1.

Bruce Tuckman identified a five-stage development process that most teams follow to
become high performing entities. Define each stage of team formation and explain the
relevance of this model to project management.
Forming stage
The forming stage involves a period of orientation and getting acquainted. Uncertainty is high
during this stage, and people are looking for leadership and authority. A member who asserts
authority or is knowledgeable may be looked to take control. Team members are asking such
questions as “What does the team offer me?” “What is expected of me?” “Will I fit in?” Most
interactions are social as members get to know each other.

Storming stage
The storming stage is the most difficult and critical stage to pass through. It is a period marked
by conflict and competition as individual personalities emerge. Team performance may actually
decrease in this stage because energy is put into unproductive activities. Members may disagree
on team goals, and subgroups and cliques may form around strong personalities or areas of
agreement. To get through this stage, members must work to overcome obstacles, to accept
individual differences, and to work through conflicting ideas on team tasks and goals. Teams can
get bogged down in this stage. Failure to address conflicts may result in long-term problems.

Norming stage
If teams get through the storming stage, conflict is resolved and some degree of unity emerges.
In the norming stage, consensus develops around who the leader or leaders are, and individual
member’s roles. Interpersonal differences begin to be resolved, and a sense of cohesion and unity
emerges. Team performance increases during this stage as members learn to cooperate and begin
to focus on team goals. However, the harmony is precarious, and if disagreements re-emerge the
team can slide back into storming.

Performing stage
In the performing stage, consensus and cooperation have been well-established and the team is
mature, organized, and well-functioning. There is a clear and stable structure, and members are
committed to the team’s mission. Problems and conflicts still emerge, but they are dealt with
constructively. (We will discuss the role of conflict and conflict resolution in the next section).
The team is focused on problem solving and meeting team goals.
Adjourning stage
In the adjourning stage, most of the team’s goals have been accomplished. The emphasis is on
wrapping up final tasks and documenting the effort and results. As the work load is diminished,
individual members may be reassigned to other teams, and the team disbands. There may be
regret as the team ends, so a ceremonial acknowledgement of the work and success of the team
can be helpful. If the team is a standing committee with ongoing responsibility, members may be
replaced by new people and the team can go back to a forming or storming stage and repeat the
development process.
2.  Define two conflict resolution techniques outlined in your module lecture slides and
videos. Provide examples for your selection.

Collaborating
Collaboration requires that you speak to everyone involved in the conflict to confront the
problem directly and to try and solve it together. For collaboration to work, both sides must be
willing to address the issue at hand in a mature way so that you can understand each side of the
conflict. They must also be willing to share responsibility and work together to come to a
solution.
If it’s appropriate to the situation, collaboration can be one of the most effective conflict
resolution techniques since it can allow you to find a solution that both parties agree to and find
satisfactory. Then you won’t have to choose one side over the other. It can also strengthen the
relationship between the two parties and improve their ability to work together in the future.

example
There are many situations in which collaboration is a suitable way to resolve the conflict. If one
employee is introverted and non-confrontational and they have an issue with one of their
coworkers, getting them to discuss the issue together might be all that’s needed to solve it. The
solution may simply be a matter of communicating the problem.

For example, introverted employees may be having a tough time completing their tasks because
a coworker is unknowingly making their job harder. Unfortunately, the introverted employee
doesn’t want to say anything because they don’t like conflict. If your manager acts as a mediator
and confronts the situation head-on, the introverted employee may have more success explaining
the issue to their coworker. The coworker may even agree to change the way they complete their
tasks to help the introverted employee.
Accommodating
Accommodating is a technique used to resolve a conflict by basically smoothing over any issues
that are causing the conflict. It requires that you prioritize the employee’s concerns over your
own. Accommodating an employee can be useful if you need to buy time or provide a temporary
solution due to a deadline. It can also give you the time you need to assess the situation more
thoroughly. However, it’s critical that you only use this tactic in the right circumstances, or else
an employee can end up abusing your willingness to accommodate them.

example
Accommodation is the most appropriate option when one party knows that they’re in the wrong.
If one employee knows that the other is right or if the manager knows that they’re wrong and the
employee is correct, then accommodating the right party is the responsible thing to do, especially
if the conflict is potentially damaging. For example, if an unfortunate mistake made by a
coworker has caused an employee to miss their deadline.
3. Why is project communication important? Select two processes from this module and
provide a definition for each. 

Without a sufficient project communication plan, it’s impossible to keep all responsible parties
up-to-date on the changing status of the project. There’s a lack of transparency which eventually
leads to inefficient, counterproductive decisions that will hinder the aims of the project in
question. With effective communications in place, it’s easy to maintain transparency across all
parts of project management so that the best decisions are made, which will translate into
efficient project delivery.

1. Plan communication

To determine how relevant information is passed along to relevant staff and systems.
 A communications management tool that’ll serve as the center of your team’s knowledge
management
 A communications management chain or workflow that spells out clearly how the
information generated at each stage of the project is conveyed to where it’s needed.
 Project communications management staff that’ll be responsible for conveying
information at every stage

2. Manage communication

to work conveying insights from where they’re generated in the project management process to
where they’re processed and applied by responsible staff in the following process.
Apart from fulfilling the use, it’s created for, actually putting a project management
communication strategy to work helps reveal shortcomings in your project management strategy
that may hinder your project management needs so you can plug them right away.
REFERENCE
https://kissflow.com/project/communication-in-project-management/
https://o2employmentservices.com/5-conflict-resolution-techniques-for-a-positive-
environment
https://courses.lumenlearning.com/suny-principlesmanagement/chapter/reading-the-five-
stages-of-team-development/