TUCKMAN MODEL

Tuckman Model of Group Developmental Stages



Tuckman Model of Group Developmental Stages

Introduction

The team, which I am part of in my current job, is work-team. Work-Team is an ongoing group of workers who share a common mission who collectively manage their own affairs within predetermined boundaries. In this paper, I have to fill a survey questionnaire based on the Tuckman Model of group stages, and then have to describe the stage my work team lies within. By answering the questions, we have gotten the following scores:

Forming Stage: 27

Storming Stage: 26

Norming Stage: 30

Performing Stage: 34

Description and Analysis

According to the model, if your score is 32 or more, it is a strong indicator that your team lies in that stage. As the survey, I attempted gave high score of 34 in the performing stage, it is a strong indication that my work team is in the performing stage.

This stage is characterized by high productivity and performance, has achieved the functional integration of the main roles of the deferential behavior and has a task-oriented problem solving. The group effort is used to fulfill the objectives of the group. The member contributions are valuable and assume appropriate roles that facilitate problem solving (White, 2009).

The group at this stage is at the highest level in developing the skills necessary for their work, and is competent, experienced, motivated and confident. They do not need any direction and support. Responsibility is delegated to the members of the group. The delegation of responsibility provides them the opportunity to modify their performance according to their own understanding. They set challenging but achievable targets and take pride and fulfillment as a motivator. The leader must not abdicate; keeping communication channels open, corduroy provide relevant trade information regarding tasks and results. Regular reinforcement for unexpected results is appropriate.

The performance stage indicates a high level of maturity of the group; their behavior is focused on results. The most pressing need is self-mastery with emphasis on task and achievement. Solutions emerge from the group, and the roles have been established as very functional. The leadership style at this stage allows the group to solve their problems and promotes the interdependence of the roles necessary for the group to function as a team. The leader engages in limited and regular interactions with the group's main goal that is productivity through hard work and problem solving. The structure at this point is fully functional and is accepted by the group. The energy of the members is no longer directed to know and understand, but to perform the task at hand (Rickards, 2000).

Having reached this stage, the team begins to identify with relative ease and solve problems. During this period, the following happens

1.Team members change their behavior in a positive way;

2.Intermediate results can be achieved earlier than expected;

3.Staff is trained and supports each other.

Not all groups that reach this stage, characterized by a state of independence and flexibility. Everyone should be able to work together and trusts each other to allow ...