БАСЕНКО
«Етапи становлення і розвитку команди за моделлю Такмана»
telegram: www.t.me/+IJODE0i4X65kNjcy
fb: www.fb.com/goqaevent
fb: www.fb.com/qaday.org
linkedin: https://www.linkedin.com/company/goqa/
Сайт: www.qaday.org
[InternetShortcut]
URL=https://prezi.com/view/QFet41Y5Oz7h0gJtEjnD/
The Five Stages of Team Development: A Case
Study
By Gina Abudi
Every team goes through the five stages of team development.
First, some background on team development. The first four
stages of team growth were first developed by Bruce Wayne
Tuckman and published in 1965. His theory, called "Tuckman's
Stages" was based on research he conducted on team dynamics.
He believed (as is a common belief today) that these stages are
inevitable in order for a team to grow to the point where they are
functioning effectively together and delivering high quality results.
In 1977, Tuckman, jointly with Mary Ann Jensen, added a fifth
stage to the 4 stages: "Adjourning." The adjourning stage is when the team is completing
the current project. They will be joining other teams and moving on to other work in the near
future. For a high performing team, the end of a project brings on feelings of sadness as the
team members have effectively become as one and now are going their separate ways.
The five stages:
Stage 1: Forming
Stage 2: Storming
Stage 3: Norming
Stage 4: Performing
Stage 5: Adjourning
This article provides background on each stage and an example of a team going through all
five stages.
Stage 1: Forming
The "forming" 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 on, discuss the project's objectives/goals and start to think
about what role they will play on the project team. They are not yet working on the project.
They are, effectively, "feeling each other out" and finding their way around how they might
work together.
During this initial stage of team growth, it is important for the team leader to be very clear
about team goals and provide clear direction regarding the project. The team leader should
ensure that all of the members are involved in determining team roles and responsibilities
and should work with the team to help them establish how they will work together ("team
norms".) The team is dependent on the team leader to guide them.
Stage 2: Storming
As the team begins to work together, they move into the "storming" stage. This stage is not
avoidable; every team - most especially a new team who has never worked together before -
goes through this part of developing as a team. In this stage, the team members compete
1
with each other for status and for acceptance of their ideas. They have different opinions on
what should be done and how it should be done - which causes conflict within the team. As
they go progress through this stage, with the guidance of the team leader, they learn how to
solve problems together, function both independently and together as a team, and settle into
roles and responsibilities on the team. For ...
[InternetShortcut]
URL=https://prezi.com/view/QFet41Y5Oz7h0gJtEjnD/
The Five Stages of Team Development: A Case
Study
By Gina Abudi
Every team goes through the five stages of team development.
First, some background on team development. The first four
stages of team growth were first developed by Bruce Wayne
Tuckman and published in 1965. His theory, called "Tuckman's
Stages" was based on research he conducted on team dynamics.
He believed (as is a common belief today) that these stages are
inevitable in order for a team to grow to the point where they are
functioning effectively together and delivering high quality results.
In 1977, Tuckman, jointly with Mary Ann Jensen, added a fifth
stage to the 4 stages: "Adjourning." The adjourning stage is when the team is completing
the current project. They will be joining other teams and moving on to other work in the near
future. For a high performing team, the end of a project brings on feelings of sadness as the
team members have effectively become as one and now are going their separate ways.
The five stages:
Stage 1: Forming
Stage 2: Storming
Stage 3: Norming
Stage 4: Performing
Stage 5: Adjourning
This article provides background on each stage and an example of a team going through all
five stages.
Stage 1: Forming
The "forming" 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 on, discuss the project's objectives/goals and start to think
about what role they will play on the project team. They are not yet working on the project.
They are, effectively, "feeling each other out" and finding their way around how they might
work together.
During this initial stage of team growth, it is important for the team leader to be very clear
about team goals and provide clear direction regarding the project. The team leader should
ensure that all of the members are involved in determining team roles and responsibilities
and should work with the team to help them establish how they will work together ("team
norms".) The team is dependent on the team leader to guide them.
Stage 2: Storming
As the team begins to work together, they move into the "storming" stage. This stage is not
avoidable; every team - most especially a new team who has never worked together before -
goes through this part of developing as a team. In this stage, the team members compete
1
with each other for status and for acceptance of their ideas. They have different opinions on
what should be done and how it should be done - which causes conflict within the team. As
they go progress through this stage, with the guidance of the team leader, they learn how to
solve problems together, function both independently and together as a team, and settle into
roles and responsibilities on the team. For .
Teamwork enables you to accomplish tasks faster and more efficiently than tackling projects individually. ... Teamwork is important in an organization because it provides employees with an opportunity to bond with one another, which improves relations among them.
Organisations are much more likely to perform well when their people work effectively as a team. This is because good teamwork creates synergy – where the combined effect of the team is greater than the sum of individual efforts.
РАМЕЛЛА БАСЕНКО «Етапи становлення і розвитку команди за моделлю Такмана» Q...QADay
Lviv Direction QADay 2023 (test management)
РАМЕЛЛА БАСЕНКО
«Етапи становлення і розвитку команди за моделлю Такмана»
telegram: www.t.me/+IJODE0i4X65kNjcy
fb: www.fb.com/goqaevent
fb: www.fb.com/qaday.org
linkedin: https://www.linkedin.com/company/goqa/
Сайт: www.qaday.org
What behavior characteristics are associated with each of the four s.pdfezzi552
The answer has to be original.
For this week’s discussion, complete the following two scenario questions below in detail. Please
discuss thoroughly and substantivelyin your post.
