We all belong to groups, being in a group is part of everyday life.

A group is a community
consisting of one or more individuals who interact with each other in order to accomplish a
certain goal. The groups are created formally and informally within the organization at different
times and for different goals. Therefore, this paper is to define the term “group”, describing the
characteristics of a group and it will further describe the stages of group development.
Furthermore, the paper will state three characteristics of the group members during each stage of
group development and outline the importance of each stage to the group as a whole. For clarity,
the paper begins by defining key terms such as a group, and thereafter, discusses the main
purpose of the paper.

A group may be defined in various ways and each definition emphasises one or the other
important features of the group. Some of the important definitions are as follows:

A group is an organised system of two or more individuals who are interrelated so that the
system performs some functions, has a standard set of the role relationship among its members
and has a set of norms that regulate the function of the group and each of its members.” In this
definition group is structured and organised, the people in the group inter relate and interact with
each other, it has certain. According to the sociologist Williams (1989: 3) defined group as a
given aggregate of people playing inter-related roles and recognised by themselves or others as a
unit of interaction. Here it can be stated that a group is an aggregate of some people. The roles of
the group members are inter-related. Therefore, the group is considered as a unit.

Meanwhile, a sociologist, Paulus Paul (1989: 1) defined group in the following words, “A group
consists of two or more interacting persons who share common goals, have a stable relationship,
are somehow interdependent and perceive that they are in fact part of a group.” According to this
definition, we can say that individuals interact with each other, either directly or indirectly.
Besides this, the group members are interdependent in some manner, i.e., what happens to one
must affect what happens to the others. Not only this, their relationship must be relatively stable.
The members of the group involve to attain the goals and their interaction will be in a structured
form so that, each group member performs the same or more or less similar functions each time
they meet. Finally, it can be said that the individuals involved in a group must recognise that they
are part of a group.

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Suppose you belong to a group where you may observe some special features which you can
accept or not. It may be good or bad, it may be healthy or unhealthy, it may be favourable or
unfavourable, but some significant features exist there which you can say are the characteristic
features of the group. However, there are a number of characteristics of a group. These include
the following:

One of the characteristics of the group is a sense of we-feeling: There is a feeling of

belongingness among the members of the group. The members of the group help each other in
performing their duties. They work collectively against the harmful powers. They treat others as
outsiders. They always try to make the group self-sufficient.

Common interest is another characteristic of the group: Each and every member of the group has
a common interest. There is a similarity among the members which promotes unity. The group
includes those persons who are related to each other in such a way that they should be treated as
one. Hare (1962) states that in a group every members share common interest or goals. For
example, members of a marketing department constitute a group that is sustained by the mutual
interest of the members. The shared goal determines and identifies that all the members of the
group have common goals. Morever, the social values of the members of a family are common
and are traditionally respected and communicated to the succeeding generation. They are
expressed by the mutual behaviour of the members. Members of the social group are bound
together by common values.

Furthermore, relatedness to each other is another characteristic of the group: It is true that
members of the group are inter-related and this social relation is called group. There is a
reciprocal communication among the group members. Social relations are the fundamentals of
the group life. In addition, in any group there is interaction and interdependence among the
group members either physically or virtually to accomplish the group goal (Tuckman et al.,
1977). For example, co-workers may work side by side on related tasks in a work unit.

Control of group is another characteristic of the group: In each group there are some customs,
norms and procedures which are acceptable to everyone. In fact, without some norms, the
existence of group life is practically impossible. It can be said that the reasons behind the
similarity of behaviour in group life is that the actions of the members are controlled by the
group.

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Obligation is another characteristic of the group: In family situation, all the members have
complementary obligations to each other. Also, the relationships between the members of a
group are strengthened through their mutual obligation and heir common social values. However,
Tuckman (1965: 68) pointed out that not only mutual obligation, the members of the group
expect love, sympathy, co-operation etc. from other members of the group. If mutual expectation
is fulfilled, the group members are maintained in tact. A group can maintain its existence only if
the constituent members fulfill their responsibility by satisfying the desires among themselves.

Other characteristics of the group include; collective identity: Groups have collective identity,
not the sum of individual members. Perhaps, it is the awareness of each other that most clearly
differentiates a group from an aggregation of individuals. Groups are composed of people who
recognize each other as a member of their group and can distinguish these individuals from non-
members. Also groups have a defined structure which gives relationship that keeps group
members together the stable functioning as a unit. It clarifies roles, authority and responsibility
of each group members which is important to accomplish group goal (Hare, 1962).

