Teamwork

Teamwork is the combined effort and collaboration of a

group of individuals who work together towards a common
goal or objective. It involves the effective coordination of
people with diverse skills, knowledge, and abilities, who
contribute their strengths and expertise to achieve shared
tasks and responsibilities. Teamwork emphasizes
communication, cooperation, trust, and the shared pursuit
of a common purpose, leading to greater efficiency,
problem-solving, and success in various endeavors.
GROUP FORMING
What is a Group?
refers to the number of people or things that are located
close together or classed together.
A collection of individuals who came together and interact
with each other to achieve the objectives of the organization.
The foundation of an organization
According to Bruce Tuckman the group goes through 5 stages -
Forming, Storming, Norming, Performing, and Adjourning or
Mourning.
The stages start from the time the group first meets until the
project ends
 TYPES OF GROUP
PRIMARY GROUP
- is usually fairly small and is made up
of individuals who generally engage
face-to-face in long-term emotional
ways. This group serves emotional needs:
expressive functions rather than
pragmatic ones
- The primary group is usually made up
of significant others, those individuals
who have the most impact on our
socialization
- The best example of a primary group is
the family
SECONDARY GROUP
- are often larger and impersonal. They
may also be task-focused and time-
limited
- These groups serve an instrumental
function rather than an expressive one,
meaning that their role is more goal- or
task-oriented than emotional
- A classroom or office can be an example
of a secondary group.
Tuckman's stages, also known as Tuckman's group
development model, are a framework that describes the
typical stages of development that teams go through as they
form, grow, and mature. The model was introduced by
psychologist Bruce Tuckman in 1965 and later expanded with
the addition of a fifth stage. The five stages of Tuckman's
model are as follows:
FORMING
STORMING
NORMING
PERFORMING
AJOURNING/MOURNING
Forming
In the forming stage, team members come together and get to know
each other. They are often polite and cautious, as they are trying to
understand their roles and establish ground rules. There may be some
uncertainty and anxiety during this stage.
At this stage the group learns about the opportunities and
challenges

Example: A group of coworkers from different departments is assigned to

a project team. During the forming stage, they are getting to know each
other, and there's a sense of polite and cautious behavior. People are
trying to understand the team's goals and what's expected of them
Storming
The storming stage is characterized by conflicts and disagreements
within the team as members start to assert themselves, their
opinions, and their ideas. This stage can be challenging as team
members jockey for position and express their differences.
The group starts to sort itself out and gain each other's trust.

Example: As the project progresses, differences in work styles and

opinions start to emerge. Some team members may feel that the
project should be managed in one way, while others have different
ideas. This can lead to disagreements, conflicts, and power struggles
as the team figures out how to work together effectively.
Norming
During the norming stage, the team starts to develop a sense of
cohesion and unity. They begin to establish norms, values, and a
shared understanding of how they will work together. Conflict
diminishes, and members work more collaboratively.
All team members take the responsibility and want to work for the
success.

Example: The team members have recognized their differences and have
worked through many of their conflicts. They begin to establish norms,
values, and ways of working that allow for more cooperation and
collaboration. They may create a team charter, set ground rules, and
find their groove in terms of roles and responsibilities.
Performing
the performing stage is marked by a high level of productivity and
effectiveness. Team members have resolved their differences, and
they work together smoothly and efficiently to achieve the team's
goals. This is the stage where the team is most productive.
The team members are now competent.

Example: With the team dynamics settled, the group can now focus on
achieving its goals and objectives. There is a high level of
cooperation, and each member understands their role in contributing
to the team's success. They are working efficiently and effectively,
and the project is making progress.
Adjourning (or Mourning)
in some variations of Tuckman's model, there is an additional stage
called "adjourning." This stage occurs when the team's task is
completed, and the team members prepare to disband. It can involve a
sense of loss and the need to acknowledge the team's achievements.