1.)You are a digital forensic examiner and have been asked to examine a hard drive for potential
evidence. Give examples of how the hard drive (or the data on it) could be used as (or lead to the
presentation of) all four types of evidence in court; testimonial, real, documentary, and
demonstrative. If you do not believe one or more of the types of evidence would be included,
explain why not.
2.) You have been asked to assist a law enforcement team serving a search warrant related to a
child pornography investigation. You are the digital forensic expert for the team, and, as such,
have been assigned the task of identifying and collecting the digital evidence at the search
location. Answer the following questions about your assignment.
What steps should you take before the search to serve the search warrant?
What types of evidence should you be on the alert for, when searching the residence?
What types of items would you seize?
Solution.
TEAM-DEVELOPMENT MODELHorace DillardHRM345 Building Effecti.docxmattinsonjanel
TEAM-DEVELOPMENT MODEL
Horace Dillard
HRM345: Building Effective Teams
Colorado Technical
July 25, 2015
Preparing the team to work together
Train the members on how to work together as a team
Design activities that will bring the team members together and help them know each other.
Build good relationship and trust among the team members.
Teach the team members about different styles of working together and conflict resolution skills.
Every team goes through a series of developmental stages as they set out to accomplish a particular task. Working in a team needs good planning and a lot of preparation in order to successfully accomplish a particular project or task . As a team leader, it is very important to prepare the team to work together before they embark on a particular task. The first thing I will do is to train the team members on the importance of teamwork and how to work together as a group. I will start by explaining the task ahead of them and make it clear to each team member that they are expected to work together to successfully finish the task. I will design and put in place activities that will help them to get to know each other so that they can learn to accommodate each other before they start working. I will build trust and good relationship among the team members by organizing in-person meetings and activities which will bring the members together and warm up their relationships. I will coach the team members about the various work styles that applies to team work and how resolve any conflicts that may arise in the course of work so as to prepare them to work and face any challenge together as a team (Maginn, 2004).
2
Training and development activities that build trust and productivity
Encourage open communication among the team members.
Hold trust building exercises to enhance team spirit.
Ensure the team has a shared goal and commitment.
Encourage regular interaction among the members.
Institute training programs to build competence of the members.
Trust is a driving force for the cooperation of members of any given team and therefore building trust between the team members is the first step to ensuring good performance the team. In order to ensure there is trust among the team members, I will encourage them to communicate openly and be willing to share ideas and information amongst themselves so that they can empower each other to work together as a team. I will hold trust building exercises to enhance team spirit which is a very important ingredient for the good performance of a team. I will make sure that every team member shares the common goal of the team and establish total commitment towards achievement of the goal. I will ensure that everybody in the team understands what is expected of them and what needs to be done at both team and personal levels. I will also encourage regular interaction between the members which will encourage them to share their experiences and have respect fo ...
Discussion ForumReflectionCritical Evaluation of Your Learning widdowsonerica
Discussion Forum
Reflection/Critical Evaluation of Your Learning Outcomes
Write a critical evaluation of your learning outcomes. In your response, consider:
1. The content of this class as they relate to Team Management and managerial decision making.
2. Base on the course content, discuss new skills you acquired from this class? How relevant are the new skills to your current and/or future profession?
3. How would you apply your new knowledge?
Read and respond to at least three (3) of your classmates’ posts.
Reply to class mate:
class mate1:
Critical evaluation of learning outcomes
Learning of the entities of team management as well as managerial decision making has played an important role in the understanding of the two important topics. This is mainly because one can now tell the different operations of a team as well as how decisions are made in different teams and different management of different levels (Masuda & Kostopoulos, 2016). The contents of this class go hand in hand with most activities that are carried out in team Management AS well as managerial decision making. Some of the instances from this class which relate with team management and managerial decision making are the different ways techniques used in the decision making such as brainstorming and the Delphi group technique way of decision making. Therefore its becomes easy for one to operate in different teams as well as become creative in making decisions when they learn the contents of this class.
Some of the skills acquired from learning the contents of this class include, creative decision making such that I can come up with good decisions for a team. Secondly is good leadership skill. Through this class I have learned different ways of exercising leadership within people (Haßler et.al, 2016). Some of the types of leadership skills include the participative leadership skill whereby I have to engage and communicate with fellow team members in order to come up with good decisions. Lastly I have gained the skills of choosing a good team and the factors that I should consider when coming up with a team.
The knowledge I have gained from the class would be useful when working with different organizations as a leader since I would be able to know how to exercise my leadership as well as how to relate with the employee. The skills are also useful since I would learn to make sound decisions as a leader in any particular company.
class mate2:
Having nearly completed the course, several attributes were added to my skillset along with a newer perspective to working on and for teams. The coursework provided insight into real life incidents and explained the consequences that have occurred and what could have happened otherwise.
Team Management and Managerial Decision Making:
Teams are made up of different individuals, perspectives and skills. It is important to understand the traits of each individual before making the team.
While Senior Management does the empha ...
Team building, aliraza afzal, pimsat, preston institute of management science and technologu , zubair shah,presentation to major zubair shah on team building
How do LANs, MANs, and WANs differ How are they the sameSoluti.pdfamitseesldh
How do LANs, MANs, and WANs differ? How are they the same?
Solution
All of them are networks that aid in connecting two or more computers to share information.
Networks may be linked either through cables, telephone lines, radio waves, satellites, or
infrared light beams
LAN is Local Area Network that connects computers within a building or a small area. A LAN
connection is usually of high speed and relatively inexpensive.
MAN is Metropolitan Area Network and spans computers connected together across a few
buildings or in a city or a town.
WAN is Wide Area Network and could extend beyond geographies in connecting computers.
WAN can be defined as a collection of several LAN.
