Research Topics: Stages Of Group Development

Sample A Group is a collection of two more people who work with one another regularly to achieve common goals Essay

Organizations and Behavior               Sims (2002) defines group as two or more freely interacting individuals who share collective norms and goals and have a common identity (p. 167). A group is a collection of two or more people who work with one another regularly to achieve common goals (Cuddy, 2003). Formal Groups are groups that organizations establish to facilitate the achievement of organizational goals. They are intentionally designed to channel individual effort in an appropriate direction. Formal groups typically wear such labels as work group, team, committee, quality circle or task force (Sims 2002, p. 168). A work group is composed of individuals who are interdependent because of the tasks they perform as members of a group (Alerter 1977 and Hickman 1987 cited in Dickson and Gusto, 1996). A task force is a temporary group that meet to achieve particular goals or to solve particular problems, such as suggesting productivity improvements (Sims 2002, p. 168). A committee is usually a permanent group that handles recurrent assignments outside the usual work structures (Sims 2002, p.168). A Team is a group that is specifically designed to require the integrated and highly coordinated activities of several people (Olmstead 2002, p. 47). Informal groups emerge in response to the common interests of organizational members (Sims 2002, p. 168).   Reasons for Group Formation 1. Opportunity for Interaction – when people are able to interact with one another, they are able to recognize that they might have common goals that they can achieve through dependence on each other (Sims 2002, p.170). 2. Potential for goal accomplishment – physical goals or intellectual goals are often accomplished more efficiently by the careful division of labor among groups (Sims 2002, p. 170). 3. Members’ Personal Characteristics – when organizations staff formal working groups, they often assign people with different but complementary skills, attitudes, or personalities to the group (Sims 2002, p. 171). Stages of Group Development/ Group Formation Process 1. Forming – is the stage when the members get to know each other. This is also the stage of group development when ground rules are being established by finding out what behaviors are acceptable regarding the job and interpersonal relations (Sims 2002). 2. Storming – this stage is characterized by a high degree of conflict within the group. Members often refuse to accept the control of the group’s leaders, and they show opposition toward each other (Sims 2002). 3. Forming – during this stage, the group becomes more cohesive, and identification as a member becomes greater. Close relationships develop, and shared feelings become common (Sims 2002). 4. Performing – this stage is characterized by the group’s readiness to work as issues regarding the group relationships and leadership are already resolved (Sims 2002). 5. Adjourning – groups may cease to exist because they have met their goals and no longer are needed (Sims 2002). Characteristics of an Effective Group 1. All members are skilled in the technical requirements of their respective jobs and in the interpersonal and group functions required to serve as effective group members. 2. All members like the group and are loyal to the other members, including the supervisor. 3. The members of the group are highly motivated to meet group performance standards and to accomplish both group and organizational objectives. 4. Members of the group have developed well-established relationships among themselves. 5. Problem-solving and decision-making activities of the group occur in an atmosphere that is stable, informal, comfortable, and relaxed. There are no obvious tensions; it is a working atmosphere in which people are interested and personally involved.     Issues             According to Olmstead (2002), group development involves the inculcation of new objectives, new concepts, new ways of doing things, and new relationships. For many members to accept new goals, to master new techniques, and to develop new relationships takes time (p. 121). Below are some of the issues that must be addressed in order to have an effective group. 1. Group Size Group size has detachable effects on group performance. In larger groups, the potential impact and contribution of each individual are somewhat diminished, but the total resources of the group are increased. Administering a larger group also creates unique problems for managers (Sims 2002). 2. Group Composition Groups composed of highly similar individuals who hold common beliefs and have much the same abilities are likely to view a task from a single perspective. Such solidarity can be productive, but it may also mean that members will lack a critical ingredient for unraveling certain kinds of problems. Diversified groups tend to do better on many problem-solving tasks than do homogenous groups of highly similar individuals. The diverse abilities and experiences of the members of a heterogeneous group offer an advantage for generating innovative solutions. Attention must be paid to the relevance of the members’ attributes and the mix of these attributes within the group (Sims 2002).     