Podcast
Questions and Answers
What characterizes a Completer-finisher in a team setting?
What characterizes a Completer-finisher in a team setting?
A Specialist is known for a wide range of skills and knowledge in various areas.
A Specialist is known for a wide range of skills and knowledge in various areas.
False
What is the primary role of a Co-ordinator in a team?
What is the primary role of a Co-ordinator in a team?
To focus on the team's objectives and delegate work appropriately.
The ___________ is a team role that is highly creative and unconventional.
The ___________ is a team role that is highly creative and unconventional.
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Match the following team roles with their descriptions:
Match the following team roles with their descriptions:
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Which of the following roles might be described as overly critical and slow to make decisions?
Which of the following roles might be described as overly critical and slow to make decisions?
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A Teamworker may avoid confrontation and be indecisive under pressure.
A Teamworker may avoid confrontation and be indecisive under pressure.
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Name one potential drawback of having a Resource Investigator in a team.
Name one potential drawback of having a Resource Investigator in a team.
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Which of the following best describes the performing stage in Tuckman's model?
Which of the following best describes the performing stage in Tuckman's model?
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The Implementor role is characterized by being dynamic and thrives under pressure.
The Implementor role is characterized by being dynamic and thrives under pressure.
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What is the primary focus of the 'People focused' roles in Belbin's team roles?
What is the primary focus of the 'People focused' roles in Belbin's team roles?
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The _____ role in Belbin's team roles is known for being driven and courageous, helping to keep the team moving.
The _____ role in Belbin's team roles is known for being driven and courageous, helping to keep the team moving.
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Match the following team roles with their characteristics:
Match the following team roles with their characteristics:
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What is a key characteristic of a high-performing team according to the performing stage?
What is a key characteristic of a high-performing team according to the performing stage?
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In the performing stage, group cohesion is less important than individual performance.
In the performing stage, group cohesion is less important than individual performance.
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During the performing stage, what type of support do team members provide each other?
During the performing stage, what type of support do team members provide each other?
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What is the first stage of Tuckman's stages of team development?
What is the first stage of Tuckman's stages of team development?
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In the 'Storming' stage, team members commonly show signs of unity and agreement.
In the 'Storming' stage, team members commonly show signs of unity and agreement.
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What are the two key characteristics of the 'Norming' stage in team development?
What are the two key characteristics of the 'Norming' stage in team development?
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In Tuckman's model, the stage following 'Storming' is called _____
In Tuckman's model, the stage following 'Storming' is called _____
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Which of the following behaviors are expected during the 'Forming' stage?
Which of the following behaviors are expected during the 'Forming' stage?
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The 'Adjourning' stage is considered one of Tuckman's initial stages of team development.
The 'Adjourning' stage is considered one of Tuckman's initial stages of team development.
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Identify a challenge that can occur during the 'Storming' stage.
Identify a challenge that can occur during the 'Storming' stage.
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Belbin's team roles help to identify individual _____ within a team.
Belbin's team roles help to identify individual _____ within a team.
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What primarily drives the development of team cohesion during the 'Norming' stage?
What primarily drives the development of team cohesion during the 'Norming' stage?
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Match the Tuckman stages with their key descriptions:
Match the Tuckman stages with their key descriptions:
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Study Notes
Tuckman's Stages of Team Development
- Tuckman (1968) identified four stages of team development: Forming, Storming, Norming, and Performing.
- A fifth stage, Adjourning, is sometimes added.
Forming
- Members exhibit "dependent" behaviors, seeking guidance and direction
- Discovery and conformity to acceptable actions by members of the group are observable.
- Politeness, hesitation and initial adjustment characterize this phase.
- Group norms and organizational structures are tested
- Attempts to establish rapport.
- Sometimes includes hostility, silence, and resistance.
- Exploring task parameters and how to complete assigned tasks.
- Informal discussions with colleagues and information exchange related to institutional contexts and team behavior.
- Emergence of leadership and orientation is common.
Storming
- Conflict, hostility, and division are common.
- Individuality expressed and group structure met with resistance
- Conflicts over moving forward into the unknown.
- Regression to earlier stages of dependence.
- Defensiveness, jealousy and competition also emerge.
- Psychological withdrawal and friction among members is evident
- Confrontations, disagreements and rule-breaking are common issues.
- Structural breakdowns are possible with conflicting factions, anarchy, and clashes.
- Some members become more active and more defensive while other members are more passive
- Safety is often sought via defined structure and roles.
- Power struggles are apparent with competing candidates for central figure positions.
Norming
- Members accept the group and embrace fellow members idiosyncrasies.
- There's a strong desire to maintain and develop a group.
- Boundaries, common goals, and harmony are established.
- Conflict amongst members is avoided with respect to the rules and procedures of the group.
- Open communication and "patching-up" of differences is common.
- Group values, self-revelation and feedback are prominent.
- A climate of permissiveness, emotional support, cohesiveness and cooperation characterizes this phase.
- Re-organization and repair are focused upon.
- Smooth interpersonal relations and a mutual support system emerge.
- Goal-oriented leadership characteristics begin to arise.
- Members feel comfortable communicating with each other openly and honestly.
- Emotional complexities do exist, but they now fuel productive discussions.
Performing
- Roles within the group are established.
- Members function together as a problem-solving entity and as a cohesive whole.
- Minimal emotional interference is observed..
- Mutual task participation with little conflict is evident.
- Analysis, understanding and insight are important components of productive interaction.
- Social components help rather than hinder shared tasks.
- Cohesive mechanisms for resolving problems effectively are in place.
- Strong, but adaptable group norms are prevalent.
- Mutually respectful evaluative support, efficient collaborations and consensual validation are commonplace.
- Accepting the group's structure and roles.
Belbin Team Roles
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Action-focused roles: Shaper, Implementer, Completer-finisher
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Thought-focused roles: Plant, Monitor-Evaluator, Specialist
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People-focused roles: Teamworker, Coordinator, Resource Investigator
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Shaper: Driven, focused, dynamic, thrives under pressure, often challenging and provocative
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Implementer: Practical, reliable, good at planning and implementing plans efficiently. May be inflexible
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Completer-finisher: Detail-oriented, ensuring high quality and standards, perfectionist, tends to worry
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Plant: Highly creative, imaginative, free-thinking solution innovator. May be preoccupied
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Monitor-Evaluator: Logical, impartial, strategic, slow to decisions. May lack drive
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Specialist: In-depth knowledge and skills in a particular area, often single-minded, dedicated and driven. May offer too much detail.
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Teamworker: Facilitates cohesion, versatile, cooperative and perceptive. Avoids confrontations
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Coordinator: Focuses on team objectives, delegates effectively, mature, confident and goal-oriented. May manipulate or over-delegate.
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Resource Investigator: Inquisitive, outgoing and enthusiastic. Brings new ideas, promotes networks, and may forget follow-through.
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