...Inquiry as a Team Development Intervention: A Controlled Experiment Gervase R. Bushe Ph.D. Graeme Coetzer MBA Faculty of Business Administration Simon Fraser University Burnaby, BC, Canada V5A 1S6 (604) 291-4104 FAX: (604) 291-4920 email: bushe@sfu.ca An edited version of this paper was published in the Journal of Applied Behavioral Science, 1995, 31:1, 13-30 Gervase R. Bushe (Ph.D. Case Western Reserve) is Associate Professor, Organization Development in the Faculty of Business Administration, Simon Fraser University, Burnaby, BC, Canada, V5A 1S6. Graeme Coetzer (MBA Simon Fraser University) is a doctoral student in organization development in the Faculty of Business Administration, Simon Fraser University. Appreciative Inquiry as a Team Development Intervention: A Controlled Experiment ABSTRACT In a controlled laboratory experiment the effects of a team development intervention based on the theory of appreciative inquiry was compared with task oriented team development and lectures on group processes, outcomes and performance. 96 undergraduate students in two semesters of an introductory organization behaviour course participated in 4 person teams and had 13 weeks to complete a task worth 25% of each member's final grade. One third of teams received an appreciative inquiry intervention, another third received a task oriented team development intervention and the final third received a lecture on group dynamics (placebo)...
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...Introduction: Individual Reflection on Team Experience Today in many industries and organizations group/team work is a tool for effective achievement of organizational goals. Understanding the way groups develop and how they impact organizational success is important to the effective use of groups in organizations. One of the most common models to describe how groups develop was described by Tuckman. Tuckman studied group development as it was seen in group therapy. This was then extrapolated to involve the development of all groups and teams that exist in areas such as those seen in organizations. In 1966, Tucker proposed that group development progressed through four identifiable stages which were named forming, storming, norming and performing. The Tuckman model for the stages of group development is one of the most cited models in the business world. Over the years there were other studies that also agreed that groups go through stages and they had identified that there appeared to be an “ending” stage as well. In 1977 Tuckman with Jensen reviewed who the stages of group development had evolved over the years since his first proposal of the stages of group development and in response to other studies they added a final stage of group development which the called adjourning (Tuckman & Jensen, 1977). The adjourning stage will not be reviewed in this paper since there was no real adjourning stage with this group. Another model for group development is the punctuated equilibrium...
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...A Review of Tuckman’s Small Group Development Model Introduction Over the past two decades, it seems that teamwork has become increasingly important and more companies have formed different teams and groups for various purposes (Samson & Daft, 2012). Teamwork often means more innovative ideas and greater diversity of experience, perspectives, and knowledge on the coming problems at work (Gummer, 1996). Another significant benefit of teamwork is that teams are often capable to manage significant cross-disciplinary concerns (Gummer, 1996). Although it is proved that good teams can be highly productive, not every team is successful (Samson & Daft, 2012). Forming a team can be time consuming and there are many problems related to teamwork, for...
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...September 19, 2010 Part I: Group Development Bruce Tuckman developed a four stage model of group development in 1975 he added a fifth stage. The first stage is forming and that is the “getting to know each other” phase. This stage is basic orientation (Schermerhorn, Hunt and Osborn 2010) and the group members identify with other group members. This stage also defines the task and how to approach it. The second stage is storming, “dealing with tensions and defining group tasks “(Schermerhorn, Hunt and Osborn 2010)”. Within this stage group members attempt to organize the task and chaos way occurs. Questions may arise about who is going to be responsible for what, what the rules are, and what the reward system is. The third stage is norming and that is “building relationships and working together “(Schermerhorn, Hunt and Osborn 2010)”. This is the stage where the group members agree on how the group operates and share a sense of group belonging. The fourth stage is performing and that is when the group is “maturing in relationships and task performance” (Schermerhorn, Hunt and Osborn 2010). This is when the group becomes affective in meetings the groups’ objectives. The group is able to handle disagreements and complex problems in a mature manner. The fifth stage is adjourning, “disbanding and celebrating accomplishments “(Schermerhorn, Hunt and Osborn 2010)”. This final stage is the process of termination of the group, which includes recognition for...
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...diverse team to head it up. Incorporating diversity within the team will encourage creativity and innovation into the formation of the processes and solutions that result in the outcome of the project. Each team member will be able to change and grow by drawing from the different experiences, backgrounds and skills from each individual. The team needs to have a process in place to communicate and collaborate openly and listen to all member’s views, ideas and goals. Diverse work teams will almost always have a level of conflict within them. Respecting each other’s different views and experiences and recognizing that they have been brought together because of a common goal can result in a more effective resolution process.” Regardless of the composition of the group, differences can be leveraged to achieve superior performance.” (Robbins & Judge, 2012 p.58). Part 1: Group Development The Woodson Foundation and Washington D.C. public schools are teaming together to form a new after school program to improve their student outcomes within the community. The NCPIE (National Coalition for Parental involvement in Education) is also going to have a role in this program to represent the parents on behalf of the PTA. (Robbins & Judge, 2012 p.629). When forming a group there is usually five different stages that take place. This group development process is referred to as the five-stage group-development model. (Robbins & Judge, 2012 p. 275). “The five stage group development...