How do I solve 2 numbers on top of each other. It looks like a fract.pdfamitseesldh
How do I solve 2 numbers on top of each other. It looks like a fraction except there is no
Vinculum. it looks something like this (7) (4) i need to know how because it is part of the
probability mass function on page 150 of my textbook
Solution
question not clear??on top of each other?.
More Related Content
Similar to How are the three characteristics of effective teams evident in each.pdf
What behavior characteristics are associated with each of the four s.pdfezzi552
The answer has to be original.
For this week’s discussion, complete the following two scenario questions below in detail. Please
discuss thoroughly and substantivelyin your post.
1.)You are a digital forensic examiner and have been asked to examine a hard drive for potential
evidence. Give examples of how the hard drive (or the data on it) could be used as (or lead to the
presentation of) all four types of evidence in court; testimonial, real, documentary, and
demonstrative. If you do not believe one or more of the types of evidence would be included,
explain why not.
2.) You have been asked to assist a law enforcement team serving a search warrant related to a
child pornography investigation. You are the digital forensic expert for the team, and, as such,
have been assigned the task of identifying and collecting the digital evidence at the search
location. Answer the following questions about your assignment.
What steps should you take before the search to serve the search warrant?
What types of evidence should you be on the alert for, when searching the residence?
What types of items would you seize?
Solution.
TEAM-DEVELOPMENT MODELHorace DillardHRM345 Building Effecti.docxmattinsonjanel
TEAM-DEVELOPMENT MODEL
Horace Dillard
HRM345: Building Effective Teams
Colorado Technical
July 25, 2015
Preparing the team to work together
Train the members on how to work together as a team
Design activities that will bring the team members together and help them know each other.
Build good relationship and trust among the team members.
Teach the team members about different styles of working together and conflict resolution skills.
Every team goes through a series of developmental stages as they set out to accomplish a particular task. Working in a team needs good planning and a lot of preparation in order to successfully accomplish a particular project or task . As a team leader, it is very important to prepare the team to work together before they embark on a particular task. The first thing I will do is to train the team members on the importance of teamwork and how to work together as a group. I will start by explaining the task ahead of them and make it clear to each team member that they are expected to work together to successfully finish the task. I will design and put in place activities that will help them to get to know each other so that they can learn to accommodate each other before they start working. I will build trust and good relationship among the team members by organizing in-person meetings and activities which will bring the members together and warm up their relationships. I will coach the team members about the various work styles that applies to team work and how resolve any conflicts that may arise in the course of work so as to prepare them to work and face any challenge together as a team (Maginn, 2004).
2
Training and development activities that build trust and productivity
Encourage open communication among the team members.
Hold trust building exercises to enhance team spirit.
Ensure the team has a shared goal and commitment.
Encourage regular interaction among the members.
Institute training programs to build competence of the members.
Trust is a driving force for the cooperation of members of any given team and therefore building trust between the team members is the first step to ensuring good performance the team. In order to ensure there is trust among the team members, I will encourage them to communicate openly and be willing to share ideas and information amongst themselves so that they can empower each other to work together as a team. I will hold trust building exercises to enhance team spirit which is a very important ingredient for the good performance of a team. I will make sure that every team member shares the common goal of the team and establish total commitment towards achievement of the goal. I will ensure that everybody in the team understands what is expected of them and what needs to be done at both team and personal levels. I will also encourage regular interaction between the members which will encourage them to share their experiences and have respect fo ...
Discussion ForumReflectionCritical Evaluation of Your Learning widdowsonerica
Discussion Forum
Reflection/Critical Evaluation of Your Learning Outcomes
Write a critical evaluation of your learning outcomes. In your response, consider:
1. The content of this class as they relate to Team Management and managerial decision making.
2. Base on the course content, discuss new skills you acquired from this class? How relevant are the new skills to your current and/or future profession?
3. How would you apply your new knowledge?
Read and respond to at least three (3) of your classmates’ posts.
Reply to class mate:
class mate1:
Critical evaluation of learning outcomes
Learning of the entities of team management as well as managerial decision making has played an important role in the understanding of the two important topics. This is mainly because one can now tell the different operations of a team as well as how decisions are made in different teams and different management of different levels (Masuda & Kostopoulos, 2016). The contents of this class go hand in hand with most activities that are carried out in team Management AS well as managerial decision making. Some of the instances from this class which relate with team management and managerial decision making are the different ways techniques used in the decision making such as brainstorming and the Delphi group technique way of decision making. Therefore its becomes easy for one to operate in different teams as well as become creative in making decisions when they learn the contents of this class.
Some of the skills acquired from learning the contents of this class include, creative decision making such that I can come up with good decisions for a team. Secondly is good leadership skill. Through this class I have learned different ways of exercising leadership within people (Haßler et.al, 2016). Some of the types of leadership skills include the participative leadership skill whereby I have to engage and communicate with fellow team members in order to come up with good decisions. Lastly I have gained the skills of choosing a good team and the factors that I should consider when coming up with a team.
The knowledge I have gained from the class would be useful when working with different organizations as a leader since I would be able to know how to exercise my leadership as well as how to relate with the employee. The skills are also useful since I would learn to make sound decisions as a leader in any particular company.
class mate2:
Having nearly completed the course, several attributes were added to my skillset along with a newer perspective to working on and for teams. The coursework provided insight into real life incidents and explained the consequences that have occurred and what could have happened otherwise.
Team Management and Managerial Decision Making:
Teams are made up of different individuals, perspectives and skills. It is important to understand the traits of each individual before making the team.
While Senior Management does the empha ...
