Vary From An Absolute Group

Published Date: 02 Nov 2017

Teamwork Stages

Hadi Al-Dabbousi

People and organization

Dr. Guitta Abou Khalil Assaf

Modern University of Business and Science

January 2013

Modern University of Business and Science

Table of contents

Abstract

Introduction

Theoretical Perspective

The Nature of teamwork

Tuckman model

Conflict of teamwork

Advantage of teamwork

Lebanese case

Data collection

Analysis & discussion

Recommendations & Conclusion

Reference list

Appendices A - Questionnaire

Appendices B - Reflection

Abstract

This study is based on quantitative research methodology to introduce specific teamwork stages, addressed the advantages of using teamwork to get the best practices. The four stages of teamwork will be discussed, also how to obtain high performance teams in addition to link it with the business value and how management will benefit from it. Although introduced the outline of the study by introducing pre-existing issues and business perspectives that make the background of this study.

Introduction

Teams are special. They vary from an absolute group ‘A team is a group but a group is not a team’ because the level of tenacity and collaboration is on a higher plane. Teams achieve more than just the sum of the individuals. The lingo word for this is synergy, which is the great accomplished when individuals with diverse styles, perspectives and skills, work together and accomplish much more cooperatively than they could individually. (Francis & Young 1979)

The more and more organization is implementing a team approach in their mission to meet the request of an unsettled marketplace. Most managers in today’s cooperative and counseling environments need to improve teamwork to reach good outcomes through them. Sturdy teams assist managers and they make organizations stronger.

Although there are many perspectives regarding teamwork, but the general enthusiasm for teamwork is to achieve remaining the team strong and in the best stage of teamwork stages.

The purpose of this study is to examine in which stage of development Veoila Water stands in. Also the way to enhance the team to achieve the higher stage of teamwork to the next higher stage of development.

Theoretical Perspective

Explain the concept and the nature of teamwork in order to understand the concept of teamwork stages.

Teams can play a major role to a accomplish certain goals and objectives, in order to achieve those goals and objectives, people must work together in elaborated way.

Teamwork has become an essential way in any new organization; because the advantage of people working together definitely can open affective channels of communication between all members involved in the project, create new ideas about solving problems and competitive spirits in order to achieve a high level of development. (Bennis W & Shepard H 1956)

There are different meaning between a working group and team work.

Working group consists of the few people with slightly collaboration between each other and stay together until the project is finished.

Teams are different than working group; they are cooperative units of people combined together to accomplish a mutual goal. The sum of all individual members’ activities inside the team formed the output of the whole team. In additional it can define as "A few individual with complementary expertise who are devoted to a mutual purpose, and a mutual approach for which they hold themselves communally responsible." (Bennis W & Shepard H 1956)

The Nature of teamwork

The practice of teams in organizations has changed significantly over the past era. During that period, the new study of group dynamics has become a multidisciplinary research field.

In the social science literature, levels of teamwork and productivity have been linked to the connotation of group development. (Allyn & Bacon 1994)

The concept that groups develop through time has received spread acceptance among social professors and specialists for more than half a century. Thru that time, generalized studies, which depend on experiences and thoughts of viewers, and experimental studies that used observational systems were conducted. (Hum Relat. 1956, Wheelan S 1993)

The collected research mentioned that groups navigate through successive stages that can be exactly distinguished and determine.

Reviews (Allyn & Bacon 1994, Psychol Bull 1965) of research on group development increase the idea that groups move through all the teamwork stages.

Teams developed exponentially and in stages; describing a group of characters to utilize as a team is only the first step in team development. Although it takes time, commitment and energy to improve the efficiency of people to be part of a team. To become an effective team, they must create common goals, and their individual focus must be on those goals, gaining of personal needs. The goal of teamwork is that, a highly successful team will perform to collaborate between the individual members of the team. (Allyn & Bacon 1994, Psychol Bull 1965)

The best model to show the four stages of team development phases is the Tuckman model.

Tuckman model

Tuckman model (Psychological Bulletin 1965) mentioned the four stages through which groups transfer as they advanced into well-functioning teams. Not every team gets to the performing stage, resulting in a numerous of outcomes. The Tuckman model defines the four identifiable stages of team development as: forming, storming, norming and performing.

Forming (awareness) it is the first stage of development focuses on issues of implication and dependency; throughout this stage, members endeavor to differentiate behavior agreeable of the leader and other group individual. Although feelings, weaknesses and mistakes are enclosed and there is no common cooperation and intent of what needs to be done. Individual shows little care for others’ morals and opinions.

