Team Management Blog 7

Content 1 Tuckman's five stages of development (Tuckman 1965).


Video 1 Tuckman's five stages of development (Tuckman 1965).


According to Professor Tuckman, there are five stages of small group development forming, storming, norming, performing, and adjourning (Tuckman, 1965; Tuckman & Jensen, 1977). "Forming" refers to the joining period to an organization or task when members familiarize themselves to the task and to Team Members. Moreover, after the novelty of the group has worn-off, the group moves to the second stage, otherwise known as "storming." This stage is characterized by conflict and polarization. Therefore, there may be competition among members and disagreement regarding procedures and formalities. And during the next stage, "Norming," members overcome resistance and become more cohesive, as "we are feeling" is developed (Maples, 1988). Therefore, Team Members work effectively with each other as new roles are adopted. In addition to that (Armbruster and Moran 2015) stated, in Norming stage all team members take the responsibility and have the ambition to work for the success of the team's goals. However, author argued that members may be so focused on preventing conflict that they are reluctant to share controversial ideas. Furthermore, on this stage employees know how top management wants them to respond to any situation, employees believe that the expected response is the proper one, and employees know that they will be rewarded for demonstrating the organization's values. Therefore, HR has a vital role in SHRM when maintaining a strong organizational culture, starting with recruiting, and selecting applicants who will share the organization's beliefs and thrive in that culture. HR also develops orientation, training and performance management programs that outline and reinforce the organization's core values and ensures that appropriate rewards and recognition go to employees who truly embody the organization. In the meantime, Stakeholder theory stated that organizations must find a balance among different stakeholders with differing interests (Connolly et al. 1980). Henceforth, theories of entrepreneurship and organizational learning should direct the attention to the friction between two types of conflicting goals, exploration of new opportunities and exploitation of existing strengths (March 1991; Rothaermel & Deeds, 2004; Schumpeter 1934). Therefore, SHRM professionals must aware that maintaining a such culture will not only benefit the Team Management, but also shall make an impact on organizations ownership theory, Stakeholders theory and Partners theory.

Then in the fourth stage, "Performing" stage, members focus on performance and productivity as "group energy is directed into tasks" (Tuckman, 1965). In the fifth and final stage, "Adjourning," members separate, possibly due to task completion. However, SHRM Teams can transform such talents by providing alternative options such as transfer the team member to another task or location within the same organization and by doing that organization can minimize one of the major issues in contemporary people management in Global context, which is ‘’Retention of talented Team Members’’ (Staff Turnover).



Therefore, the reputation of the organization and financial stability is an important requirement when standing on the contemporary business world. In addition, with organizational awards and rankings, HRM and SHRM practice a major role with organizations core values, implementations, and the results or in Team Members words, the hard work of HRM and SHRM team members available to internal and external views respecting the privacy of team members through a marketing approach for the awareness public, which can be an extensive element of exploring the best leadership qualities and the Team Management, said (Society of Human Resource Management 2019). Furthermore, following link describes the elements of an ‘International Awards’ theory in HRM and SHRM theory <https://www.shrm.org/about-shrm/Pages/default.aspx>.

According to Society of Human Resource Management article following are the importing topics of SHRM in Organizational Culture (SHRM n.d).

  • The importance of having a strong organizational strategy in line with cultural affairs.
  • SHRM's role in fostering a high-performance strategy.
  • Definitions of organizational culture in SHRM perspective.
  • Factors of SHRM that shape an organization's business strategy.
  • SHRM considerations in recruitment and managing organizations culture.
  • SHRM practices to ensure the sustainability and success of an organization's business values.
  • Communications, metrics, legal, technology and global issues applicable to organizational growth and development which ultimately benefit the culture and the community.

Content: Adopted from a (Human Resource Management, 2020).



List of References

Armbruster, S & Moran, JW 2015, ''4 stages of group development''.

Burns, G 1995, ‘’Secrets of team facilitation’’, Training & Development, 49(6), 46-52.

Fritz, S., Boren, A., & Egger, V 2005, ‘’Diamond in the Rough’’, Case study of team development across disciplines, distances, and institutions. Journal of Extension. 43(5) Article 5FEA4. <http://www.joe.org/joe/2005october/a4.php >.

Human Resource Management 2020. ''SHRM Best Practices Checklist.

Maples, MF 1988, ''Group development'' Extending Tuckman's theory, Journal for Specialists in Group Work, 13 (1), 17-23.

Society of HRM n.d, ‘’Understanding and Developing the Organizational Culture’’, < https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/understandinganddevelopingorganizationalculture.aspx>.

Tuckman, B 1965, ''Developmental Sequence in Small Groups. Psychological Bulletin, 63(6), 384-399.

Tuckman, B & Jensen, M 1977, ‘’Stages of Small Group Development Revisited’’. Group and Organizational Studies, 2(4), 419-427. 

 



Comments

  1. Mihiran WijayawardenaDecember 4, 2020 at 4:49 AM

    A high-performance culture has behaviors and norms that lead your organization to achieve superior results by setting clear business goals, defining employees’ responsibilities, creating a trusting environment, and encouraging employees to continuously grow and reinvent themselves. High-performance cultures are supportive, positive, and proactive. They engage employees daily. Also, companies with high-performance cultures lead their industry and recruit top talent. E.g. Google (Amit Verma, 2018).

    ReplyDelete
    Replies
    1. Romesh SeneviratneDecember 5, 2020 at 5:11 AM

      Thank you Mihiran for your response to my blog. A team is not a group of people who work together. A team is a group of people who trust each other (European Leadership 2020).

      Delete

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