Discussion
Working in a team can provide an advantage to an organisation as it can help in completion of multiple tasks in a united method. The successful manner in which a team can help built an organisation can be attributed with the collaboration of the team members. As stated by Mathieu et al. (2015) application of various models ad theories that help in understanding a group and team can help in understanding the manner in which groups members tend to work with one another. This particular essay provides an analysis of the application of Tuckman’s group model so that conflicts can be mitigated in a work place and proper decision can be made. The difference between work team and work groups are provided that help in highlighting the effectiveness of working as a group and the manner in which the support of the leaders changes. At the same time personal account of the application of Tuckman’s model along with other issues, have been provided.
In order to understand the manner in which groups can be developed, it is essential to apply theories that can help in gaining a proper insight. The application of Tuckman’s theory can help in a group development and ensure that a successful group is formed taking into consideration a systematic approach. According to Eubanks et al. (2016), collaboration between the team members can help in proper development of a group and lead to its success. In the case of the application of Tuckman’s model, the application and systematic formation of groups can help in building success for an organisation. However, Belbin (2014) countered the model stating that it lacked an in-depth analysis and application of the skills and capabilities that people possess while working as a team. The different stages of Tuckman’s group dynamics include forming, storming, norming, performing and adjourning. The application of the stages can help in the development and effective collaboration of a team along with its members.
The formation of a team at its initial stage requires indentifying and analysing the capabilities of the team members. As stated by Meslec and Cur?eu (2015) every stage of the Tuckman model is related to one another and it is essential that each stage collaborate with the previous one for an increased chance of success. The second stage, storming, usually occurs during the time of delegation of tasks. It has been seen that people with the same knowledge and expertise tend to continue working in similar tasks that lead to conflict. The third stage is the norming wherein people set aside the differences and ensure that the tasks are done in a proper manner. As stated by Ruch et al. (2018) the success of this particular stage set the tone for the performance of the team that determines its success or failure of working together. Finally, the team is adjourned as opportunities to other members are provided so that the leaders can expand its horizons.
Conclusion
I was part of a group that applied Tuckman’s group model as a way to develop the group. The application of this was done in an attempt to make the team a success in the organisation. During the formation, the team had recruited people from various cultures so that it can help in providing expertise. In my opinion, this was one of the main reasons for the storming within the team as lack of trust existed and the lack of matching of the mentality to perform caused hindrance. The norming stage helped in proving a fair idea about the tasks that need to be fulfilled and the manner in which it needs to be done. Unlike the application of successful application of the Tuckman’s model, this particular team, failed to impress at the project. The performance was weak and it led to the adjourning of the team members so that new people can be provided with an opportunity to stabilise the condition of the organisation.
Conflicts in a group are a common occurrence mainly due to the difference of opinion between every individual. According to Platt et al. (2015), conflict in a group usually occurs at the storming stage, as the difference of opinion among the people is clear at the particular stage. Conflict in a group usually occurs in two different ways. One is the interpersonal conflict in which people openly criticises one another in matters related to trust, cultural difference and the ability to adopt with a particular person. At the same time Porter, Stoller and Allen (2018) is of the opinion that intrapersonal conflict is a more psychological manner in which conflict is created between people. This mainly consists of avoiding maintaining personal relationships with the team members like going out for lunch and socialising. In my team, existence of such conflict among the team members led to the failure of success. In this regard, it can be said that the leaders ought to have taken mitigation techniques such as motivating the employees and engaging them in sports activities.
Mostert (2015) is of the opinion that group decision-making is an integral part of the formation and success of groups. Group decision-making provides opportunities for every team member to participate actively in discussions that may lead to its success. In this regard it can be said that the advantages of group decision making is that it helps in motivating every employee and provide them with an opportunity to collaborate with the leaders. At the same time, Muller (2018) is of the opinion that it is a slow process as the opinion of every team member need to be obtained. Hence, in order to ensure that the group decision making is implemented successfully, the team in which I was a part of provided deadlines within which every member need to submit their ideas.
As observed by Mathieu et al. (2014) work team and work groups can be differentiated based on leadership, ability to manage conflict and the decision making process undertaken. It has been seen that leadership is supportive in work team whereas in a work group it is less supportive. The leaders tend to take control of the employees and ensure that every decision undertaken by them plays an important role in its success. At the same time, in a work team the leaders provide opportunities to members to take their own decisions and implement it for success in the organisation. Hence, the ability to manage conflict in a work team is based on the active participation of the leaders. In a work group however, the team members solve conflicts. In the team in which I have been involved with, the applicaton of work group culture existed that led to the failure of collaboration of the team members and the leaders. This is mainly because the support from the leaders is required for the success of a team.
Conclusion
Hence, based on the analysis it can be said that working in a group or team may help in providing success for an organisation. It is essential that conflict or group decisions are managed based on the capabilities possessed by a team and at the same time ensure that appropriate models and strategies are developed to ensure team success. Tuckman’s group development theory can help in the successful implementation of opportunities within the employees and the leaders provide the required support for success. At the same time, it is essential that employees be involved in work team rather than a work group so that support of the leaders can be obtained.
Reference
Belbin, R. M. (2014). Method, reliability & validity, statistics & research: A comprehensive review of Belbin team roles. Belbin UK, 1-26.
Eubanks, D. L., Palanski, M., Olabisi, J., Joinson, A., & Dove, J. (2016). Team dynamics in virtual, partially distributed teams: Optimal role fulfillment. Computers in human behavior, 61, 556-568.
Mathieu, J. E., Tannenbaum, S. I., Donsbach, J. S., & Alliger, G. M. (2014). A review and integration of team composition models: Moving toward a dynamic and temporal framework. Journal of Management, 40(1), 130-160.
Mathieu, J. E., Tannenbaum, S. I., Kukenberger, M. R., Donsbach, J. S., & Alliger, G. M. (2015). Team role experience and orientation: A measure and tests of construct validity. Group & Organization Management, 40(1), 6-34.
Meslec, N., & Cur?eu, P. L. (2015). Are balanced groups better? Belbin roles in collaborative learning groups. Learning and Individual Differences, 39, 81-88.
Mostert, N. M. (2015). Belbin–the way forward for innovation teams. Innovation, 1.
Muller, G. (2018). Human Side: Team Work. Pearson
Platt, T., Ruch, W., Gander, F., & Hofmann, J. (2017). Team Roles: Their Relationships to Character Strengths and Job Satisfaction. Journal of Positive Psychology.
Porter, T. H., Stoller, J. K., & Allen, S. J. (2018). Team development among leaders. Leadership in Health Services, 31(2), 210-225.
Ruch, W., Gander, F., Platt, T., & Hofmann, J. (2018). Team roles: Their relationships to character strengths and job satisfaction. The Journal of Positive Psychology, 13(2), 190-199.
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