Example: This stage is not always reached, but it's relevant for
temporary groups that have a specific purpose, like project teams. Once
the project is completed, the team is disbanded, and members move on to
other tasks or projects. This stage involves acknowledging the team's
achievements, celebrating successes, and possibly dealing with the
emotional aspect of parting ways.
 Tuckman's model is a helpful tool for understanding
the dynamics of group development, and it is widely
used in the field of team management and
organizational psychology. It provides insights into
how teams evolve and change over time and highlights
the challenges and opportunities that arise during each
stage. Understanding these stages can help team
leaders and members navigate the group development
process more effectively.
CHARACTERISTICS
OF EFFECTIVE
TEAMS
1. There is a clear unity of purpose

There was free discussion of the

objectives until members could commit
themselves to them; the objectives are
meaningful to each group member.
2. The group is self-conscious about its own operations

The group has taken time to explicitly discuss group

process -- how the group will function to achieve its
objectives. The group has a clear, explicit, and mutually
agreed-upon approach: mechanics, norms, expectations,
rules, etc. Frequently, it will stop to examined how well
it is doing or what may be interfering with its operation.
Whatever the problem may be, it gets open discussion and
a solution found.
3. The group has set clear and demanding
performance goals for itself and has
translated these performance goals into well-
defined concrete milestones against which it
measures itself. The group defines and achieves
a continuous series of "small wins" along the
way to larger goals.
4. The atmosphere tends to be informal,
comfortable, relaxed

There are no obvious tensions, a working

atmosphere in which people are involved
and interested.

5. There is a lot of discussion in which virtually

everyone participates, but it remains pertinent to
the purpose of the group.

If discussion gets off track, someone will bring it

back in short order. The members listen to each
other. Every idea is given a hearing. People are not
afraid of being foolish by putting forth a creative
thought even if it seems extreme.
6. people are free in expressing
their feelings as well as their
ideas.
7. there is disagreement and this is viewed as good.

Disagreements are not suppressed or overridden by

premature group action. The reasons are carefully
examined, and the group seeks to resolve them rather
than dominate the dissenter. Dissenters are not trying to
dominate the group; they have a genuine difference of
opinion. If there are basic disagreements that cannot be
resolved, the group figures out a way to live with them
without letting them block its efforts.
8. Most decisions are made at a point where there is
general agreement.

However, those who disagree with the general

agreement of the group do not keep their opposition
private and let an apparent consensus mask their
disagreement. The group does not accept a simple
majority as a proper basis for action.
9. Each individual carries his or her own weight,
meeting or exceeding the expectations of other
group members.

Each individual is respectful of the mechanics of the group:

arriving on time, coming to meetings prepared, completing
agreed upon tasks on time, etc. When action is taken, clears
assignments are made (who-what-when) and willingly
accepted and completed by each group member.
10. Criticism is frequent, frank and relatively
comfortable.

The criticism has a constructive flavor --

oriented toward removing an obstacle that
faces the group.
11. The leadership of the group shifts
from time to time.

The issue is not who controls, but how to

get the job done.
12. CLARITY OF PURPOSE
The purpose of the team must be clearly
defined in concrete and measurable
objectives. Effective teams know how their
work contributes toward an organizational
goal. The team leader reminds members of
how each team member makes business
success possible.
13. Good Communication
Open and accurate communication both between
the team members and between the team and the
larger organization is critical to keep members
informed, motivated and focused. Part of the
communication process involves establishing
roles, making plans, and following standard
business protocols and procedures.
14. Positive Role for Conflict
We will look at the role of positive
and negative conflict in more detail
later in this module, but generally
effective teams use conflict to
improve decision-making and problem
solving processes.
15. Accountability and Commitment
Each member of the team understands his role on the team
and takes responsibility for his actions. Team members take
proactive measures to ensure that they can complete tasks,
and they alert management when a problem arises. Members
of effective teams not only know the team‘s purpose but
are committed to achieving it and demonstrate the behavior
needed to meet the goals. Team members have the authority
to do what they need to do without being checked every step
along the way. Finally, members must be incentivized and
rewarded on both an individual and team basis.
16. SHARED LEADERSHIP
Effective team members are willing to assume
leadership roles when appropriate. Shared
leadership reinforces a sense of shared
responsibility and increases morale and team
performance.
17. Positive Group Dynamics
Interpersonal relationships in effective
teams are built on trust, respect,
honesty, and acceptance. Conflict will
still occur, but a positive group dynamic
will focus the conflict productively.
problem solving
Problem solving is the process of identifying, analyzing, and
resolving challenges or obstacles to reach a desired goal or
outcome. It involves a systematic approach of evaluating the
current situation, generating potential solutions, and
selecting the most appropriate solution to address the issue at
hand. Problem solving often requires critical thinking,
creativity, decision-making, and the application of various
problem-solving techniques to find effective solutions. It is a
fundamental skill in many aspects of life, from personal daily
challenges to complex issues in business, science, and various
fields.
problem solving
1. Innovation and Progress: Problem solving drives innovation and
progress. When individuals or teams tackle challenges, they
often find creative and novel solutions that can lead to
improvements and advancements.
2. Conflict Resolution: In teamwork, problems and conflicts are
inevitable. Effective problem solving helps resolve conflicts,
maintain harmony, and prevent issues from escalating.
3. Achieving Goals: Problem solving is essential for achieving goals.
It helps identify obstacles and develop strategies to overcome
them, ensuring that objectives are met.
problem solving
4. Decision Making: In everyday life and business, decision-making is a
fundamental aspect of problem solving. Decisions based on a
structured problem-solving approach are more likely to be sound
and informed.

