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5 Stages of Group Development :

5 Stages of Group Development By, Raghu, Samatha .

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The model of group development was first proposed by Bruce Tuckman in 1965 , who maintained that these phases are all necessary and inevitable in order for the team to grow, to face up to challenges, to tackle problems, to find solutions, to plan work, and to deliver results . They can be categorized as follows – Stage 1: Forming Stage 2: Storming Stage 3: Norming Stage 4: Performing Stage 5: Adjourning Introduction

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In Forming stage , personal relations are characterized by dependence. Group members rely on safe, patterned behaviour and look to the group leader for guidance and direction. They set about gathering impressions and data about the similarities and differences among them and forming preferences for future sub grouping. Rules of behaviour seem to be to keep things simple and to avoid controversy. Serious topics and feelings are avoided. Stage 1

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In the next stage, called Storming , is characterized by competition and conflict in the personal relations dimension . Because of "fear of exposure" or "fear of failure," there will be an increased desire for structural clarification and commitment . Although conflicts may or may not surface as group issues, they do exist. Questions will arise about who is going to be responsible for what, what the rules are, what the reward system is, and what criteria for evaluation are. These reflect conflicts over leadership , structure, power, and authority. Stage 2

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In the Norming stage group members are engaged in active acknowledgment of all members’ contributions, community building and maintenance, and solving of group issues. Members are willing to change their preconceived ideas or opinions on the basis of facts presented by other members, and they actively ask questions of one another. Leadership is shared, and cliques dissolve. The major task function of stage three is the data flow between group members: They share feelings and ideas, solicit and give feedback to one another, and explore actions related to the task. Creativity is high. Stage 3

Stage 4:

Stage 4 The Performing stage is not reached by all groups. If group members are able to evolve to stage four , their capacity, range, and depth of personal relations expand to true interdependence. In this stage , people can work independently, in subgroups, or as a total unit with equal facility . Their roles and authorities dynamically adjust to the changing needs of the group and individuals. Stage four is marked by interdependence in personal relations and problem solving in the realm of task functions. By now, the group should be most productive. Individual members have become self-assuring, and the need for group approval is past. Members are both highly task oriented and highly people oriented. There is unity: group identity is complete, group morale is high , and group loyalty is intense. Stage 4

Stage 5:

Stage 5 The final stage, Adjourning , involves the termination of task behaviours and disengagement from relationships . A planned conclusion usually includes recognition for participation and achievement and an opportunity for members to say personal goodbyes. Concluding a group can create some apprehension - in effect, a minor crisis. The termination of the group is a regressive movement from giving up control to giving up inclusion in the group. The most effective interventions in this stage are those that facilitate task termination and the disengagement process . Stage 5

Group Decision Making:

Group Decision Making Strengths More complete information Increased diversity of views Higher quality of decisions (more accuracy) Increased acceptance of solutions Weaknesses More time consuming (slower) Increased pressure to conform Domination by one or a few members Ambiguous responsibility

Stage 5:

Stage 5