Team building, aliraza afzal, pimsat, preston institute of management science and technologu , zubair shah,presentation to major zubair shah on team building
Similar to How are the three characteristics of effective teams evident in each.pdf (20)
How do LANs, MANs, and WANs differ How are they the sameSoluti.pdfamitseesldh
How do LANs, MANs, and WANs differ? How are they the same?
Solution
All of them are networks that aid in connecting two or more computers to share information.
Networks may be linked either through cables, telephone lines, radio waves, satellites, or
infrared light beams
LAN is Local Area Network that connects computers within a building or a small area. A LAN
connection is usually of high speed and relatively inexpensive.
MAN is Metropolitan Area Network and spans computers connected together across a few
buildings or in a city or a town.
WAN is Wide Area Network and could extend beyond geographies in connecting computers.
WAN can be defined as a collection of several LAN.
How do I solve 2 numbers on top of each other. It looks like a fract.pdfamitseesldh
How do I solve 2 numbers on top of each other. It looks like a fraction except there is no
Vinculum. it looks something like this (7) (4) i need to know how because it is part of the
probability mass function on page 150 of my textbook
Solution
question not clear??on top of each other?.
How do I solve 10^log25SolutionRemember log 25 just means .pdfamitseesldh
How do I solve 10^log25
Solution
Remember \"log 25\" just means \"the power of 10 that gives you 25\"
So raising 10 to that power... just gives you 25!
Another way to think of it is saying log 25 = x
Then we want to know the value of [10^x] . Now, rewriting log 25 = x in exponential form
(instead of log form), we have [10^x=25] -- just what we wanted!.
How do i make an outline from an article titled Retirement planning .pdfamitseesldh
How do i make an outline from an article titled Retirement planning for millennials?
Solution
The majority of workers between the ages of 20 and 29 (59 percent) in 12 North American,
European and Asian countries expect to be financially worse off in retirement than their parents.
How do I integrate ln(t)t dt. I know that the answer is 12 ln(t)^2.pdfamitseesldh
How do I integrate ln(t)/t dt. I know that the answer is 1/2 ln(t)^2 + C, but I don\'t know how to
arrive at that. I tried integrating by parts and that didn\'t seem to work.
Solution
put lnt = y differeantiating with t, 1/t = dy/dt now, int [ lnt/t dt ] = int [ y/t x tdy ]
= int [ y dy ] = y^2/2 + c put y = lnt we get , I = (lnt)^2/2 + c.
How do I find the variables of -6X = Y so that the statement demons.pdfamitseesldh
How do I find the variables of -6*X = Y so that the statement demonstrates the identity property?
Solution
The identity element of an operation a is a value C, such that conducting the operation between a
and C gives the result a.
For multiplication the identity element is 1: A*1 = A
If -6*X = Y
=> (-6/Y)*X = 1
The identity element of X is (-6/Y).
How do I find statistics on obesity in people who are addicted to vi.pdfamitseesldh
How do I find statistics on obesity in people who are addicted to video gaming?
Solution
Video Game Addiction Statistics Some experts say it is hard to show statistics in
video game addiction. As of 2007 the American Psychological Association (APA) had not
defined video game addiction as a mental health disorders. Although, it is said that video game
addiction has been purposed to the APA for inclusion in their next published edition of DSM..
How can we think about biblical flourishing and economic progress.pdfamitseesldh
How can we think about biblical flourishing and economic progress?
(This class incorporates biblical teaching into economics)
Solution
The Biblical Definition of Flourishing: Flourishing means peace, or shalom, in every direction.
Hugh Whelchel often talks about “reweaving shalom.” But what does shalom mean?
Biblical scholars tell us that shalom signifies a number of things, including salvation, wholeness,
integrity, soundness, community, connectedness, righteousness, justice, and well-being. Shalom
denotes a right relationship with God, with others, and with God’s good creation. It is the way
God intended things to be when he created the universe.
Conceptes of Economics:
Innovation In Scripture
There are many places in the Bible where we get a glimpse into ancient economic life. In terms
of technology, life in the garden was abundant yet simple.
As life progressed after the fall, we get a glimpse in the Old and New Testaments of some of the
tools and trades which shaped the conditions of daily life:
• Construction: In Genesis 6:14, Noah builds an ark out of gopher wood, requiring tools to fell
the wood and construct a boat of that size.
• Metallurgy: There are several biblical references to refining silver (Proverbs 25:4, Zechariah
13:9, Isaiah 48:10). Refinement of precious metals also included some learned technological
processes.
• Clothing: Genesis 37 records that Joseph wore a coat of many colors. The fabric was derived
from animal hair and woven in some process, and then dyed in another process. There are many
references to sandals, belts and other clothing items that had some process governing their
manufacture.
• Shipping: James 3:4 mentions rudders that were used to steer boats. John 21:11 tells us that
Simon Peter caught many fish using netting. Rudders and netting are just two of many “tools”
used in the ancient world to be productive.
Innovation Today
This change continues today. Each one of us is born into a unique set of circumstances. We
know we are called to use our creativity and God-given purpose to leave the world a better place.
Economists call this economic growth. As Christians we know this is tied to flourishing.
The technology that made the 8-track so wonderful forty years ago has been innovated upon such
that we don’t have a need for it anymore.
The Cultural Mandate is clear that we are to take dominion over the earth and all that is in it. The
implications of this for Christians are that:
• Change is inherent to the human condition, and we are each born into a unique set of
circumstances with a unique set of resources at our disposal.
• Each person in every generation is called to take existing resources and create more.
Investment
We make investments in things and in people. Economic growth in the last century has much to
do with the types of investments we have been able to make.
These investments make us more productive. They depend on human creativity and
entrepreneurship. I used to own an old Nokia phone with a.
How do I do a T test, correlation and ANOVA in SpssSolution .pdfamitseesldh
How do I do a T test, correlation and ANOVA in Spss?
