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Five Stages of Group Development


FiveStages of Group Development

FiveStages of Group Development

Teamworkin any organization or business setting is important for it providesopportunities for brainstorming when it comes to planning andexecution of tasks. The formation of groups is described in fivestages which are forming, storming, norming, performing, andadjournment (Garfield&amp Dennis, 2012).Although all these stages are important, the performing stage is themost productive because it is characterized by stability, efficiency,and high performance.

Accordingto Raesetal.(2015),only the groups that have succeeded the conflicts and instability ofstorming stage evolve to performing stage. In this stage, all membersare aware of their roles and responsibilities. The keycharacteristics of this stage are interdependence among the membersand the problem solving during the tasks (Raesetal.,2015).Consequently, members are loyal and supportive of each other, and theautonomy in decision making is high. Also, there is unity and a highdegree of understanding on each member’s strengths and weaknesses.

Performingis the most productive stage of the group development because allmembers are confident when executing activities and making importantdecisions (Raesetal.,2015).Moreover, they do not rely much on the supervisor’s guidance orapproval for they have learned and understood their capacity andrange in the previous stages. In permanent groups, performing stageis the final, and it determines the organizational cultureparticularly the long run performance and productivity (Garfield&amp Dennis, 2012).Temporary groups such as those formed to focus on a particular shortterm project progress to the next stage of adjournment.

Inbrief, teamwork is important for it brings the aspect of culturaldiversity that ensures availability of different skills, expertise,and abilities. More importantly, it opens opportunities for eachmember to learn new things throughout the five stages. However, thebiggest challenge occurring in these stages is misunderstandingbetween members. Therefore, mitigation measure should always be inplace to address misunderstanding between members for sustainability.


Garfield,M. J., &amp Dennis, A. R. (2012). Toward an Integrated Model ofGroup Development: Disruption of Routines by Technology-InducedChange. Journalof Management Information Systems,29(3), 43-86.

Raes,E., Kyndt, E., Decuyper, S., Van den Bossche, P., &amp Dochy, F.(2015). An Exploratory Study of Group Development and Team Learning.Human Resource Development Quarterly,26(1), 5-30. doi:10.1002/hrdq.21201