Second stage of development it is storming (conflict) stage, the people of the group are respectful to each other. During this period team members' estimate each other and how they suited into the team. (John Wiley & Sons 1967)

In this stage, the group should develop strategies for boosting useful argument and respecting differences of opinion. It is critical that the expected conflict that arises as groups begin to skirmish with their differences be channeled in such a way to foster creativity and allow for the evaluation of an extensive range of views. While not fun to work through conflict at the time, a group is well worked by openly dealing with their differences and discussing their strategy for creative conflict resolution. Tuckman believes that groups that never learn to work through the storming stage —perhaps because they are conflicted adverse and choose instead to allow one leader to set the direction for the team’s actions— are finally, less creative. Additionally, the team members can be disruptive because they never learned to deal with their differences. (J Soc Psychol. 1962)

Norming (co-operation) it is the third stage, this stage is dedicated to the development of confidence, improved relationship and teamwork, and more overripe and open discussions about the aims, roles, individual structure, and partition of labor.

In addition, during this stage, confidence and trust begin to arise, together with a more systematic and open approach, leading to a clearer and more logical way of working. There is greater prizing of people, explanation of purpose, starting of objectives, systematic collection of information, bearing in mind of all choices, preparation of detailed plans and growth reviews to make enhancements. Group members accept and increase in value the differences of individuals, learn to productively work through the struggle and focus on the task at hand. The risk of "group think" may be encountered if individuals "go along" with ideas to maintain coordination rather than introduce differences of opinion. (J Appl Behav Sci. 1978)

Performing (productivity) is the fourth stage, it is described by increases in group effectiveness and productivity. In the performing stage includes flexibility, leadership certain by states, not a protocol, everyone’s energy is used and basic principles and social features of the organization’s decisions are considered. Group members have come to trust each other; they all gain the rewards as the group changes into a productive, fun -and rewarding- team. During this stage, team members agree on goals; creative brainstorming is adopted; ideas, rather than personal agendas, are discussed; and the team takes shared self-importance in their team accomplishments. (NY Praeger 1990)

Groups that have a different ending point experience a fifth stage. Coming conclusion may cause disruption and struggle. (J Appl Behav Sci. 1976)

Scale

Stage of group development

I

1- Forming (awareness) - Dependency / Inclusion

II

2- Storming (conflict) - Counter dependency / Fight

III

3- Norming (co-operation) - Trust / Structure

IV

4- Performing (Productivity)

Conflict of teamwork

(Nelson 1995) He put this list of high possible zones from which undesirable, passive struggle issues regularly arise:

Managerial Actions: If the group wants good establishment for what it's doing, its individual will not be able to control their work. (Nelson 1995)

People Resources: If the resources in the group does not enough to do the task, it is predictable that some will carry too heavyweight to load. Displeasure, often undeclared, may build, so it is important that team leaders ensure suitable resources. (Nelson 1995)

Exceed cost: Often unavoidable, cost overruns become a problematic when appropriate procedure is not taken. The whole team should tell early on when cost becomes a trouble so extra money can be discussed by the team. This way the difficulties can be fixed before it develops into a problem for management. (Nelson 1995)

Schedules: The schedule is extremely important to the team's project and must be very noticeable. All individuals should be interested to work with each other to meet their goals. (Nelson 1995)

Responsibilities: Each individual on the team must recognize what areas are allocated and who is responsible for them. (Nelson 1995)

Wish Lists: commitment to the project at hand and escape being distracted into trying to fit other things into it. Wait and do the other things you would like to do after successful accomplishment of the original project.  Because every team is distinct, differences that arise and appear will be too. (Nelson 1995)

Advantage of teamwork

Teamwork is barely advantageous. It makes you do well and make a better result. In a team everyone is responsible of success tasks and goals. It is a mixture of strengths, which can also lead to reduced members' weaknesses. In this case, the weaknesses and strengths of team individual can develop and enhance each other. (Wheelan SA & Lisk A 2000)

Before choosing any group for the job, you should be cautious because you are cooperating with a team and not just with a solo individual. Usually with the best team, you should seek at a valid collection of gifts, expertise and attitude. Teamwork encourages performing well rather doing everything by yourself. In a team a solo individual’s decision is not final, you will be having a collection of views and take every point of view into discernment and select the greatest one. A group meeting is always beneficial for fixing the strategy, performing it and discovery faults if any. (Wheelan SA & Lisk A 2000)

On a team, obligations are dispersed among each individual equally depend on the capability and time availability. The biggest obligation, obviously, rests with the team leader. A team always lets you to do well in the area which you have the capability. A good team always creates closeness in its members.

These are some advantages of teamwork: (Wheelan SA & Lisk A 2000)

Give maximum end result with high quality performance from each team individual. 

Generally more input results in better opinions and judgments and the overall process is improved. 

The team involves every person, his knowledge and his duties. 

Carrying out of new thoughts can be more functional and effective. 

It increases ownership with broader communication. 

Exchanging information and increases learning in the team and in the whole organization. Offer more preservation and improves personal relationships in the framework of business tasks. 

A specific problem can be easily solved with many ideas at the same time. 

Gives better solutions and can choice the greatest one from those options. 

It raises preparedness of every individual to take further risk. 

Better accepting of the decision-making process. 

People can share mutual aims and interests, among others. 

With a team, it is easier to study the problems and identify many explanations. 