5. Critical Thinking: Problem solving fosters critical thinking skills,

enabling individuals to analyze situations, gather information, and
make reasoned judgments.

6. Adaptability: In a rapidly changing world, adaptability is key.

Effective problem solvers are better equipped to adapt to new
challenges and unexpected situations.
problem solving
7. Learning and Growth: Engaging in problem solving provides valuable
learning experiences. It allows individuals and teams to learn from mistakes
and successes, fostering personal and professional growth.
8. Resource Management: Efficient problem solving helps optimize the use of
resources, whether it's time, money, or manpower, leading to more efficient
and cost-effective solutions.
9. Stress Reduction: Resolving problems reduces stress and anxiety, both in
teamwork and personal life, as it provides a sense of control and
accomplishment.
10. Teamwork: As mentioned earlier, in a team setting, problem solving
promotes collaboration, strengthens bonds among team members, and
ensures that diverse perspectives are considered when addressing challenges.
Steps in problem solving
1. Identify the problem
2. open communication
3. brainstorm solutions
4. evaluate solutions
5. choose a solution
6. assign responsibilities
7. implement the solution
8. monitor progress
9. reflect and learn
Decision making…
Making decisions involves deciding what to do, getting information, and
weighing your options. This process is known as decision making.
By arranging pertinent data and outlining options, a methodical approach
to decision-making can assist you in reaching more careful, thinking
conclusions. Using this method makes it more likely that you will select
the option that will bring you the greatest satisfaction.
Just as people are different, so are their styles of decision making. Each
person is a result of all of the decisions made in their life to date.
Recognizing this, here are some tips to enhance your decision making
batting average.
types of decision makers
There are two main types of decision makers. Some
people use a systematic, rational approach. Others
are more intuitive. They go with their emotions or a
gut feeling about the right approach. They may
have highly creative ways to address the problem,
but cannot explain why they have chosen this
approach.

Tips on decision making

1. Do not make decisions that are not yours to make.
2. When making a decision, we are simply choosing from among alternatives. A choice
cannot be made between right and wrong.
3. Avoid snap decisions. Move fast on the reversible ones and slowly on the non-
reversible.
4. Choosing the right alternative at the wrong time is not any better than choosing the
wrong alternative at the righ time. It is better to make decisions while there is still
time.
5. Always write down the pros and cons of a line of action. It clarifies the way we think
and make a better decision.
6. Let go of percfection, get the facts, avoid procrastination, and use yout intuition.
Using a step-by-step decision-making process can help make
more deliberate, thoughtful decisions by organizing relevant
information and defining alternatives. This approach increases
the chances that you will choose the most satisfying
alternative possible.
1. Identify the decision
2. gather relevant information
3. Identify alternatives
4. weigh theebidence
5. choose among alternatives
6. take action
7. review decision and its consequences
The model demonstrates the
relationship among related concepts
such as professional judgment,
decision making, problem solving,
creativity, and critical thinking. Sound
clinical judgment requires critical or
reflective thinking. Critical thinking is
the concept that interweaves and links
the others. An individual, through the
application of critical-thinking skills,
engages in problem solving and
decision making in an environment that
can promote or inhibit these skills.
https://www.umassd.edu/fycm/decision-
making/process/#:~:text=Decision%20making%20is%20the%20process,information%2C%20and
%20assessing%20alternative%20resolutions.
https://ventureteambuilding.co.uk/forming-storming-norming-performing/

https://www.risely.me/problem-solving-and-decision-making-10-techniques/
https://www.teamwork.com/blog/the-5-stages-of-team-development-what-you-need-to-
know/#:~:text=Storming%3A%20At%20this%20stage%2C%20team,sure%20projects%20stay%
20on%20track.
https://ns4business.com.br/tuckmans-stages-of-group-development/