Methodology 1 . Framework: Brief description of the theoretical models I used to gather data ND analyze the results. 1. FORMING: This is the stage for the development of the team, the time was marked by a certain number of people assembled to form a team for a goal, any goal. At this stage, the team members are introduced and become familiar with each other. People talk to each other about the mission and goals of the plan to set up (the product will do what, to learn, search for information, etc. ) and to look for consensus.
In the determination of spontaneous (ii, the freedom team activities) is essential to the operation of the views and personal goals to the maximum military and of course there is a close spatial appropriate. Phase formation including emotional and behavioral follows: – Excitement, hope and optimism. – Proud to be selected for project implementation – Alignment with the caveats. – Doubt and anxiety about job – Defines the task and how to complete that task. – Identify appropriate behavior in teams. – Decide what information to collect. 2. STORMING Transition from the “As” (As-l’s) to “Be” (To-Be) is called turbulent stage (storming phase).
This is the stage that any newly formed team to have to go through: face the internal conflict in the teams. All members have their own ideas about the development process and how the collective work, but the personal views often somewhat aggressive. Period “Turbulent” is probably a difficult period and most complex exercise. The group generally recognized that the task ahead is really difficult and different from what they previously imagined. Impatient so do not see any progress, members will debate the need for collective action accordingly.
They try to rely on personal experience and expertise, and refused to cooperate with most of the other members of the group. Turbulent period including motional and behavioral follows: – Refusal of the task. – Opposition to approach the task by the other members suggested. Changes in the clear view of the team’s chances of success. – Discussion among members, even when they agree and agree on a certain number of issues. There are trends defense, competition and choice faction. – Suspected insight and understanding of the plan may select and appoint the members of the teams. – Setting unrealistic goals. Lack of unity, and not envy the growing tension. The pressure will cause the team members had no energy to focus on the implementation of the set objectives. However, members also began to understand each other better. The team wants to operate successfully dare to face this conflict: recognition of its presence and manage, solve it to move to a new stage. Many groups try to skip this stage in order to avoid competition and conflict. However, storming is a necessary part of a group’s development. Without it, a group may not resolve issues related to member roles, leadership responsibilities, and the group’s goal.
Conflict is also necessary to establish a climate in which members understand the value of disagreeing with one another. 3. MORNING Stable phase starts when there is collective agreement during the transition to “Be” (To-Be). Can resolve the inevitable conflict when joining a team, members will enter a phase formed on the basis of norms of trust and increase cooperation among its members stick. The outbreak of the conflict and resolve the conflict in the turbulent period of the team has set the stage for the individual self and express their understanding of others.
They recognize the value of collaborative work model and felt safe environment to work in teams. The dialogue, debate and aims to open up more work, proceed to he self-conscious individual about his role in the team (instead of just the leaders). Thereby, the team members to strengthen relationships with each other and the system established rules and common standards in the way the organization, methods and workflow. At this point, everyone is eager to share the key issues that they discovered.
The enthusiasm and enthusiasm is always at a high level, and the team was attracted to how to go beyond the limits of the initial development process. In this phase, the team members will know the tune harmonize competition, loyalty and sense of responsibility. They accept collective, common ground rules, accepting the role, his position in the team, and personal acceptance of the other members. The emotional conflicts based on relationships by reducing competition before the relationship turned into collaborators. Phase stability, including standard forms of emotional and behavioral follows: – Ability to give constructive criticism. Acceptance as a team member. – Try to achieve harmony in the team avoid conflicts. – User-friendly, mutual confidence, sharing personal stories. – It feels binding, mix, and have common goals with team. Establish and maintain the basic rules as well as the boundaries of teams. When the team members to remove mutual differences, they will spend a lot more time and effort to accomplish common goals. 4. PERFORMING This phase is time tested effective team work. It inherits the fruits while solving the backlog left by the previous stage. No team have also reached this stage of development.
To succeed, the team must learn how to manage together and work as team chemistry right from the start-up. The team will settle into an organized system, operating on the basis of effective exchange ideas freely ND frankly. Members work enthusiasm, initiative and positive for the team’s overall success. It was in this new team spirit and reveal the deepest clarity. The members work together smoothly, they know what to do, others expect her to be like, specific, accurate and highly consistent. What I personally do not seem to, in each of which is a different spirit, team spirit, they are the perfect piece and harmony to a masterpiece.
Successful operation phase includes the following feelings and behaviors: – The member firm grip on the process of personal development, team. The members understand the strengths and weaknesses of each. – Self constructive changes – The ability to confront and solve the problem. – There is inextricably linked with teams. Now, the team has really become a close alliance and effective. You will have more time to chat with people when your team reaches this stage because then you start having the ability to complete a lot of work with ease.
But do not stop there, all are developing and changing so after a period of successful operation, the team will appear new conflicts, new waves. Now, if I look at the wind and eaves to accept it and solve it to form a new benchmark, the team will continue to operate successfully, but in a new step, a new higher level. However, if the team did not dare to look straight at the truth, do not dare to change while maintaining the old norms, the old habits will lead to failure . 5. ADJOURNING After achieving a goal or completing an assigned task, a group may have no reason to continue. So, members will leave and close their group. . Brief explanation of how i gather/generate the data First and most important that I have to read Group development theories of Tuscan in ” Working in Groups” book, beside that, I combine it with the listening and understanding the explanation from my teacher and my classmate’s presentation . I collected information on the internet , , I also analyses and appreciate to select necessary information, avoid overlap and make sure every data clearly. C. Analysis 1. Forming My groups has 5 members, we are Tune Ann., Huh, Sang, Train and The© Ann.. We started work together about 1 month ago in subject called working in group.
We come from 5 different cities, 5 different personalities, 5 different hobbies. In the iris working together, we spend a lot of time to talk, chat, and make the rules for group… And we have many different of thinking: Excitement, hope and optimism, proud to be selected for project implementation, proud to be selected for project implementation, alignment with the caveats, doubt and anxiety about job, defines the task and how to complete that task, Identify appropriate behavior in teams, decide what information to collect. We talk about our goals, objectives, etc.
Sang become a leader of my group because he the most responsibility, studies hard, always prepare members however sometime he so reticent. And we think how can we work together because we are so different… 2. Storming After forming stage, we named our group is M. O. B with slogan “we are your parents”, 4 men in group are “father” and Train – only girl of my group is “mooted’. Everyone can see 5 member in my group have never conflict since M. O. B was established. M. O. B is a special group, in which , members happy, harmony and have a magical connection between “pa”, “ma” in group, so we never conflict. Our M. O.
B skipped this stage for our group. 3. Morning Rules are made based on friendliness, open-minded and frankly and I think hat is necessary to maintain stability and working attitude of each members in group. In this time, responsibility of leader is very important and Sang do it very well, he is equilibrium of M. O. B. We established and maintain the basic rules based on friendship as a family, so it is very difficult to be broken. 4. Performing In this time my group reaches the performing stage, all member assume appropriate roles and work productively. We work enthusiasm, initiative and positive for the team’s overall success.