Solution
One-way between-subjects ANOVA A one-way between-subjects ANOVA allows
you to determine if there is a relationship between a categorical independent variable (IV) and a
continuous dependent variable (DV), where each subject is only in one level of the IV. To
determine whether there is a relationship between the IV and the DV, a one-way between-
subjects ANOVA tests whether the means of all of the groups are the same. If there are any
differences among the means, we know that the value of the DV depends on the value of the IV.
The IV in an ANOVA is referred to as a factor, and the different groups composing the IV are
referred to as the levels of the factor. A one-way ANOVA is also sometimes called a single
factor ANOVA. A one-way ANOVA with two groups is analogous to an independent-samples t-
test. The pvalues of the two tests will be the same, and the F statistic from the ANOVA will be
equal to the square of the t statistic from the t-test. To perform a one-way between-subjects
ANOVA in SPSS • Choose Analyze General Linear Model Univariate. • Move the DV to the
Dependent Variable box. • Move the IV to the Fixed Factor(s) box. • Click the OK button. The
output from this analysis will contain the following sections. • Between-Subjects Factors. Lists
how many subjects are in each level of your factor. • Tests of Between-Subjects Effects. The row
next to the name of your factor reports a test of whether there is a significant relationship
between your IV and the DV. A significant F statistic means that at least two group means are
different from each other, indicating the presence of a relationship. You can ask SPSS to provide
you with the means within each level of your between-subjects factor by clicking the Options
button in the variable selection window and moving your withinsubjects variable to the Display
Means For box. This will add a section to your output titled Estimated Marginal Means
containing a table with a row for each level of your factor. The values within each row provide
the mean, standard error of the mean, and the boundaries for a 95% confidence interval around
the mean for observations within that cell. Post-hoc analyses for one-way between-subjects
ANOVA. A significant F statistic tells you that at least two of your means are different from
each other, but does not tell you where the differences may lie. Researchers commonly perform
post-hoc analyses following a significant ANOVA to help them understand the nature of the
relationship between the IV and the DV. The most commonly reported post-hoc tests are (in
order from most to least liberal): LSD (Least Significant Difference test), SNK (Student-
Newman-Keuls), Tukey, and Bonferroni. The more liberal a test is, the more likely it will find a
significant difference between your means, but the more likely it is that this difference is actually
just due to chance. 14 Although it is the most liberal, simulations ha.
How could someone show me how to get the first and 2nd moment. Pleas.pdfamitseesldh
How could someone show me how to get the first and 2nd moment. Please and thank you.
Solution
differentiate with respect to t to get first moment and differentiate first moment with
respect to t to get the second moment my(t)= [pe^t +(1-p)]^n my\'(t)=n [pe^t +(1-p)]^(n-1) *
pe^t my\"(t)=npe^t[pe^t +(1-p)]^n-1 + npe^t * (n-1) * [pe^t +(1-p)]^(n-2) * pe^t.
How do I determine Knee voltage and knee current from a Id vs Vd plo.pdfamitseesldh
How do I determine Knee voltage and knee current from a Id vs Vd plot of a zener diode?
Solution
The voltage at which the current through the diode increases rapidly is known as the Knee
Voltage.
The reverse current at which the zener diode enters breakdown region, is called as Knee current..
How do I determine if this equation is a linear function or a nonlin.pdfamitseesldh
How do I determine if this equation is a linear function or a nonlinear function?
Solution
The easiest way I have for knowing the difference between linear and nonlinear is the exponent
value on the variable x.
It is important to understand the root word in linear. It is LINE. A straight line, no curves.
For example:
y = 2x - 3 This is linear because the exponent on x is one. Thus your slope is standard rise over
run, like a stair step and simply goes up or down.
Y = x^2 + x + 4 is nonlinear. When graphed it becomes a parabola, which looks like a hill on
your graph. This is because the exponent on the variable of x is more than one.
This pattern continues on for all equations. Hope this helps to put it into easy to understand
terms. :).
How do i Construct an interval around the population mean that is tw.pdfamitseesldh
How do i Construct an interval around the population mean that is two standard deviations above
and two standard deviations below?
Solution
If you know the mean and standard deviation, then you can just subtract 2 standard deviations
from the mean and add 2 standard deviations to the mean:
± 2 or ( - (2*) , + (2*) )
^is your interval^.
How do I answer the questions I just want to answer math questions..pdfamitseesldh
How do I answer the questions? I just want to answer math questions.
Solution
How to Answer Questions--go to the questions and answers section using the tabs at the top.
Select \"unanswered\" from the pull down menus above the questions. select Math from the types
of questions. Next hit \"GO\" to enter your choices. this will refresh the questions only showing
the ones you selected (unanswered / math)..
How do I add fractions with uncommon denominatorsSolutionFirs.pdfamitseesldh
How do I add fractions with uncommon denominators?
Solution
First, I have to apologize for the fact that the formatting here will be hard to follow. It is not
possible to set it up properly in here. I have had to show the fractions like this 1/2. I hope that
isn\'t too confusing.
The first step in adding fractions with different denominators is to convert them to fractions with
the same denominator.
Sometimes this is really easy, because one of the denominators is a multiple of the other. So, for
example,.
How do charismatic and transformational leadership relate to the fou.pdfamitseesldh
How do charismatic and transformational leadership relate to the four followership types
described in the \"Focus on Followers\" section of the text?
Solution
Robert Kelley has identified five major followership types which are stated as follows:
1. Alienated Follower: This category consists of passive, yet independent thinkers. These
followers will not contribute to the problem solving of the situation. They would have also
experienced set backs or furstration. These followers are capable but still they focus on
shortcomings of the organization.
