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Stages of Tuckman’s Model
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Stages of Tuckman’s Model
Prompt 1
In the process of a university project on sustainable development, our team passed
through all the stages described by Tuckman. First of all, in the forming stage, we defined the
goals and roles for the project and clarified uncertainties while getting to know each other.
Moving further, we were caught by Storming when disagreements started on project directions
and individual contributions. This phase required discussions and compromises to push us into
the Norming stage of efficient communication and workflow norms. At the Performing stage, we
worked cohesively, bringing all people's strengths into line to hit project milestones effectively.
Each stage played a crucial part in the development of my team; we grew to trust and collaborate
(Rojas, 2021). These stages are typically followed one after the other by teams because they all
have different objectives in team building. It is unlikely that a team has skipped stages—an
invitation from the Forming stage to the Performing stage—without considering crucial activities
like resolving conflicts and establishing norms. Every stage presents different issues that
generally arise whenever people come together to work for a common cause. Indeed, each stage
uniquely contributes to the cohesion and effectiveness of a team, though teams may go through
these stages at varied speeds.
Prompt 2
Team size has an impact on team functioning, which then affects productivity. For
instance, a software development team with three members needed help working out the
workload distribution and the burnout and inability to meet deadlines associated with this
problem. In contrast, the marketing team, composed of twenty members, needed help in
communication and timely decision-making, reducing campaign effectiveness.
It is possible to achieve team goals only through skills and abilities. This is in
consideration of the fact that the loss of expertise in digital marketing strategies in a marketing
team can lead to poor execution of the campaigns, which reduces market reach and the
possibility of growth in sales. Personality differences can act as a barrier to teamwork. During a
project team process, there were several conflicts between strong and introverted personalities,
which delayed progress, lowered team morale, and caused conflicts over setting priorities in
projects and communication failures (Chard, 2023). Different backgrounds and perspectives
stimulate creativity and complex problem-solving. Thus, a research team dominated by any one
cultural background would not be able to assimilate the different points of view quickly, limiting
innovative approaches and deep analysis. These factors must be effectively addressed to enhance
teams' success and ultimately achieve organizational success.
References
Chard,5J.5W. (2023). Exploring group work in ESL classroom using Tuckman’s
model.5International Journal of Advanced Research in Education and
Society.5https://doi.org/10.55057/ijares.2023.5.3.25
Rojas,5R.5R. (2021). Enhancing organizational Workgroups: A relational view of Tuckman’s
team development model.5Organizational Cultures: An International Journal,521(2),
103–116. https://doi.org/10.18848/2327-8013/cgp/v21i02/103-116