Forming a group of people come together to accomplish

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Forming : A group of people come together to accomplish a shared purpose. Their initial success will depend on their familiarity with each other's work style, their experience on prior teams, and the clarity of their assigned mission. 2 Storming : Disagreement about mission, vision, and ways to approach the problem or assignment are constant at this stage. Team members are still getting to know, and learning to work with, each other. Storming : Disagreement about mission, vision, and ways to approach the problem or assignment are constant at this stage. Team members are still getting to know, and learning to work with, each other.
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8-10 The Five-Stage Model of Team Development 3 Norming : The members have consciously or unconsciously agreed to abide by certain group norms and they are becoming functional at working together. Norming : The members have consciously or unconsciously agreed to abide by certain group norms and they are becoming functional at working together. 4 Performing : Relationships, team processes, and the team’s effectiveness in working on its objectives are synching to bring about a successfully functioning team. This is the stage at which the real work of the team is progressing. Performing : Relationships, team processes, and the team’s effectiveness in working on its objectives are synching to bring about a successfully functioning team. This is the stage at which the real work of the team is progressing. 5 Adjourning : For temporary groups: breaking up Adjourning : For temporary groups: breaking up
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Team Development Teams go through all five stages at the same time! Teams can get ”stuck” in Storming and Norming stages. If teams get stuck, they never reach a high, team-based Performance stage. 8-11
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8-12 Why Do People Join Groups or Teams? Security Status Self-esteem Affiliation Power Goal achievement
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8-13 Properties of Groups & Teams Roles Norms Status Size Cohesiveness Interdependenc e
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8-14 Property 1: Roles The set of expected behavior patterns that are attributed to occupying a given position in a social unit Role Identity – role’s associated attitudes and behaviors Role Perception – our view of how we’re supposed to act in a given situation Role Expectations – how others believe you should act in a given situation Role Ambiguity - uncertainty about tasks in the role Role Conflict – conflict experienced when multiple roles are incompatible
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