2. Conformist: The typical characteristics of conformists are that they are active but dependant
but uncritical thinkers. They instantly carry out orders. They are concerned in avoiding conflict
further they go along to get along. They are never hesitant in participation. They participate
willingly.
3. Passive Followers: These followers are usually uncritical thinkers and they lack initiative and
sense of responsibility. They always leave the leader to think and need much supervision. They
are more passive in nature.
4. Effective Followers: They are the most active and critical thinkers. They have the courage to
initiate change and serve the best interest of the organization. Further, they are committed to
something larger than themselves and are always committed to positive impact. They are always
open to risk.
5. Pragmatic Survivor: These followers have the qualities of all four types of followers. They
intentionally change style depending on the situation. They usually avoid risk and maintain status
quo. The style that benefits their position is usually adopted by them.
Charismatic leadership: Charisma is certain quality of an individual personality, by virtue of
which they are set apart from ordinary people and are considered as supernatural and
superhuman people with exemplary powers. They have the ability to influence people and
uncritical thinkers tend to follow them blindly if they get attracted by them.
Charismatic leaders can directly influence Alienated, conformist, Passive and Pragmatic
followers since all these followers have the tendency to follow instructions and obey their orders.
Transformational Leadership: It is defined as a process where leaders and followers tend to raise
one another to higher levels of morality and motivation. The leaders usually stirs the emotions of
others and encourage others. They have high expectations and get people to look beyond their
self-interest. They set set clear goals and are a model of Integrity and fairness.
Transformational leader create a big impact on the Effective followers. Effective follower think
and act, and transformational leaders tend to create a impact on the followers. This will work
vice-versa. A few pragmatic followers will also fall in this category, as pragmatic leaders always
fall in any of the four types of followership styles..
how do furnaces workSolutionFurnaces work by burning fuel (li.pdfamitseesldh
how do furnaces work?
Solution
Furnaces work by burning fuel (like oil or natural gas). When these things burn, they form hot
gases that are sent through curving metal tubes called \'heat exchangers.\' The heat exchangers
are inside of the air ducts in your house, so the air in the ducts gets warmed up by the hot metal
pipes. Then they use fans to move the warm air out of the ducts and new air in. Since the
potentially toxic gases from burning the fuel stay inside the heat exchanger tubes and the air in
your house stays outside of the tubes, the air in your house can\'t become poisoned..
How do an ordinary annuity, an annuity due, and a perpetuity differ.pdfamitseesldh
How do an ordinary annuity, an annuity due, and a perpetuity differ? Explain.
Solution
Annuity refers to series of periodic cash flow made or received at equal intervals. Cash flows can
be either inflows or outlfows happening after a periodic time intervals like weekly, monthly,
quarterly or annually.
Ordinary Annuity - When payment or receipt happens at the end of a time period.
Annuity Due - When payment or receipt happens at the beginning of a time period.
Perpetuity - An Annuity in which there is no end date i.e. an annuity which is everlasting..
How do differing perspectives affect our views of compensation Be s.pdfamitseesldh
How do differing perspectives affect our views of compensation? Be specific
Solution
1. Compensation is viewed by society as a measure of justice as well as a cause of increased
taxes and price increases.
2. Stockholders are concerned with executive pay relative ti company performance.
3. Managers view compensation as a major expense and a means to influence employee
behaviour.
4. Employees view compensation as return in an exchange with their employer an entitlement or
a reward in other countries Ex ( china,japan)
5. In other countries compensation is related to being taken care of.( some places in china they
still give rice allowances or transportation allowances)
6. So looking at all these perspectives of compensation you now need to look at the pros and
cons of compensation with your own perspective..
How do argumentativeness and verbal aggressiveness differ What are .pdfamitseesldh
How do argumentativeness and verbal aggressiveness differ? What are the implications of each
for organizational communication?
Solution
Argumentativeness:-
It is used to define the operation of justifying an opinion or theory through reasoning or
argument.
Also aimed to change the views of other persons or merely communicating our own ideas. It may
be a debate, forum to press ideas or a simple conversation with persuasion of one.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
GIÁO ÁN DẠY THÊM (KẾ HOẠCH BÀI BUỔI 2) - TIẾNG ANH 8 GLOBAL SUCCESS (2 CỘT) N...
How are the three characteristics of effective teams evident in each.pdf
1. How are the three characteristics of effective teams evident in each of Tuckman
Solution
Every team goes through the five stages of team development. First, some background on team
development. The first four stages of team growth were first developed by Bruce Wayne
Tuckman and published in 1965. His theory, called "Tuckman's Stages" was based on research
he conducted on team dynamics. He believed (as is a common belief today) that these stages are
inevitable in order for a team to grow to the point where they are functioning effectively together
and delivering high quality results. In 1977, Tuckman, jointly with Mary Ann Jensen, added a
fifth stage to the 4 stages: "Adjourning." The adjourning stage is when the team is completing
the current project. They will be joining other teams and moving on to other work in the near
future. For a high performing team, the end of a project brings on feelings of sadness as the team
members have effectively become as one and now are going their separate ways.
The five stages:
This article provides background on each stage and an example of a team going through all five
stages.
Stage 1: Forming
The "forming" 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 on, discuss the project's objectives/goals and start to think about what role they will
play on the project team. They are not yet working on the project. They are, effectively, "feeling
each other out" and finding their way around how they might work together.
During this initial stage of team growth, it is important for the team leader to be very clear about
team goals and provide clear direction regarding the project. The team leader should ensure that
all of the members are involved in determining team roles and responsibilities and should work
with the team to help them establish how they will work together ("team norms".) The team is
dependent on the team leader to guide them.
