Personal & Team Effectiveness Individual Assessment

Topics: Group development, Cancer staging, Team building Pages: 5 (1748 words) Published: April 15, 2013
Bruce W. Tuckman is an educational psychologist from Princeton University. In 1960’s, he proposed Tuckman’s Stages of Team Development.  It is widely known as a basis for effective team building. It is describes four stages of useful development: forming, storming, norming and performing. In the 1970’s, Tuckman and other authors have added adjourning as the fifth stage. Tuckman's model explains that as the team's growth, ability and building the relationship. However, this is the most frequently cited if compared to the other models of group development that have been proposed. Every team has to go through these stages so that their work can do smoothly, completely and perfectly. (Alan Chapman, 2009) Stage 1: Forming

In this first stage, the main concern is the initial formation of a group. It was occurs when the individual first meet each other. It involves individual is introduced themselves to all the team member and exchange contact number or email address. Individual try hard to be established by each other and prevent argument. They are busying with the schedule, such as the organizational structure of the team, who is responsible for what, when to meet and the location of meeting. Besides that, team member are also know well about their duty and the other team member in the assessment. On the other hand, the team leader tends to need to be directive and very clear about the team goal. Team leader is ensuring that all of the members are involved in ensure the team member’s responsibilities and duty. The forming stage is important because individuals can get to know one another, exchange some personal information, and make new friends. They are likely to be affect by the expectations and this stage is transferring individual to become a team. This is also a good opportunity to see how respond to pressure. (Laurie J. Mullins, 2010)

I get stuck at this stage because mutual trust is low and I am not clear on what I supposed to do. So I have relied on leader (Sia Chang Cheng) for instruction and orientation. He suggested all group members gathered in study area at Segi University for the second meeting. At the end of this stage, I’m clear about the assessment overall duty, the goal of the mission, a rough project schedule, the resources at my disposal and each member's project responsibilities. In addition, I know the leader must be directive and find a way to build trust between group members.

Stage 2: Storming
In this stage, intension, emotionality and uncomfortable is high among the group member. A decision was not come easily within the group. Team members are contending for acceptance of their own ideas. They frequently have distinct ideas, opinion, and suggestion when doing the assessment. So, they begin to challenge each other in an effort to start addressing issues. Individual began to see themselves as part of the team, feel more confidence in their position within the group and open up to each other and face each other's ideas. During this stage, team leader can be more easily and can be good at promote the team. Team leader also need to train some team members in order they can to be more dogmatic. Team members also can learn how to be more valid listeners. Therefore, individual will resolve their differences so they will be able to participate with one another more comfortably. This stage is necessary to the growth of the team because team member will find out the conflict between each other, listening to each other, and moving forwards. May be the other team may dismiss because they support their own ideas and without tolerance and patience. (James G. Hunt, 2005) There have minor arguments between Sim Mun-Yee and me, but we pass it rather quickly because the team leader's guide us to move on. As a team, we learned a way that can solve the problems together as a team and the integration into responsibilities and duty on the team. Furthermore, Xiaou Min and Chen Yee remain completely silent...

References: 1. David A. Buchanan, Andrzej A. Huczynski, 1985, 2010, Organizational Behavior, 7th Edition, Pearson Education Limited, England (Pg 317-320)
2. John R. Schermerhorn, Jr., James G. Hunt, Richard N. Osborn, 2005, Organizational Behavior, 9th Edition, John Wiley & Sons, Inc., United States of America (Pg 198-200)
3. Mattin John, 2005, Organizational Behavior & Management, Thomson Learning, London (Pg 233)
4. Laurie J. Mullins, 2010, Management & Organizational Behavior, 9th Edition, Pearson Education Limited, England (Pg 317-319)
5. John W. Slocum, Jr., Don Hellriegel, 2007, Fundamentals of Organizational Behavior, Thomson South-Western, USA (Pg 221-224)
6. Lorenzo Orlando Caum (15th March 2011), Four Stages of Group Development by Bruce W. Tuckman, [Online] Available from [Accessed on 12th March 2013]
7. Stages of Team Development, [Online] Available from,articleId-8904.html [Accessed on 12th March 2013]
8. Tuckman’s Model of Team Development, [Online] Available from [Accessed on 12th March 2013]
9. Alan Chapman (2009), Tuckman Forming Storming Norming Performing model, [Online] Available from [Accessed on 12th March 2013]
10. Gina Abudi (15th July 2009), The Five Stages of Team Develoment, [Online] Available from [Accessed on 12th March 2013]
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