“It is one of the theories we have used to inform our STAR team performance model. Used extensively and verified by research, the team stages model recognizes the fact that groups do not start off fully formed and functioning but evolve through phases.”
There are five sequential stages of Tuckman model which is forming stage, storming stage, norming stage, performing stage and adjourning stage. In Levi Strauss & Co. case, they only recognize until the fourth stage.
In forming stage of group development, initially team member between team members will begin to identify the boundaries of both interpersonal and task behavior. At this stage, consideration is given to hierarchical structure of the group, pattern of leadership, individual roles and responsibilities and codes of conduct. There is likely team members attempt to create an impression to test each other and establish their personal identity within the group. It is priority for team member to know each other well in order to work together cohesively but Levi Strauss & Co. never has a proper group development because they never apply forming stage for their group member and straight group the employee together as a team for complete the given task. So conflict and un-satisfaction occur between fast performers and slow performers who caused decline in their wages after Levi Strauss & Co. implemented group system instead of piece-rate system.
In storming stage, people begin to see themselves as part of a team and they will put forward their views more openly and forcefully. However, group development becomes high emotion and tension among group members. Disagreement will be expressed and challenges offered on the... [continues]
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