Stage 2: Storming
As the team begins to work together, they move into the "storming" stage. This stage is not
avoidable; every team - most especially a new team who has never worked together before - goes
through this part of developing as a team. In this stage, the team members compete with each
other for status and for acceptance of their ideas. They have different opinions on what should be
done and how it should be done - which causes conflict within the team. As they go progress
2. through this stage, with the guidance of the team leader, they learn how to solve problems
together, function both independently and together as a team, and settle into roles and
responsibilities on the team. For team members who do not like conflict, this is a difficult stage
to go through.
The team leader needs to be adept at facilitating the team through this stage - ensuring the team
members learn to listen to each other and respect their differences and ideas. This includes not
allowing any one team member to control all conversations and to facilitate contributions from
all members of the team. The team leader will need to coach some team members to be more
assertive and other team members on how to be more effective listeners.
This stage will come to a closure when the team becomes more accepting of each other and
learns how to work together for the good of the project. At this point, the team leader should start
transitioning some decision making to the team to allow them more independence, but still stay
involved to resolve any conflicts as quickly as possible.
Some teams, however, do not move beyond this stage and the entire project is spent in conflict
and low morale and motivation, making it difficult to get the project completed. Usually teams
comprised of members who are professionally immature will have a difficult time getting past
this stage.
Stage 3: Norming
When the team moves into the "norming" stage, they are beginning to work more effectively as
a team. They are no longer focused on their individual goals, but rather are focused on
developing a way of working together (processes and procedures). They respect each other's
opinions and value their differences. They begin to see the value in those differences on the
team. Working together as a team seems more natural. In this stage, the team has agreed on their
team rules for working together, how they will share information and resolve team conflict, and
what tools and processes they will use to get the job done. The team members begin to trust each
other and actively seek each other out for assistance and input. Rather than compete against each
other, they are now helping each other to work toward a common goal. The team members also
start to make significant progress on the project as they begin working together more effectively.
In this stage, the team leader may not be as involved in decision making and problem solving
since the team members are working better together and can take on more responsibility in these
areas. The team has greater self-direction and is able to resolve issues and conflict as a group. On
occasion, however, the team leader may step in to move things along if the team gets stuck. The
team leader should always ensure that the team members are working collaboratively and may
begin to function as a coach to the members of the team.
Stage 4: Performing
In the "performing" stage, teams are functioning at a very high level. The focus is on reaching
3. the goal as a group. The team members have gotten to know each other, trust each other and rely
on each other.
Not every team makes it to this level of team growth; some teams stop at Stage 3: Norming. The
highly performing team functions without oversight and the members have become
interdependent. The team is highly motivated to get the job done. They can make decisions and
problem solve quickly and effectively. When they disagree, the team members can work through
it and come to consensus without interrupting the project's progress. If there needs to be a
change in team processes - the team will come to agreement on changing processes on their own
without reliance on the team leader.
In this stage, the team leader is not involved in decision making, problem solving or other such
activities involving the day-to-day work of the team. The team members work effectively as a
group and do not need the oversight that is required at the other stages. The team leader will
continue to monitor the progress of the team and celebrate milestone achievements with the team
to continue to build team camaraderie. The team leader will also serve as the gateway when
decisions need to be reached at a higher level within the organisation.
Even in this stage, there is a possibility that the team may revert back to another stage. For
example, it is possible for the team to revert back to the "storming" stage if one of the members
starts working independently. Or, the team could revert back to the "forming" stage if a new
member joins the team. If there are significant changes that throw a wrench into the works, it is
possible for the team to revert back to an earlier stage until they are able to manage through the
change.
Stage 5: Adjourning
In the "adjourning" stage the project is coming to an end and the team members are moving off
into different directions. This stage looks at the team from the perspective of the well-being of
the team rather than from the perspective of managing a team through the original four stages of
team growth.
The team leader should ensure that there is time for the team to celebrate the success of the
project and capture best practices for future use. (Or, if it was not a successful project - to
evaluate what happened and capture lessons learned for future projects.) This also provides the
team the opportunity to say good-bye to each other and wish each other luck as they pursue their
next endeavour. It is likely that any group that reached Stage 4: Performing will keep in touch
with each other as they have become a very close knit group and there will be sadness at
separating and moving on to other projects independently.
Is the Team Effective or Not?
There are various indicators of whether a team is working effectively together as a group. The
characteristics of effective, successful teams include:
4. Teams that are not working effectively together will display the characteristics listed below. The
team leader will need to be actively involved with such teams. The sooner the team leader
addresses issues and helps the team move to a more effective way of working together, the more
likely the project is to end successfully.
Example of a Team Moving Through the Five Stages
Background and Team Members
A team has been pulled together from various parts of a large service organisation to work on a
new process improvement project that is needed to improve how the company manages and
supports its client base. The team lead on this project is Sandra from the Chicago office who has
15 years experience as a project manager/team lead managing process improvement projects.
The other members of the team include:
Sandra has worked on projects with Sarah and Mohammed, but has never worked with the
others. Donna has worked with Mohammed. No one else has worked with other members of this
team. Sandra has been given a very tight deadline to get this project completed.
Sandra has decided that it would be best if the team met face-to-face initially, even though they
will be working virtually for the project. She has arranged a meeting at the New York office
(company headquarters) for the entire team. They will spend 2 days getting introduced to each
other and learning about the project.
The Initial Meeting (Stage 1: Forming)
The day of the face-to-face meeting in New York has arrived. All team members are present. The
agenda includes:
The team members are very excited to meet each other. Each of them has heard of one another,
although they have not worked together as a team before. They believe they each bring value to
this project. The team building exercises have gone well; everyone participated and seemed to
enjoy the exercises. While there was some discussion around roles and responsibilities - with
team members vying for "key" positions on the team - overall there was agreement on what
needed to get done and who was responsible for particular components of the project.