On the other hand, most groups have predictable development. Therefore, Group development
can be defined as the maturation of a collection of individuals into an effective functioning group
(Wheelan, 2005). However, there are five consistent stages of group development: forming,
storming, norming, performing, and adjourning. Most groups progress through these stages. Each
stage builds on the previous stage and prepares the group for performing.

In the Forming stage, personal relations are characterized by dependence. Group members rely
on safe, patterned behavior and look to the group leader for guidance and direction. Group
members have a desire for acceptance by the group and a need to know that the group is safe.
They set about gathering impressions and data about the similarities and differences among them
and forming preferences for future subgrouping (Tuckman, 1965). Rules of behavior seem to be
to keep things simple and to avoid controversy. Serious topics and feelings are avoided.

According to Tuckman (1965: 63), each member of the group focuses on the leader, accepting
only the leader’s guidance and authority and maintaining a polite but distant relationship with the
others. During this stage the leader must be seen to be open with information and ready to
answer the many questions that will come her or his way; boundaries, strengths and weaknesses
will be tested, including those of the leader. There is likely to be some baggage regarding the

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way people have been treated in the past, which might result in some clinging to the old ways, if
their experience was positive, or suspicion and apathy if it left scars.

Storming is the second stage of group development. This is the hardest stage in the development
of any group or team, and undoubtedly your team will be at its least effective here. This stage is
marked by conflict and competition as personalities and working styles begin to evolve and the
members of the group are unfamiliar on how to communicate with each other. Groups may also
disagree on goals and subgroups or cliques may form (Johnson et al., 2003: 33). Many groups
often fail at this stage so it is important to reduce and address this conflict so that problems do
not occur later on.

Norming stage is the third stage of group development. In norming stage, interpersonal relations
are characterized by cohesion. Group members are engaged in active acknowledgment of all
members’ contributions, community building and maintenance, and solving of group issues.
Members are willing to change their preconceived ideas or opinions on the basis of facts
presented by other members, and they actively ask questions of one another. Leadership is
shared, and cliques dissolve. When members begin to know-and identify with-one another, the
level of trust in their personal relations contributes to the development of group cohesion.

Mills, Theodore (1967) aptly states that it is during this stage of development (assuming the
group gets this far) that people begin to experience a sense of group belonging and a feeling of
relief as a result of resolving interpersonal conflicts. The major task function of stage three is the
data flow between group members: They share feelings and ideas, solicit and give feedback to
one another, and explore actions related to the task. Creativity is high. If this stage of data flow
and cohesion is attained by the group members, their interactions are characterized by openness
and sharing of information on both a personal and task level. They feel good about being part of
an effective group. The major drawback of the norming stage is that members may begin to fear
the inevitable future breakup of the group; they may resist change of any sort.

Furthermore, in the Performing stage of team development, members feel satisfaction in the
team's progress. They share insights into personal and group process and are aware of their own
(and each other's) strengths and weaknesses. Members feel attached to the team as something
"greater than the sum of its parts" and feel satisfaction in the team's effectiveness. Members feel
confident in their individual abilities and those of their teammates. According to Abudi (2010),

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the performing stage is not reached by all groups. If group members are able to evolve to stage
four, their capacity, range, and depth of personal relations expand to true interdependence.

In this stage, people can work independently, in subgroups, or as a total unit with equal facility.
Their roles and authorities dynamically adjust to the changing needs of the group and
individuals. Stage four is marked by interdependence in personal relations and problem solving
in the realm of task functions. By now, the group should be most productive. Individual members
have become self-assuring, and the need for group approval is past. Members are both highly
task oriented and highly people oriented. There is unity: group identity is complete, group morale
is high, and group loyalty is intense. The task function becomes genuine problem solving,
leading toward optimal solutions and optimum group development (Tuckman, 1965: 391). There
is support for experimentation in solving problems and an emphasis on achievement. The overall
goal is productivity through problem solving and work.

The final stage is adjourning which involves the termination of task behaviors and
disengagement from relationships. A planned conclusion usually includes recognition for
participation and achievement and an opportunity for members to say personal goodbyes.
Concluding a group can create some apprehension - in effect, a minor crisis. The termination of
the group is a regressive movement from giving up control to giving up inclusion in the group.
The most effective interventions in this stage are those that facilitate task termination and the
disengagement process.

Tuckman et al. (1977: 422) stipulates that the ‘adjourning’ stage is about bringing a sense of
closure to a team whose project is completed. If the team successfully negotiated the first four
stages, there may be some bonding between members and a sense of loss at disbanding those
relationships. People will also be looking back to the beginning, noticing how far they have
come and measuring what their contribution has been to the whole. The way in which this is
handled can have a profound effect on the next team each member joins; if an organisation is
constantly forming and reforming teams as people move around the international executive
circuit or develop new initiatives, a collective cultural memory will come into being, influencing
existing team players and absorbed as if by osmosis by newcomers to the organisation.

