Interpersonal and Group Processes and Characteristics, Part 1

Question 1: The five stage model that explores the stages of group development suggests ‘adjourning’ as the final stage. Describe this stage, and discuss its importance to the model as a whole.

Answer 1: The five stage model of group development includes stages named forming ( coming together), storming (struggle for power), norming (reaching common goals), performing (addressing the task), and adjourning. The final stage, adjourning, is essentially a debriefing period. The assigned task has been completed, so the group’s attention can now shift to a review of the work accomplished and the steps taken to complete it, and then to wrapping up any loose ends. This is an emotional stage for many; some are energized by the success of the work and the bonding of the group, while others are saddened that the work has come to an end. This stage represents an opportunity for the team leader or supervisor to ‘package’ the group’s development so that it can be used either with future group, or with individuals from the current group in the future when they are struggling with new group dynamics.

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Question 2: The five stage model of group development has been criticized for being too structurally simplistic. Discuss some of the concerns critics have had regarding this model.

Answer 2: The five stage model of group development suggests that the stages of forming, storming, norming, performing and adjourning are distinct and unique. Each appears to be a necessary step which must be completed in order to arrive at the next stage. In fact, groups rarely work so neatly. Two or more stages might overlap. For example, while three group members are struggling over strategies or control of the group, a fourth member might have already entered the performing stage, and be well on his way in terms of addressing the tasks that must be completed. Another criticism is that groups do, on occasion, reverse direction and return to an earlier stage. Another criticism is that the model suggests stage four, performing, is where work is accomplished with greatest efficiency and highest quality, but in fact, conflict (stage two) can result in effective work accomplished efficiently.

Question 3: Within any organization, members assume or are assigned a variety of roles they are required to play. Describe role conflict and explain some possible causes.

Answer 3: When an individual joins an organization or other group, a number of possible roles comes along with it. In addition to a role an employee might think is expected of him (and which may or may not be truly expected), are roles that are explicitly expected by other group or organizational members or supervisors. Role conflict comes about when two or more of an employee’s roles can be seen as mutually exclusive. For example, an employee has been given a promotion that carries additional job responsibilities, including some travel. He can refuse the promotion, but fears doing so will label him as not a team player and might even lead to eventual job loss. His wife is in the first trimester of a risky pregnancy. The roles he identifies with—responsible husband and responsible employee—are in conflict. From his perspective, he can only fulfill one role by abandoning another.

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