Part I: Group Development
Much as I would love to claim the group is at the performing stage, afterall ,all the group members except ‘clowny’ Mike have done their designated parts but after reviewing the case and textbook material, the group is caught between the Storming and Norming stages. “The storming stage of team development is a period of high emotionality and tension among the group members. During this stage, hostility and infighting may occur, and the team typically experiences many changes”. The hostility and fighting came from Mike and how he felt that the group excluded him from when he saw his group members laughing and enjoying themselves,the next time, he just slipped in very quietly and took a seat,feeling left out.
As a team leader, your aim is to help your team sustain high performance as soon as possible so Christine would have benefitted by changing her approach at each stage to meet the challenge of group development.
The Forming stageis members are polite and getting to know each other: A leader should direct the team and establish objectives clearly.
Storming phase when tasks are defined and reality sets in,at this phase your authority is challenged as some members feel overwhelmed by how much work there is to do or question the approach being used. At this stage teams fail & even those that stick may feel they are on an emotional roller coaster and try to focus on the job in hand without the support of established processes and relationships with their colleagues. A leader should establish process and structure,work to smooth conflict and build good relationships between team members. Next, Norming,where hierarchy is established,team members come to respect your authority as a leader,others show leadership in specific areas. A leader's responsibility is to step back and help the team take responsibility for progress towards the goal. At performing stage,hard work leads directly to progress towards the shared vision and goal (high performance). At this stage being part of the team feels easy,a leader should delegate as far as they sensibly can and will now have time to focus on other goals and areas of work. Last is the Adjourning or Mourning phase of breaking up a team since teams exist only for a fixed period. A leader must take time to celebrate the team's achievement, after all, you may well work with some of the people again,and this will be much easier as people view past experiences positively.

PART II: PROBLEM IDENTIFICATION: The “FIRO-B Theory (Fundamental Interpersonal Oreintation) identifies differences in how people relate to one another in a group based on their needs to express and receive feelings of inclusion,control and affection.” Understanding the difference in behavior and ability to adapt to it could have helped Christine use different people management styles and adapt her styles to get the best out of Mike and everyone by assigning roles best suited to their abilities, cre

PART IV: In this case, Christine was not an effective leader as she had no knowledge of group development and individual membership in groups which could have assisted in her leadership role to better prepare the group to work together, more attention should have been given to the forming stage. Here and during the Storming stage, members could have been engaged in a process o sharing needs,goals,and talents. Then issues such as differing grade expectations and differing workload constraints could have been addressed more directly. With front-end management,the group could be enabled to operate in the Norming and performing stages for reasonable success. The key lesson in this case is that it is much better to have everyone share their expectations and limitations in the beginning than to confront them after they start causing problems. An effective leader ensures:
1.Performance:The team's output such as decisions, products, and the services they provide should meet the standards of those who have to use them 2.Satisfaction:Some individualteam members operate in ways that frustrate the personal satisfaction of team members.3.Adoption:The members learn to anticipate one another's move and respond appropriately to support those moves as they occur.