...The storming of The Bastille is the one of the most violent and effective scenes in the whole novel. It is so important in the novel because it is thought to have been the fuel or acceleration for the French Revolution. The scene is wonderfully depicted by the quote “Jacques Three was nearby (Defarge); Madame Defarge, still heading some women… and her knife was in her had”(p225). This quote illiterates the topic because it shows that the Defarge’s and the “mob” will go to any extremities necessary to get equal rights and Liberty even if that means death. At the end of the chapter, after Madame Defarge is finished with the security guard she beheads him and puts his head on a pike. She is doing this to prove a point to the aristocracy that they will stop at nothing to “exterminate” them and that the Marquis death was not going to be the last.. This furthermore proves the point that this is a very violent scene in the novel but yet a very effective one....
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...Storming Stage Storming stage is a stage where some intra-group conflict emerge (Robbin & Coulter 2002, p. 399). The conflict in our project team were about the choosing of leaders and discussing about the team's project. When determining who is going to be the leader, the whole group members is in a state of confusion, shy and no one wants to stand in at first. When Joan stood up and voluntaries herself, the other two volunteers – Angelina and Charles came to the front to talk. Basically the three of them were using forcing or competing style to handle the situation, it forced the whole team to acknowledge them when we are still uncertain (Heldman 2004, p. 292). By using this method, it saves our time by determining who among us are going to be the best leader. If we did not use this method we will end up not getting the job done or we cannot even proceed to the next discussion of the project. Next conflict happened during the discussion about what product or service our team is going to produce. We had chosen to build a team park, and we had about 5 sub-themes that needs to be elaborated more on the meaning or to narrow down the meaning of the word we use for the sub-themes. In this case, some of our member argued about the word and which attractions should be categorized under them. For example, the word “fantasy” has a very board meaning, one of the members suggested it as theme under princes, princesses, wizards or dragons and the other linked it more to future technology...
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...become an effective team, we have to go through five stages which are Forming, Storming, Norming, Performing and Adjourning. For this essay, we will only focus on the forming and storming stage. Forming stage is the first stage of the group development in which people join the group. In the major process in the forming stage, members become familiar with one another and the group as well as members deal with issues of dependency and inclusion, the acceptance of a leader and the development of the group consensus. There are some characteristic of forming such as tentative, polite communications; concern over ambiguity and group goal; and an active leader and compliant members.The team will focus on orientation to its goals and procedures. Members have to be concerning each other about what the team as individual members are supposed to do. In our team, some conflicts did occur during the time that when we deciding our leaders. Besides, we were unclear about the goals and what we have to do leaded us to have low effectiveness. Everyone refused to be the leader until someone volunteered to become our leaders. Finally, Angelina, our leader volunteered herself to lead us and followed by Charles and Joan who volunteered to become assistants of Angelina. Meanwhile, cohesiveness of our group become better after the leading and guarding of our leaders. After the forming stage, the team proceeds to the storming stage. As the name suggests, this stage is marked by a...
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...Group Counseling COU 6350 Faulkner University In my research on Forming, Storming, Norming and Performing, I discovered that the phrase of Forming, Storming, Norming, and Performing was coined in 1965 by psychologist Bruce Tuckman. He described that most teams follow a consistent path from the point when they are first assembled to the time when they become a highly proficient highly effective group. This path leads them through four stages; Forming, Storming, Norming, and Performing. The Forming stage begins when new group members are brought together. You might have some members that are apprehensive, talkative, some are very positive and polite some might be a little anxious, and excited. Whatever each group member possesses they bring to the table. The group members are unaware of what lies ahead. This stage is usually short compared to the other stages. The Storming stages are when each group member is explained what is expected, and what the goals are. Processes and structures are put in effect. Now the group may be filling frustrated and overwhelmed by the participation they must have. They realities and challenges that are ahead are setting in. The may become stressed with how much they must accomplish and they are unsure about their participation that is required with an unfamiliar leader and new group members. They realize that they don’t know each other and they began to form opinions of one another. The may be seeking the approval of the group leader or...
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...Storming Juno Video Response June 6th 1944, known as D-Day was “the biggest allied invasion in the war”1 and left over 1000 Canadian soldiers either dead or injured. The allied countries each had an assigned beach in France in the invasion. Canada was given the codenamed Juno beach; they successfully defeated the German defenses and moved their way inland 9 kilometres by the end of the day despite so many casualties. This day, D-Day was the point in the war in which the allies took control and ultimately the war in Europe was over on May 7th, 1945, just under a year later. While D-Day was a huge success for Canada as they were the first to secure a beach that day, it was a life changing day for many soldiers. They all saw horrible things which haunted them for the rest of their lives, they lost friends, and many barely escaped with their lives....