A team can handle more difficult and difficult problems in the workplace.

Groups raise the precision of problem settlement. 

For single problem you get many ideas and they can be solved quickly.

Lebanese case

Before starting my research, I already had a connection with Veolia Water Company who was a potential candidate for such a study. The company I finally chose was a water treatment company, of medium size (100+ employees). Through working with this company an opportunity arose to study their involvement in a project called "Teamwork stages".

Veolia Water Company

Veolia Water, the Water Division of Veolia Environment, is the leading operating company for water services in the world.

Specializing in the outsourced management of water services for municipal and manufacturing clients, it is the universe leader in engineering, planning and pursuance of structural projects for integrated facilities and water treatment plants. The company also creates devoted technological advent. Veolia Water has approximately 96,260 Staffs all over the world and recorded revenues in 2010 of 12.1 billion Euros.

Veolia Water Solutions & Technologies provides the complete range of services required to design, build, upgrade and manage water and wastewater treatment facilities and systems.

Most technologies are developed in-house. A small selection comes from highly specialized partners. All are manufactured to strict quality standards, using the best materials.

Our treatment capability: potable water treatment, wastewater treatment, sludge and Bio-solids treatment and odor control and treatment

Data collection

The targeted area contains all employees who worked in Veolia Water Company; this study used one instrument to collect data from one sample in Veolia water using teamwork stages method for the employees.

The teamwork stages questioner consists of 32 statements this questioner is designed to measure the 4 types of teamwork stages: forming, storming, norming, and performing. A five point of scale was used in these instruments where 1 equals almost never and 5 equals almost always.

The questioners were handed over to HR departments who in turn distributed 100 questioners to the employees.

From the respondents returned 60, usable survey in this study.

Analysis & discussion

A test was conducted on quantitative questionnaire research methodology.

The result indicated an overall percentage of teamwork stages, the details of this result are shown in figure.

The result of the sample items contained in each scale of teamwork stages questionnaire. Result in number Out of 60

The result was 4 out of 60 which is 6.5% for the forming stage takes the least percentage and that’s indicated that the company members try to go along with whatever the leader suggests, but also we can see there is very little struggle stated in the group because they haven’t discussed the company goals very much.

For the storming stage the result was 7 out of 60 which 11.5% are from the overall teamwork stages.

In order this result we can conclude that the company members appear to have very different sights about how things should be done in this company, also members experiment the leader’s ideas but there is pretty a bit of tension in the group at this time.

The result was 11 out of 60 which illustrate 18.5% for the norming stage and that reflect the group is spending its time planning and discovering how work is done, also that they can depend on each other and work as a team.

As I notice in this group they are able to form subgroups, or subcommittees, to work on specific jobs.

For the performing stag the result was 38 out of 60 which 63.5% are from the overall teamwork stages and it takes the highest percentage, that’s indicate that the group uses feedback about its effectiveness and productivity and acts on its choices and encourages high performance and quality work.

According to (Wheelan SA 1990) the best stage was performing stage, because it is increasing the effectiveness and productivity of teamwork within the company, also increase the flexibility and utilize the basic principles and social aspects of the organization.

In my opinion performing stage was the broad stage in Veolia Water company, I suggest the managers in Veolia water to increase the performing stage and make the team more flexible and involve the team in decision making.

Recommendations & Conclusion

This practical research appears towards the end of my research, this actually does not mirror other companies because it relates just for Veolia Water Company, but the theoretical work took place in general aspect.

The experimental data, and research experience, therefore acted as facilitators for my successive theory development, and it was through consideration of the experimental data that I made development of stage for teamwork. This useful study therefore serves on this research as a set of results, which can be used to represent the stage of development for teamwork, rather than as an official theory.

The outcomes of these studies set a link between group improvement and productivity. Groups operational are more productive and effective at higher stages of improvement than groups at lower stages in finalize group goals. (Wheelan SA 2000 & Wheelan SA 1999)

Upon the previous analyses we suggest the following:

Keep an awareness that the improvement of an effective team needs a good behavior and obligation toward teamwork, joined with an understanding of what teamwork involvement.

Secondly, it needs involved teamwork skills.

Improving productivity:

Teamwork can produce more well-organized and effective use of employment and can increase productivity by maximizing the diverse strengths and skills of team individuals, the biggest change of tasks may be tackled.

Delegating order and sorting the works to the group, consequently avoiding day-to-day troubles such as barriers and constraints.

Transferring several administrative and managerial controls to the team group or to the team leader and that will reduce the number of levels of management.

Inspire employees to undertake a wider range of jobs.

Make team individuals more immediately responsible to clients - whether external or internal.

Teamwork will also present difficulties as classic promotion tracks and demarcation lines are intimidated. These problems are sometimes aggravation when the pressure to cut down costs to preserve competitiveness leads to the need for reduces in the staff at the same time as teamwork is stated. If the full benefits of teamwork are to be obtained, its introduction must be carefully handled.