Tuckman Model Assignment Help
To analyze the present stage of the teamwork model that team is presently operating in, a survey is conducted. In this Tuckman Model Assignment Help survey, questionnaire is prepared on the basis of the Tuckman model. This questionnaire contains statements about teamwork. This questionnaire is helpful to access what stage the team normally operates. It is based on the Tuckman Model that includes 4 stages of group formation. They are forming, storming, norming, and performing stages of team work. In this survey, for each item number on the questionnaire, the score is allotted according to Tuckman model. There is a score card for the survey conducted to know present stage of the team work model (Teamwork Survey, 2010).
Score Card for Survey
| Forming Stage | Storming Stage | Norming Stage | Performing Stage | ||||
| Item | Score | Item | Score | Item | Score | Item | Score |
| 1 | 5 | 2 | 1 | 4 | 4 | 3 | 5 |
| 5 | 2 | 7 | 4 | 6 | 3 | 8 | 2 |
| 10 | 1 | 9 | 1 | 11 | 5 | 12 | 5 |
| 15 | 4 | 16 | 2 | 13 | 5 | 14 | 5 |
| 18 | 5 | 20 | 1 | 19 | 5 | 17 | 5 |
| 21 | 3 | 23 | 2 | 24 | 1 | 22 | 5 |
| 27 | 5 | 28 | 2 | 25 | 3 | 26 | 5 |
| 29 | 1 | 31 | 3 | 30 | 2 | 32 | 4 |
| Total | 26 | 16 | 28 | 36 | |||
(Source: Teamwork Survey, 2010). On the basis of the score for the survey, it can be stated that team operates normally in the performing stage. This score is higher than other stages and it is more than 32 that shows a strong indicator of the stage the team is in. It means that team has settled its relationships and expectations with other components of the company. Team members use different strategies to diagnose and handle the problems and implement the changes according to the situations (Matrix Teams, 2010). In addition to this assignment help in Australia, they know their roles and work according to the given role. By this survey, it can be also concluded about feelings and behaviors of the team members.
They share insights into personal and group process and are aware of their own and each other’s strengths and weaknesses. On the basis of conditions, they take decisions related to constructive self-change. Team also has ability to work through group problems. Differences among members are appreciated and used to enhance the team’s performance (Franz, 2012). All the parameters show that the team is now an effective, cohesive unit. Members are more attached to the team as something greater than the sum of its parts and feel satisfaction in the team’s effectiveness and progress. Members feel confident in their individual abilities and those of their teammates.
They are able to prevent or solve problems in the team’s process or in the team’s progress. A “can do” attitude can be seen in their approach towards a work. At this stage, team members, who work independently not only enjoy but also support those, who can come back together and work interdependently to solve problems. Team maintains a high level of flexibility and performs different tasks and maintenance functions as needed (Matrix Teams, 2010). On the other hand Tuckman Model case study Assignment Help written that the lowest score is 16 for storming phase; it is indicator of the stage that team like least. This score is also equal or less to 16; it is a strong indicator that team does not operate in storming phase. It means that team does not believe in argument about just what actions the team should take. Team members don’t try to rely solely on their personal and professional experience and don’t resist collaborating with most other team members. They don’t argue with other members on real issues. They also establish realistic goals and try to achieve these goals by proper planning (Butterfield, 2010).
Difference in above score indicates that team has clear perception of the way by which team operates. The team’s performance is not variable, because team has obvious perception towards operating model i.e. performing phase. When the team reaches the “performing” stage, hard work leads directly to progress towards the shared vision of their goal, supported by the structures and processes that have been set up. Individual team members may join or leave the team without affecting the performing culture (Verzuh, 2011). In this stage, leader should delegate much of the work and concentrate on developing team members. Being part of the team at this stage feels easy compared with earlier on. After getting this stage, leader is able to focus on other goals and areas of the work. In this stage, team shows high commitment and competence to fulfill the mission. In addition, team members should develop their knowledge and skills and work for improving team development. Additionally, there should be effective measures to evaluate the progress of the team (West, 2012).
Achieving the performing stage is not the end of the process; there are other requirements to focus on both process and product and set new goals as appropriate. In order to remain in this stage indefinitely, external and internal changes and their resulting behaviors should be recognized and addressed effectively. References Butterfield, J. (2010). Illustrated Course Guides: Teamwork & Team Building – Soft Skills for a Digital Workplace. USA: Cengage Learning. Franz, T. M. (2012). Group Dynamics and Team Interventions: Understanding and Improving Team Performance. USA: John Wiley & Sons. Matrix Teams (2010). Retrieved from http://www.nwlink.com/~donclark/leader/leadtem2.html Teamwork Survey (2010). Retrieved from http://www.nwlink.com/~donclark/leader/teamsuv.html Verzuh, E. (2011). The Fast Forward MBA in Project Management. USA: John Wiley & Sons. West, M. A. (2012). Effective Teamwork: Practical Lessons from Organizational Research. USA: John Wiley & Sons. Our online business assignment help experts are available 24×7 for solving assignment for US, UK and Australian students. You can e-mail us your any assignment queries at info@www.assignmenthelpexperts.com.