3. Group Member Roles Every member of a group has a differentiated set of activities to perform. The set of expected behaviors relating to an individual’s position within a group is called a role. The process of how individuals receive information about their role and adjust their behavior accordingly begins with the standards that are held by evaluators, such as managers, supervisors, peers, and direct report. Differing signals from evaluating groups and individuals result in role conflict. On occasion, the messages that evaluators send are not clear, or they give incomplete information, which leads to role ambiguity. Poor communication and other obstacles may interfere with the role episode process (Sims 2002).             Although role conflict and role ambiguity seem to be undesirable, there are some indications that in modest amounts and under the right conditions, they may actually have positive effects. In fact, a work setting that is totally devoid of conflict and ambiguity can be dull and uninspiring. Thus, in order to avoid stagnation and encourage innovation, managers should perhaps seek to create a productive level of conflict and ambiguity (Sims 2002).  4. Norms Norms are standards shared by the membership of a group. They have certain characteristics that are important to group members. First, norms are formed only with respect to things that have significance for the group. Second, norms are accepted in various degrees by group members. Third, norms may apply to every group member or to only some group members (Sims 2002). Ways of Improving Teamwork 1. Diversify Team Membership Teams function most effectively when composed of highly skilled individuals who can bring a variety of different skills and experiences to the task at hand (Campion and Higgins, 1995). 2. Keep Teams small Effective teams consist of the smallest number of people needed to do the work. Coordination is difficult when teams are too large, and overload is likely when teams are too small. Generally, 10 to 12 members are ideal (1993). 3. Select the right team members Some individuals enjoy working in teams, and others prefer to work alone. Thus problems can be eliminated by not forcing loners into teams. Similarly, it is important to select team members based on their skills. Because the success of teams demands the members work together closely on many tasks, it is essential for them to have complementary skills (Sims 2002). 5. Clarify goals When team members have a well-defined mission, they are likely to pull in the same direction and attempt to reach the same goals. Therefore, team goals must be articulated clearly (Sims 2002).         6. Use appropriate performance measures Teams work best when they develop their own measures of success. Furthermore, these measures should be based on processes rather than on outcomes (Sims 2002). 7. Promote trust For teams to operate successfully, members must trust each other to support for the welfare of the team and all its members (Sims 2002). 8. Encourage participation The more team members participate in making decision, the more likely they are to feel committed to those decisions. Thus, for teams to be committed to their work, all team members must be involved (Sims 2002).   Memo             In line with our commitment to improve our services and create a more favorable working environment, continuing developments in computer networking and electronic communication and information technology must be pursued. Technological advancements can improve team performance.  Technological innovations allow a more effective and efficient information sharing and decision-making. Technology can help to overcome great distances in making communications possible between our customers and us. It can also help focus interaction and decision making on facts and objective information rather than emotional considerations. Upgrading our Customer Services IT System, Internal E-mail System and Automated Customer Service Scheduling System will enhance the organization’s efficiency and productivity. It will also promote collaboration between individuals and teams that will result in a more informed decision-making and better team and individual functioning. The ability to communicate more accurate information with regard to the overall business process will enable the organization to more effectively operate both internally and externally. Effective use of technology will help us attain and maintain competitive advantage. Upgrading our technological system will result in a more comprehensive and efficient assistance for customers. Utilization of technologies can improve team functioning. Technology will allow team members to communicate and share information even if they are not in the same place at the same time. Technology can also help the management to communicate more effectively with employees and team members. Effective communication between team members can also generate trust and team cohesiveness. It also promotes flexible working. However, technology can also hinder team functioning if not properly used. In order for the team to function effectively, it is important that the teams update and maintain their knowledge of technology. Credit:ivythesis.typepad.com

Sample A Group is a collection of two more people who work with one another regularly to achieve common goals Essay

Organizations and Behavior Sims (2002) defines group as two or more freely interacting individuals who share collective nor...