Question 3
Dear Sir,
Before I discuss the experiences and the issues concerning the group in which I am a member at present, let me first define what a group is.
A group according to(2002) is composed of two or more freely interacting individuals who share collective norms and goals and have a common identity. Groups are a natural and inevitable part of organization life, and provide the most common means of getting things done.
Now I will refer to Tuckman’s Stages of Group Development in order for me to discuss and analyze the stages of group development that my group has gone through. The stages of group development are as follows:
- Forming – During this stage of group development, the members get acquainted with each other. During this stage we established the ground rules by finding out what behaviors are acceptable regarding the job. The forming stage of our group development was very crucial. It was the stage where we need to eliminate fears, confusions and uncertainties. It was also the stage where every member must commit to the goals of the group.
- Storming – This stage is characterized by a high degree of conflict within the group. Members often resist the control of the group’s leaders, and they show hostility toward each other. The storming stage was also crucial. I consider it the ‘make or break’ point of our group development. During this stage issues regarding leadership and team relationships surfaced. If the group was unable to resolved those issues, then the group may be disbanded. Luckily, we were able to resolve the conflicts and were able to establish the group’s leadership. The group became cohesive.
- Norming – During this stage, the group becomes more cohesive, and identification as a member becomes greater. During this stage, the group members started to develop relationships. Shared feelings became common. During this stage each member felt a spirit of camaraderie and shared responsibility for the group’s activities. Our team building efforts focused on establishing team cohesion.
- Performing – During this stage, questions about group relationships and leadership have been resolved and the group is ready to work. Our group is now on the performing stage. Each member devotes his/herself to getting the job done. The group members have a good relationship and everyone is motivated to perform well. The team is concerned with productivity, efficiency and potentiality.
- Mourning – Groups may cease to exist because they have met their goals and are no longer needed.
Factors that affect Group Ability to Function
- Size – Our group is composed of 10 members. We maintain a small group because we believe that it is more advantageous to do so. Based on our experience, group size affects performance. A member of a large group may feel inhibited about participating in group activities. Not like in a small group wherein each member feels needed and everyone is given responsibility. Larger groups also tend to be more formal. We want to promote a working relationship that is less formal but professional. Having few members enables us to decide more promptly. There are also some researches that reveal that job satisfaction is lesser on larger groups. We want a small group wherein each member receives attention and greater opportunities to participate in group activities. We believe that having a small group provides each member to participate and reach his/her full ability and potential. The group is heterogeneous, the members have a wide range of views and opinions.
- Nature of the Task – The nature of the task affects the group’s ability to function. The task should contain the right amount of challenge that will excite and push the members to perform better.
- Resources and support – I believe that in order for our group to perform effectively, adequate resources must be provided.
- External Recognition – The members must feel that their work and efforts are important in achieving the goals of the organization to boost their morale, confidence and motivation.
- Group Composition – Our group is small but the members are diverse. Each member has a unique talent and ability. The diverse abilities and experiences of the members of our group offer an advantage for generating innovative solutions.
Enhancing and Improving Group Performance
- Diversify Membership – Groups function most effectively when composed of highly skilled individuals who can bring a variety of different skills and experiences to the task at hand.
- Keep the Group Small – Effective groups consist of the smallest number of people needed to do the work. Coordination is difficult when groups are too large, and overload is likely when groups are too small.
- Select Right Members – Members must be properly selected. there are individuals who prefer to work alone. Forcing loners into teams will cause problems in the long run. Group members must be selected based on their skills. It is essential for group members to have complementary skills.
- Effective Training – The members must be equipped with the technical skills that they need to complete the tasks.
- Clarify Goals – When the members have a well-defined mission, they are likely to pull in the same direction and attempt to reach the same goals. The goals must be articulated clearly.
- Use Appropriate Performance Measures – The group should develop its own measures of success that are suitable to its members. These measures should be based on processes rather than on outcomes.
- Promote Trust – Members must trust each other to support their mutual interests.
- Encourage Participation – The more group members participate in decision-making, the more likely they will feel committed to those decisions. All the group members must be involved in making decisions, for the group to be committed.
- Promote Team Spirit and Social Support – Members should lend interpersonal and task support to other members. The top management must also support the group.
- Foster Communication and Cooperation – Group members must communicate and cooperate with each other so they can coordinate their efforts toward the common goal.
- Reward Vital Contributions – Rewarding desired behavior will encourage that the desired behavior will be repeated in the future.
Credit:ivythesis.typepad.com
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