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...Part I: Group Development The group is at the forming stage. Our textbook states the forming stage is characterized by a great deal of uncertainty about the group’s purpose, structure and leadership. Members “test the waters” to determine what types of behaviors are acceptable. After reading over the case study I was torn between the group being at the forming stage or the storming stage. The group does have purpose as they plan to create an after-school program which will improve school performance both by the students and the teachers. The group is structured as the Woodson Foundation and the school system will develop a new agency that will draw on resources from both organizations as well as a representative from the NCPIE. This is where the group comes up short from the storming stage as there is no leadership yet. They are still establishing ground rules such as: Will the new jobs be unionized? And Will the Woodson Foundation be able to use hard data? An understanding of the stages of group development can assist The Woodson Foundation in a strong way. Right under their nose they have Meredith Watson working for them. Meredith has six years working as a teacher in a classroom setting and working on the leadership team will provide some similarity within the group. She knows what the teachers are going through and can help on all levels. Part II: Problem Identification The primary problem is putting together a development team together that will stop pointing fingers...
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...successful in an organization it should form a diverse team to head it. Incorporating diversity within the team will encourage creativity and innovation into the formation of the processes and solutions that result in the outcome of the project. Each team member will be able to change and grow by drawing from the different experiences, backgrounds and skills from each individual. The team needs to have a process in place to communicate and collaborate openly and listen to all member’s views, ideas and goals. Diverse work teams will almost always have a level of conflict within them. Respecting each other’s different views and experiences and recognizing that they have been brought together because of a common goal can result in a more effective resolution process.” Regardless of the composition of the group, differences can be leveraged to achieve superior performance.” (Robbins & Judge, 2012 p.58). 3 BUIDLING A COALITION Part 1: Group Development The Woodson Foundation and Washington D.C. public schools are teaming together to form a new after school program to improve their student outcomes within the community. The NCPIE (National Coalition for Parental involvement in Education) is also going to have a role in this program to represent the parents on behalf of the PTA. (Robbins & Judge, 2012 p.629). When forming a group there is usually five different stages that take place. This group development process is referred to as the five-stage...
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...Tammy Spencer Group Process Every study circle is different--in composition, structure, purport--from every other group. But regardless of such differences, the prosperity of any group depends upon cognizance of interpersonal interactions and structures. Paying attention to this group process can avail members move towards incremented understanding and community. Communication and trust are essential for teams to function properly and achieve their end goals. A frame for communication lines must be laid out in advance as well as a combined contract that defines what the team expects to accomplish as a whole as well as individually. Trust must be built up over time. Each team member must respect each other and follow through with assigned tasks to strengthen trust within the group. If communication and trust break down within a team, the team will not progress and will cease to function. Having strong communication will help ensure that a team is successful. Trust between team members is essential to keep communication lines open. Each team member has a responsibility to respect and be honest with the entire group. Having a contract in place that defines responsibilities and goals will help clarify goals and expectations which the team has collaborated on together. By so doing, the team as a whole will be able to communicate clearly, productivity will be high, and their ability to reach their end goals is strong. Bruce Wayne Tuckerman, born in 1938, has carried out research...
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...The “five stages of team development as defined by Schermerhorn, Hunt, Osborn, and Uhl-Bien. (2010) are forming, storming, and norming, performing and adjourning”. Forming is the initial stage of the group. It is highlighted by individuals assembling, getting to know each other, while establishing and structuring group operations. Storming consists of the group dealing with conflict and defining group task. The norming stage results when the group builds relationships and begins really working together. The next stage is performing, which marks the development of a seasoned, organized and effective group. Once the group has moved through its’ respective stages the final stage is Adjournment; this occurs when the group has completed the assigned task. (p. 166-167). Reflecting on the case and textbook material, what stage is the group at now? How could an understanding of the stages of group development have assisted Christine in her leadership role with this team? The group is in the storming stage, there are still conflicts regarding the process in which the group handles issues such as standards for attendance, preparation of tasks and acceptable social behavior. In her role Christine would have benefited from understanding and applying the principles of group development. The group needed to invest more time establishing group expectations and conduct standards. Their failure to complete this allowed one member to become the “Forgotten Group Member” and detracted...
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... | |The Forgotten Team Member | |Case Study | | | |MGMT 591 | |Leadership & Org Behavior | |Professor: Michael Carr | |Kasheika Wilkins | |5/24/2013 | | | Part 1: Group Development Each stage of group development is critical to the team’s development. Each stage is needed in order for the team to perform at high performance...