The onsite meeting is going well. The team members are getting to know each other and have
been discussing their personal lives outside of work - hobbies, family, etc. Sandra is thinking that
this is a great sign that they will get along well - they are engaged with each other and genuinely
seem to like each other!
The Project Work Begins (Stage 2: Storming)
The team members have gone back to their home offices and are beginning work on their
project. They are interacting via the SharePoint site and the project is off to a good start. And
then the arguments begin.
Peter has put up the project schedule based on conversations with only Mohammed and Ameya
5. on the team. Donna and Sarah feel as if their input to the schedule was not considered. They
believe because they are more junior on the team, Peter has completely disregarded their
concerns about the timeline for the project. They challenged Peter's schedule, stating that it was
impossible to achieve and was setting up the team for failure. At the same time, Sarah was
arguing with Ameya over who should lead the database design and development effort for this
project. While Sarah acknowledges that Ameya has a few years more experience than she does in
database development, she only agreed to be on this project in order to take a lead role and
develop her skills further so she could advance at the company. If she knew Ameya was going to
be the lead she wouldn't have bothered joining this project team. Additionally, Mohammed
appears to be off and running on his own, not keeping the others apprised of progress nor
keeping his information up to date on the SharePoint site. No one really knows what he has been
working on or how much progress is being made.
Sandra had initially taken a side role during these exchanges, hoping that the team would work it
out for themselves. However, she understands from past experience managing many project
teams that it is important for her to take control and guide the team through this difficult time.
She convenes all of the team members for a virtual meeting to reiterate their roles and
responsibilities (which were agreed to in the kick-off meeting) and to ensure that they understand
the goals and objectives of the project. She made some decisions since the team couldn't come
to agreement. She determined that Ameya would lead the database development design
component of the project, working closely with Sarah so she can develop further experience in
this area. She reviewed the schedule that Peter created with the team, making adjustments where
necessary to address the concerns of Donna and Sarah. She reminded Mohammed that this is a
team effort and he needs to work closely with the others on the team.
During the virtual meeting session, Sandra referred back to the ground rules the team set in their
face-to-face meeting and worked with the team to ensure that there was a plan in place for how
decisions are made on the team and who has responsibility for making decisions.
Over the next few weeks, Sandra noticed that arguments/disagreements were at a minimum and
when they did occur, they were worked out quickly, by the team, without her involvement being
necessary. Still, she monitored how things were going and held regular virtual meetings to ensure
the team was moving in the right direction. On a monthly basis, Sandra brings the team together
for a face-to-face meeting. As the working relationships of the team members started improving,
Sandra started seeing significant progress on the project.
All is Going Smoothly (Stage 3: Norming)
The team has now been working together for nearly 3 months. There is definitely a sense of
teamwork among the group. There are few arguments and disagreements that can't be resolved
among the team. They support each other on the project - problem solving issues, making
6. decisions as a team, sharing information and ensuring that the ground rules put in place for the
team are followed.
Additionally, the team members are helping each other to grow and develop their skills. For
example, Ameya has worked closely with Sarah to teach her many of the skills he has learned in
database design and development and she has been able to take the lead on accomplishing some
of the components of their aspect of the project.
Overall, the team members are becoming friends. They enjoy each other's company - both while
working on the project and after hours via communicating on email, via instant messaging, on
Twitter, or over the telephone.
Significant Progress is Made! (Stage 4: Performing)
The team is now considered a "high performing team." It wasn't easy getting to this stage but
they made it! They are working effectively as a group - supporting each other and relying on the
group as a whole to make decisions on the project. They can brainstorm effectively to solve
problems and are highly motivated to reach the end goal as a group. When there is conflict on the
team - such as a disagreement on how to go about accomplishing a task - the group is able to
work it out on their own without relying on the team leader to intervene and make decisions for
them. The more junior members - Donna and Sarah - have really developed their skills with the
support and help of the others. They have taken on leadership roles for some components of the
project.
Sandra checks in with the team - praising them for their hard work and their progress. The team
celebrates the milestones reached along the way. When necessary, Sandra provides a link from
the team to the executives for decisions that need to come from higher up or when additional
support is needed.
The project is on time and within budget. Milestones are being met - some are even ahead of
schedule. The team is pleased with how well the project is going along, as is Sandra and the
executives of the organisation.
Time to Wrap Up (Stage 5: Adjourning)
The project has ended. It was a huge success! The internal customer is pleased and there is
definitely an improvement in how the company supports its clients. It has been a great 8 months
working together...with some ups and downs of course. Each of the individuals on the project
will be moving to other projects within the organisation, but no one is going to be on the same
project. They will miss working with each other but have vowed to remain friends and keep in
touch on a personal level - hopefully to work together again soon!
The team has gotten together in the New York office to discuss the project, including
documenting best practices and discussing what worked effectively and what they would
improve upon given the chance to do it again. Sandra has taken the team out to dinner. They are
7. joined by the project sponsor and some other executives who are extremely pleased with the end
result.
The End!
This is a simplistic view of a team working through the five stages of team development. I hope
it provides some benefit to you.
Remember that at any time this team could revert back to a previous stage. Let's assume that
another individual joins the team - the team will revert back to the "forming" stage as they learn
how to work with the new team member; reestablishing team guidelines, finding their way again,
and learning how to work cohesively as a team. Or, let's assume that Mohammed slips back into
his old ways of keeping to himself and not sharing information with the team - this may cause
the team to revert back to the "storming" stage.