Group Development Essay

First, here is a summary of the development stages of a police squad. In the conditioning stage, group members go down togetherand form initial impressions. They socialize in order to get to know each other(a) and bond with other team members. In the storming stage, team members experience hostility and infighting over tasks and how the team works. In the norming stage, team members inauguration to come together and realize what needs to be accomplished. In the performing stage, team members are well-organized and well-functioningand guard a positive balance. In the adjourning stage, team members come through closure when the project is accomplished.At the end of the bbl study the team is still in the storming phase of team development. The team has not to the full come together. There is still some infighting with Mike and the presence of cliques is developing, for example, the situation in the cafeteria. Overall, I think in that respect is tension within the team.Christ ines attractionship abilities could benefit by having experience of the stages of group development. Aside from the precise first meeting Mike was not present at any subsequent meetings. He miss out on the forming stage of team development. During this stage Mike could take on talked with the team astir(predicate) his outside distractions, job and girlfriend, that may prevent him from fully participating at the meetings, and on the project. If Christine had some knowledge of team development she would have recognized this lapse in the forming stage and could have been able to address this burn with Mike before it became a bigger problem.Christine, as the team leader, could have pulled Mike aside and talked to him about the importance of attending the meetings. She could have spoke with him after the cafeteria incident to reassure him that he was not be excluded, but that all the team members being there was truly a coincidence. Also, she could have told Mike her printing a bout how she felt he had a lot to offer the team, the value of his contributions and how it would help with the success of the team. secernate II Problem IdentificationThe autochthonic problem that appears in this case is Christines lack of knowledge in team development and as a team leader. The fosterary problem is Mikes un testamentingness to contribute to the team.Since Christine did not have knowledge of team development or experience she was unproductive as the team leader. She could have organized the team better by assigning tasks, scheduling meetings in advance, and possible scheduling a team construction event to solidify the forming stage of development.Mike was the second problem to overall team success. Although Mike had issues outside of the team he should have talked to the team at the beginning and asked for assistance and support. After the incident in the cafeteria Mike simply walked a right smart. He should have stayed for a few minutes and discussed the situat ion with the other members. I dont fell Mike did his part to interact with the team to enhance the forming stage of development. After the first meeting he immediately pile himself as an outsider.Christine as a leader must understand the each group of individuals is going to have its own personality, both individually and collectively. When you understand the needs of each member, and the dynamic that each unrivalled brings to the group, so and only then, are you able to develop a strategy to utilize team development to achieve the groups ultimate goal.The goal is to complete a quality project on time. If Christines knowledge of team synergy, social facilitation, and overall team effectiveness would have server her well in her role as project leader. Lastly, Christie needs to learn how to assign tasks based on the strengths, and weaknesses of each team member. Other members of the team each had something to offer, including Mike. He was classified as a clown. Clowns tend to be ve ry spontaneous in their thinking this is a possible source of new and innovative ideas. This should have been communicated to Mike as well as the rest of the team.PART III Retrospective EvaluationIn order for Christine to solve her primary problem two things need to occur. First, Christine should take a class in organization behavior. Understanding the team development process, as well as, team effectiveness, and teams in an organization will definitely help Christine. She will be able to understand, and identify positive and negative aspects of her project team and would have been able to use steps to correct any deficiencies.The second aspect was Christines lack of effectiveness and her inability to comprise Mike into the team. After the first meeting which Mike attended, the problems started. Mike did not make meeting, and was submitting hand create verbally notes. Christine should have structured a meeting that Mike could attend, or scheduled a team building social event. in addition, she could have started reviewing his notes with the other team members at the meetings since he was not there to do it himself. This would at least have given the other team members the knowledge that Mike was making an drift on his part of the project.PART IV ReflectionIn my opinion Christine was presented with a challenge that was way above her level of experience. Her lack of knowledge in team development, and as a team leader was evident in the project team. The team did not make it past the storming phase, and therefore never fully developed into an efficient team. She failed to integrate one individual into the team. This caused friction within the team and left one section of the project incomplete with one week remaining until the deadline. Overall, I do not weigh Christine was an effective group leader.REFERENCES1. Schermerhorn, J.R. Jr.,Osborn, R.N., Uhl-Bien, M., & Hunt, J.E., Organizational Behavior 12th Edition (2012), John Wiley & Sons, Danvers, MA.