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...GM591F Leadership and Organizational Behavior Case Study Group development Christine’s group is now facing the storming stage of team development. This is the point when there are high emotions and tension between the members of the team. During this stage there may be conflict, arguments, hostility and possibly fighting. Separate cliques may form within the group and each group may begin to compete against one another. During the stage of storming communication may be cut off and assumptions are made. Social loafing may occur as a result of the storming phase. The separation between teams may cause certain members to withdraw from the group because they may not have the personality to handle conflict. This is an issue because that team member will stay away from meetings in fear of having to confront or be confronted by the issues present. Another reason for the storming phase is due to the personalities of each member surfacing. If Christine was familiar with the storming stage of team development she may have recognized the red flags leading up to this phase. The text describes recognition of the storming pressures that should result in establishing goals and expectations. Once Christine recognized the storming was beginning, she should have taken the initiative as a leader to redirect the focus from the negative to working towards confronting the obstacles that were going to change the focus of the original task at hand. Problem Identification The primary issue...
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...Working in Groups Four stages a group has to go through: Forming, Norming, Storming, Reforming Forming In the first stages of team building, the forming of the team takes place. The individual's behavior is driven by a desire to be accepted by the others, and avoid controversy or conflict. Serious issues and feelings are avoided, and people focus on being busy with routines, such as team organization, who does what, when to meet, etc. But individuals are also gathering information and impressions - about each other, and about the scope of the task and how to approach it. This is a comfortable stage to be in, but the avoidance of conflict and threat means that not much actually gets done. The team meets and learns about the opportunities and challenges, and then agrees on goals and begins to tackle the tasks. Team members tend to behave quite independently. They may be motivated but are usually relatively uninformed of the issues and objectives of the team. Team members are usually on their best behavior but very focused on themselves. Mature team members begin to model appropriate behavior even at this early phase. Sharing the knowledge of the concept of "Teams - Forming, Storming, Norming, Performing" is extremely helpful to the team. Supervisors of the team tend to need to be directive during this phase. The forming stage of any team is important because, in this stage, the members of the team get to know one another, exchange some personal information, and make new friends...
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...This is when people start to resolve their differences, appreciate fellow workers’ strength and respect your authority as a leader. Now that your team member know one another better, they may talk to people together, and they can ask one another for help and provide helpful reactions or responses to something helpful/returned information. People develop a stronger loyalty to/ promise to the team goal, and you start to see good progress towards it. There is often a lengthy overlap between storming and norming, because, as new tasks come up the team may fall/fail back into behaviour from the storming stage. Performing: The team reaches the performing stage, when hard work leads, without friction, to the action of accomplishing or completing something challenging the team’s goal. The structures and processes that you have set up support this well. As leader, you can transfer power to/give an assignment to much of your work and you can focus mental and physical effort on developing team members. It feels easy to be part of the team at this stage, and people who join or leave won’t disrupt performance. Adjourning/Ending a...
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...team development. According to Bruce Wayne Tuckman, developer of Tucker stages, there are 5 stages of team development. It starts with forming, followed by storming, norming, performing and adjourning. Forming stage are where members of a team comes together and starts assessing other members and where each one stands or role they play. At this stage, everyone gets acquainted and discovers acceptable behaviors and what others perceive of the task. No real job is actually done during the first stage and everyone is still wary and first impressions are built. Forming stage faces more challenges in groups that are more diverse, culturally and demographically. Storming stage is the second stage. This is where group members fight for their ideas and opinion. Still, not much work is done at the beginning of storming, as everyone is more engaged in convincing others that they have the best idea. Cliques or allies are formed among each other either in agreement or disagreement involving group tasks or ways of tackling the task. Conflict may form at this stage and this is where the leader steps in. At the end of this stage, members are more clarified of the given tasks and each other’s interpersonal style. Efforts are made towards solving the task at hand and meet team goals while satisfying individual needs. Success in storming stage can be beneficial to the following stages. Next, is the Norming stage, all team member are starting to work together and coordinate as one whole unit...
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...development of a team. The five stages of team development are forming, storming, norming, performing, and adjourning. The forming stage is the initial entry or the meet and greet of the team members. Some may also call this the “polite stage” because members seem to be very pleasant and want to make a good first impression. Members are interested in getting to know each other and discover what is considered acceptable behavior, and what role they will play on the team. In this stage you can really see the excitement and anticipation based on the fact that everything is new. The next stage is the storming stage which I feel is the most important of all the five stages. The honeymoon is over. In this stage emotions and tensions are high among the group members. People have revealed their true colors; who they really are and their worth to the team. Disagreements occur along with the formation of cliques or partners within the team that want to impose their preferences on the entire group. Coupled with demands of premature performance expectations and the before mentioned emotions a hostile environment can be created. It is very critical that management needs to do a lot of coaching to get people to work past their differences. The team has moved into the norming stage when the members really start to come together as a coordinated unit. The experiences that they have had during the storming stage have now led to them finding a balance and a sense of normalcy. There...
