Tuckman's Interaction Theory

To explain team development and people’s interaction, several theories and models have been suggested.
Tuckman (1996) suggests five stages of evolution of team members as follows:
i. Forming
This is a set up or first stage where members behave formally and have confusion. This stage is usually short. The leader is required for purposes of advice since other members’ roles and responsibilities are less clear. ii. Storming
This is a conflict stage where members face internal struggles and not consider them as a part of team. iii. Norming
This is a cohesion stage where a mutual support and friendship develops between members and they start considering each other’s view points as well. iv. Performing
This is an effectiveness stage where team
However, not all theorists seemed to agree with him.

Belbin’s team role theory proposes that team performance is largely dependent on and optimal if the personality related team roles are fulfilled (Utley, 2010). He mentioned a set of 9 team roles that are relevant to leadership having peculiar strengths and acceptable weaknesses (Borkowski, 2009).

In contrast to Belbin’s team roles, Woodcock’s 9 building blocks theory focus on diagnosing team work issues explaining the reasons for friction within team members. He suggests that teams formed by people who get on well with each other are improved and perform better (Jones, 2010).
While forming an effective team, it is important for it to possess certain characteristics that helps the team to function more productively and efficiently (Lighter, 2010).
There are many things that can be done by staff at different levels to make develop and promote effective team working at St-Patrick’s Home. Some include;
• Defining appropriate roles for the project helps the team to perform allocated tasks to their best. This also avoids conflicts and disputes due to interference. The team performs effectively while performing individual roles
Team members can indulge in brainstorming sessions for understating the plan the group tasks that needs to be done. Team members can share their knowledge with each other and should personally interact with each other
• They should also interact frequently with the top management to understand what is happening in the Nursing Home and how things can be improved by their contribution

Every individual in the team should perform properly and the team members should encourage each other to perform better than each other. All these activities can be undertaken to develop and promote effective team working at St-Patrick Nursing Home.

A performance appraisal is the systematic evaluation of the individual with regards to his or her performance on the job and his potential for development. The Performance Appraisal process involves the following steps;
i. Establish the Standards of Performance – These are the golden rules that will govern the assessment and so they are set