Team development stages/team building

Transcription

1 XLRI Jamshedpur School of Business & Human Resources GROUP BEHAVIOUR Team development stages/team building Madness is the exception in individuals but the p rule in groups -F.Nietzsche

2 Why do people join groups? Group Exercise Terrorist groups: LTTE, AL-Queda Politics Religion Professional Association/ Club Organization Family

3 Why do people join groups? Security Status Self-esteem Affiliation Power Goal achievement

4 What are Groups? Two or more individuals, interacting and interdependent, d t who have come together th to achieve particular objectives Robbins

5 Types of groups Formal group: Work group defined by organization s structure Command group: Superior and subordinate group Task group: A group that t works together th to complete a task

6 Types of groups Informal groups A group that appear in response to a social need Interest group Group that work together to attain a specific objective Friendship group Group that share common characteristics

7 Stages of Group Development Forming Storming Norming Performing Adjourning

8 Forming Exploration period Members attachments t are tentative t ti Members are anxious and watchful No task clarity Team members assess others capabilities Poor Performance; Low productivity Working relationships guarded, cautious,non- committal

9 Forming FEELINGS Anxiety and fear Excitement and confusion Pride in being part of the team BEHAVIOUR Asking a lots of questions Doubting on the ability to meet the challenges Making attempts to get to know of memebrs Anxious to get on with the work Sharing of acceptable, non-controversial things

10 Forming: Group Members Selection Range of role Competencies Range of attributes Ability to work with others

11 Storming Assertiveness period Members grow impatient with groups lack of progress Realize group task is difficult than initially understood The gap between expectations and reality seen Results in conflicts Growing awareness of others hidden agendas Cliques may be formed May be dissolved if not able to outgrow this stage

12 Storming FEELINGS Anxiety Doubt Frustration BEHAVIOUR Expressing anger Questioning the leadership Individual assertions Resisting to work together in groups Impatience due to slow progress

13 Storming: Conflict Natural to group development Between two or more individuals or the whole team Principle: i Need not like everyone members work with Agree to disagree Negotiation/mediation to overcome conflict or reach agreement where group members are comfortable with or can live with Critical issues: Reach consensus

14 Conflict CONSTRUCTIVE Individuals change and grow Results in solutions Increased I d involvement High morale Build cohesiveness DESTRUCTIVE Individuals stick to their views Decisions not reached Problems P continue to exist Diversion of energy Low morale Polarization and division

15 Norming Stage Conforming period It is a pleasant time in group s evolution Discover group identity Critical approach towards the leader/members decreases Warrior factions mellow down A sense of belonging Quantity and quality of work increases Time where social needs of the group are pursued

16 Norming FEELINGS New ability to express criticism constructively Acceptance of membership in the team Relief that things are going to work out BEHAVIOUR Achieve harmony by avoiding conflict Establish and maintain rules and regulations Friendliness and increased cooperation Recognize others contribution Unfocused, irrelevant and overly friendly communications

17 Performing Stage Is a stage where the team is fully functional Transform the group into a team Develops a shared vision Strategically aware what it must do and what brings in success Adopts structures best suited for its purposes Work together th to accomplish objectives Group energy is very high Move towards permanent work team - maximum output

18 Performing Contd. It is through struggle and fluctuation a group reaches this stage Members become collaborative in nature Structured processes and procedures emerge to ensure discipline, allocate resources, resolve conflicts, give warranted feedback and to provide a larger picture of the organization Define and set high standards for evaluating team and individual performance Begin to diagnose and solve problems Celebrate the achievements

19 Performing FEELINGS High cohesion High comfort/security Mutuality feeling Feel for the team and willing to do anything that makes the team successful Enjoy at being a member Desire to assist other members Admire the outstanding skills of others Satisfaction with the group s progress

20 Performing BEHAVIOUR High degree of interdependence and flexibility Roles and responsibilities change; high degree of trust and task mastery Able to stand on its own feet; Experience a high degree of autonomy There is no leadership interference; participation becomes the focus Team members looks forward to each other for contribution Disagreements are solved through dialogue and team effort Performance of task given highest priority; All efforts are directed towards task completion Accomplishment of tasks through collaborative work Effective decision making Continuous development and use of group members skills Creative and effective problem solving Open, direct and task oriented communications

21 Stages and group effectiveness Can a group in stage II outperform another team in stage III or even IV? Will this stages be followed one after the other or go on simultaneously? Can it regress to previous stage?

22 Adjourning Bruce Tuckman added the fifth stage of adjourning in 1975 after 10 years of his original theory Break up of the group with concern for closure of activities Status: Task completed or purpose fulfilled and everyone wants to move on to new areas Mixed feelings: Sense of achievement, upbeat, sense of insecurity, threat, loss of friendship etc. Pride in what is achieved Joy in the relationships developed d

23 Forming Storming Norming Performing

24 Temporary groups: Alternative model Punctured - equilibrium model Temporary groups with deadlines go through transitions between inertia and activity Awareness of time and deadline transit group members to the state of inertia or activity

25 XLRI Jamshedpur School of Business & Human Resources