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...Group Behaviors and Team Dynamics (Group 2) Group of 2+ people who interact and influence one another , mutually accountable for achieving common goals associated with organizational objectives, and perceive themselves as a social entity within organization. Typically , a team was formed because of a goal to be met. Can also team formed because of the need to collaborate with each other to achieve a common goal . These types of teams are divided into three divisions , namely : Duration teams, differences in abilities , and differences authority. Making the team is usually seen from how long the team will be there . Division teams usually according to the ability of each individual , usually refers to the ability and knowledge to the team . Differences authority is the third case in the formation of a team , referring to the difference in decision-making in a team . Informal groups A group consists of people who shared in an interdependent or an organization that is focused on a goal. Friends that you've encountered while lunch is usually called informal groups (groups not officially), but they can not be called a team because they do not depend on each other and do not have a specific purpose. This Informal group arises because man is a social creature. This is proven because everyone will use their time and effort to create a group and preserve their social life on this informal group. 2nd reason why people participate in the group's...
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...GROUP 1 THEORIES AND APPROACHES OF ORGANIZATIONAL DEVELOPMENT Classical Organizational Theory Four Principles: 1. Organization exists for economic reasons and to achieve productivity goal. 2. Scientific analysis will devise and orchestrate methods for production. 3. Specialization and strategic deployment of labor will maximize production. 4. Both employees and the organization act in accordance with rational economic principles. Bureaucracy Fundamentally the exercise of control on the basis of knowledge Division of Labor - each position has its own set of responsibilities Traditional Organizational Hierarchy - represents a top down organizational structure. Delegation of authority - work is distributed to a defined responsible participant. Span of Control- neutralizes workforce delegation in equal basis. Humanistic Organization Theory The theory of organizational humanism emphasizes the use of intrinsic motivation to grow personnel qualifications, thereby increasing the economic efficiency of an organization. This theory stresses the need to formulate management goals, which incorporate humanistic values. Open System Theory This theory drives a constant feedback cycle of lessons learned to drive continuous improvement efforts. - Open system is also known as constant volume system and flow system - A system which continuously interacts with its environment or surroundings. The interaction can take the form of information, energy, or material transfers...
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...“Tuckman’s stages of group development". Tuckman’s theory is one of the most famous group development theories. His theory has been use for a lot further developments group theories including Belbin’s group theory, Fishers theory and Tubbs small group theory. Tuckman’s model is significant because it recognizes the fact that groups do not start such as a fully-formed and functioning group and finish like one whole. He suggests, that teams improve their performance through clearly defined stages, from their creation as groups of different people, to good organized, focused, task solving group. First developed in 1965, Tuckman’s model is worldly known as a basis for effective group building. The value of Tuckman’s model is, that it helps us to understand that the teams are development and improve themselves in different part of their work. According to Tuckman groups go through five stages, they are forming, storming, norming, performing and adjourning. The first stage is the forming: this is where the group see each other for the first time and the task is given to them. The next phase is storming. This is the stage where the group is more open mind, give new ideas and searching for right decision to solve the task. The next stage is norming, it is occurring when the group begin what Tuckman calls ‘a”patching-up”phase’ (Tuckman 1965: 392). Next one is performing. This is the stage when the group is working together, they accepted each other and the group is concentrated to solve...
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...Building a Coalition Case Study In building a cohesive coalition, there is a five stage model that is a useful guide in understanding group development. The five stage development model consists of forming, storming, norming, performing, and adjourning. The forming stage in the five stage development model consists of a lot of uncertainty about the groups, purpose, structure, and leadership. The storming stage of the five stage development model deals with conflict and identifying who will lead the group. The norming stage of the five stage development model gives the group structure, with guidelines set for the behavior of each member. The performing stage is the fourth stage in the development model. In this stage, the group is completely structured and each member is performing their task at hand. The adjourning stage is the final stage in the development model, in which short term committees and other staff complete unfinished activities of the group as they prepare to dismiss. The Woodson Foundation is now in the storming stage. The school district is concerned about Woodson Foundation having too much control. The school system is concerned about jeopardizing their procedures and protocols of the faculty and staff for the procedures of Woodson Foundation. In order for Woodson Foundation to create a coalition with the school system I think following the five stage model would be very beneficial. The Woodson Foundation have to reassure the school system they are not trying...
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...Running Header: GROUPS/ TEAMS AND MOTIVATION Groups/Teams and Motivation Research Tanisha Holland Dr. Schraff Organizational Behavior Business 520 Submitted August 16, 2009 Introduction Vince Lombardi one of the most successful NFL coaches of the century defines groups as an “individual commitment to a group effort, which is what makes a team work, a company work, a society work, a civilization work.” [ (Lombardi) ] Every group has a personality of its own, as a result of the unique individuals who come together to form it. [ (Leadership Development within Groups) ] Each group member brings different interests, skills, and goals to the group. Each group members have different values and attitudes. [ (Leadership Development within Groups) ] Groups are very important to an organization and help meet the organization’s goals. There are many types of groups’ formal, informal, command, task, affinity, etc... Groups are stronger when individuals come from different backgrounds (spiritual, cultural, political) such diversity forms a sound foundation which offers a variety of ideas, values, perspectives, and talents to the group. Individuals learn from one another, and the group benefits from it. [ (Leadership Development within Groups) ] From the managerial perspective, the work group is the primary means by which the managers coordinate individual’s behavior to achieve organizational goals. Management must be aware of...
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