However, the characteristics of the group members during each stage of group development
differ.

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In the forming stage (i.e. building trust), one of the characteristics of group members is that they
decides their own purpose, structure and leadership. Secondly, group members decide what types
of behaviour are acceptable. The membership is increased till the group is finally established.
Individuals are brought together for the first time and a communication pattern is developed.
Thirdly, the interdependence of group members is decided as per the structure and goals of the
group. They decide on plans of future action involving discussions on formulation of group goals
and evaluating the resources for achieving the goals (Wheelan, 2005).

In storming stage (i.e. manage conflict), group members’ behaviors may be less polite than
during forming stage with frustration or disagreement about goals, expectations, roles and
responsibilities. Secondly, group members may argue or become critical of the team’s original
mission or goals. Thirdly, group members splint into subgroups. Additionally, Tuckman et al.
(1977: 419) asserts that group members storm their views. They put forth their views forcibly
with strength, and this evidences interpersonal conflicts. Many problems are brought to the group
for discussion and solution. However, many conflicting views may be expressed. Authorities and
supervisors are frequently criticized for various reasons.

In norming stage (i.e. manage relationships and tasks), group members make a conscious effort
to resolve problems and achieve group harmony. Thus, they develop a close relationship and
demonstrate cohesiveness. Secondly, group members enjoy belonging to the group and develop
synergy. A strong sense of group identity and camaraderie is developed (Abudi, 2010). Increased
trust is observed. Thirdly, the group structure is solidified and interpersonal relationships are
developed with increased cohesiveness and sharing of ideas. It increases the positive behaviour
and strong feeling of development among members and more meaningful communication is
observed. Hence, conflicts are on the table.

In performing stage (i.e. exceeding expectations), group members feel attached to the group as
something “greater than the sum of its parts”. Secondly, group members share insights into
personal and group process and are aware of their own (and each other’s) strengths and
weaknesses. Thirdly, disagreements may occur but are resolved quickly and positively.
Therefore, cohesion, commitment, loyalty and trust are observed (Tuckman, 1965: 384).

Lastly, in adjourning stage (i.e. reflect, letting go and saying goodbye), group members may feel
a variety of concerns. Since, mutual friendship is lost, depression is observed and the group is

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wrapped up with activities. Such adjournment is undesirable for both individuals and the
organization (Paulus, 1989). Secondly, conflicting emotions (sadness, sense of loss, deep
satisfaction). Thirdly, disbandment of team, termination of roles, completion of tasks. Stressful
when unplanned.

Above all, each stage plays an important role to the group as a whole.

At adjourning stage it is important to achieve closure for the group on a positive note. Group
members may feel a sense of loss and their motivation may decline when the group's work
comes to an end. Some observers have even called this the mourning stage of group
development. It is, therefore, important to recognize the group members for their
accomplishments and celebrate the group's overall success. Members may also feel some
uncertainty or insecurity about the future. Team leaders and managers can alleviate these feelings
through appropriate plans for the transition.

In conclusion, a group is a collection of individuals. Group refers to two or more persons who
interact with one another. They share common goals and recognise themselves that they belong
to a group. Group members interact with each other, either directly or indirectly. Their
relationship is relatively stable. Their interaction should be structured in some manner so that
they perform the same and similar function when they meet. Generally group members help to
satisfy both psychological and social needs, such as giving attention and receiving attention.
Groups help persons to fulfill their need for security.

Abudi, G. (2010). The Five Stages of Team Development: A Case Study. Oxford:
WileyBlackwell.

Hare, A. P. (1962). Handbook of Small Group Research. New York: Macmillan Publishers.

Johnson, D. W. and Frank, P. J. (2003). Joining Together: Group Theory and Group Skills (8th
Ed). Boston: Allyn and Bacon.

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Mills, Theodore M. (1967). The Sociology of Small Groups. Englewood Cliffs, N.J.: Prentice-
Hall.

Paulus, Paul B. (1989). Psychology of Group Influence (2nd Ed.). Hillsdale, New Jersey:
Lawrence Erlbaum Associates, Inc., Publishers.

Tuckman, B. (1965). Developmental Sequence in Small Groups. Oxford: Basil Blackwell.

Tuckman, B., and Jensen, M. (1977). Stages of Small Group Development. Chicago: University
of Chicago Press.

Wheelan, S. A. (2005). Group Processes: A Developmental Perspective (2nd Ed.). Boston, MA:
Pearson Education.

Williams, F. (1989). What is a Group?. Chicago: University of Chicago Press.

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