Stages of Group Development Stages of Group Development We are group of four working on last project of CST program; (Haolin, Asim, Zhan and Me) it is my first time working with all of them. My MBTI style is ESFJ compare with my teammates, all of them have different style, in fact we have kind of switches between extraverted and introverted. I think it’s hard to work with a group who does not know very well. Actually I think I am the person whose personality is between E and I. Asim often decide the things like when should we work together, he is a planner in our group.
I am an organizer in the team, when they both finished their parts, they will send to me to organize to make a whole article. Make things together and sort out is mostly what I did. Haolin is ISTJ style person; he and I also have one type different. Thinking types use reason and logic to handle problems, but feeling types rely on their personal values and emotions. During this team work, when we have some different opinions in the same topic, Haolin will put his thought forward at once, but sometimes I will check the book to find the words to prove my options.
Actually, because four of us have been team member for several times, when the case handed out to us, we divided our work after that, and everyone has own topic and work to do. During the several project classes, we discuss our thought about the project, and try to find one thought which our case writing followed. So I think we have no obviously conflict on the problem-solving styles. During the execution of our roles, there occurred a scenario that from the outlook, could compromise the progression of our group beyond the storming stage.
We were given a literature assignment in class that had various parts. We decided to divide the parts amongst ourselves for easy management. When everybody was through with the parts they were supposed to handle, they handed over to me for organization. While doing this, I realized that Zhang and Asim had handled a single question and therefore, one had not been addressed.
The two were unable to reach a consensus as to who should handle the other faction. This was further compounded b the fact that the part that had not been handled was complex and hence involving. In this regard, miscommunication regarding the question each should handle triggered the conflict. However, the situation was solved as we all agreed to share the responsibility and do the question as a team. This was also because the assignment was almost due and failure to hand it in would affect our final grade.
Certainly, trust in this regard was comparatively more than distrust. The preceding scenario enabled us to move from the storming stage to the norming stage of group development. The problem was resolved amicably and enabled us to attain our goals with respect to completing the assignment in a timely and effective manner. The quality of the assignment was attained because each individual was given a section of the question to handle. According to Rob and Prusak (2002), evasion of duties and responsibilities compromises the ability of group members at this stage to attain goals and responsibilities.
The approach that was taken in this regard exemplified an acceptable degree of maturity in problem resolution. Since the conflict was fully resolved at this point in time, it is unlikely that the negative effects would spill over into the future. Certainly, the conflict enabled us to attain an upward growth in our group development. Reference Rob, C. & Prusak, L. (2002). The people who make organizations go or stop. USA: Harvard Business Review