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...Group Development and they include Forming, Storming, Norming, Performing and Adjourning. Forming is the initial stage of getting to know one another in the group and this is the time where you as a member start to ask Questions. One of the questions could be “What can this group offer me”? In other words, this stage is almost like the interviewing stage of this process. Storming is where the group is moving into the area that tension and pressures can arise due to figuring out what the goals should be for the team. A major part of this stage is where “clicks can form and pressures can be attained from premature performance”. Norming is where the team finally starts to build the comfortable relationship and definitely start to work together. Harmony starts to develop and the Initial Intergration starts to shape up very well. Performing is the total integration for the group and where the team is totally mature. Furthermore, the group is totally comfortable with each other and “the members are motivated by team goals and adapt well to change”. Lastly, the final stage of Group Development is Adjourning. The final stage is the best for temporary groups that can come together quickly, work well together disband and come back together easily to work on future projects. Due to the fact, that this team does not possess 100% harmony or a positive balance, I would place them in the Storming stage. As the text states, the Storming stage is “Dealing with tensions and defining...
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...Tuckman’s theory has been established in education and training for many years (Gallagher, 2013). The theory looks at the different stages that teams would go through – forming, storming, norming, performing and adjourning. The different stages that Tuckman explains have to be followed orderly to achieve the next step. The purpose of the essay is to look at the different deeper meanings of Tuckman’s development stages and how they bring a better understanding of the team dynamics (the unconscious direction of a team’s behaviour (S.P.Myers, 2013))....
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...problems using appropriate controls TASKS PERFORMING • Members work collaboratively • Members care about each other • Members agree about roles and processes for problem solving • The group establishes a unique identity • Members are interdependent NORMING • Identifying power and control issues • Gaining skills in communication • Decisions are made through negotiation and consensus building • Identifying resources STORMING • Establish base level expectations • Identify similarities • Agreeing on common goals FORMING • Expressing differences of ideas, feelings, and opinions • Reacting to leadership • Members independent or counterdependent BEHAVIORS • Making contact and bonding • Developing trust • Members dependent • Each step builds on the previous one. • Each step prepares for the performing stage. • Skipping any step effect performing negatively. • With every new challenge, the process repeats Stages of Team Development Stage 1: “Forming” Stage 2: “Storming” Stage 3: “Norming” Stage 4: “Performing” • Individuals are not clear on what they’re supposed to do. • The mission isn’t owned by the group. • Wondering where we’re going. • No trust yet. • High learning. • No group history; unfamiliar with group members. • Norms of the team are not established. • People check one another out. • People are not committed to the team. • Roles and responsibilities are articulated. • Agendas...
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...Tuckman’s Model of Group Development Forming: in which the group is just coming together. It is often characterized by shyness, uncertainty and diffidence among the members, although extravert members may rapidly assume some kind of leadership. Maintenance concerns predominate Storming: in which, having been established, there is a period of jockeying for position, authority and influence among the members. In classes, this is the period of "testing-out" the teacher. Disagreements appear or are manufactured and roles are eventually allocated. The initial leaders may not survive this period: it is the most uncomfortable phase of the group's life—a sort of group adolescence. Norming: having sorted out its internal structure, there is then the issue of what the group stands for. What kind of behavior and contribution is acceptable and what isn't? Members explore behind the power processes of storming and begin to form some idea of the group's identity: the "group in the mind". This is rarely done explicitly, of course, and it can readily slip back into Storming, Performing: after all that, the group can begin to get some work done, on the basis of a relatively stable structure. Adjourning: This is about completion and disengagement, both from the tasks and the group members. Individuals will be proud of having achieved much and glad to have been part of such an enjoyable group. They need to recognize what they've done, and consciously move on. Some describe...
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...strive for change included starvation, economic trouble and weak leadership. The people tried to accomplish change through storming in the Bastille, National Assembly and the women’s march on Versaille. The Revolution resulted in the death of the king, rise of Napoleon and congress of Vienna; which revealed that revolution did not lead to change in France. Starvation, economic problems as well as weak leadership led people to want change. People wanted to fix starvation because bread prices were expensive. Another problem they wanted to change was the problems of the economy because taxes were too high for the peasants. The women’s march on Versaille was an interesting march because it included thousands of women furious over how high bread prices were. These women carried weapons such as; knifes axes, and pitch forks to kill guards when they broke into the palace. One last problem they had to fix was weak leadership from Louis and Marie. Louis would react slow when problems would break out, as for Marie she would spend the money as if money grew on trees. Buying clothes, throwing parties and splurging her-self with jewelry would be the things she would spend the money on. Revealing how people tried to bring about change of government, society was the events of the storming of the Bastille, National Assembly and the women’s march on Versaille. The storming of the Bastille was an interesting attack towards Louis swiss guards because peasants broke into the Bastille that held many...
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