Team Development: Stages, Interactions, and Evaluation Report

This report provides a comprehensive overview of team development, focusing on the stages outlined in Tuckman's model: forming, storming, norming, performing, and adjourning. It details the experience of working in a team, emphasizing the benefits of improved communication, confidence, and work management. The report analyzes group interaction at each stage of team development, highlighting the roles of team leaders and members in establishing objectives, resolving conflicts, and forming strategies. Furthermore, it evaluates a specific case of employee selection, suggesting improvements such as implementing multiple interview rounds to assess candidates' proficiencies. The conclusion reinforces the importance of structured team development processes and effective selection methods for achieving organizational goals. References to books and journals are included to support the analysis.

Assessment
Table of Contents

INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
Summarizing experience of working in a team..................................................................................3
Group interaction through each stage of team development..............................................................3
Evaluation of group...........................................................................................................................5
CONCLUSION.....................................................................................................................................5
REFERENCES......................................................................................................................................7
INTRODUCTION
Team development is an activity that involves formation of team based on the needs
and requirements of the operation. This report will project the experience of working in a

team. Group interaction at each stage of team development will be clarifies in this report.
Effectiveness of group will also summarise in this report. Time assessment will be done in
respect to the solution addressed in this project.
MAIN BODY
Summarizing experience of working in a team
In the spam of this project I got the opportunity to work in the group. Team working
allows the proper exposure of learning. Team working improve communication, confidence,
work management and different other aspects related to the personality. Team working
allows the learning opportunities. Time and work management is the biggest learning you get
while working in a team. I got to work in the team which has allowed me to improve and
grow the overall personality I carry. I learnt different elements related to how proficiency are
established with the support of team working. Group working has given a huge confidence
for further advancement of my overall career growth. I got to know how a team if form and
developed. All different stages of group development could become familiar with me during
working in this project.
Group interaction through each stage of team development
Team development is about on the basis of the needs and requirements of different
functional activities a proper team is formed. Different stages are involved in formation of an
effective team such as forming, storming, norming, performing and adjourning. All these
stages contribute in different capacities for forming an effective team.
Forming: Forming is the first stage part of team development model. At this stage of team
development all team members meet with other team members. Leaders try to interact with
all other team members. They try to communicate about the overall goal and objectives of the
team (Bowers and et.al., 2017). At this level team leaders also communicate about the roles
team will play in organisation and all different responsibilities associated with the team.
Team leaders clarify all the individual roles of team members in team. Forming is the crucial
stage involve in team development model suggested by tuck man. Different issues also arise
at this level which also needed to communicate by the team leaders at this level.
Storming: Storming is the second stage involve in team development model suggested b tuck
man. At this level; all team members meet with other team members. Every team members

try to interact with other team members. Issues also arise between team members at this level.
All members’ part of the team tries to establish an individual influence in the team. In such a
process of establishing an individual influence in team issues arises between the members of
the team (Indrawati, 2018). On the basis of the communication done by the team leaders
members try to understand the individual role in the team and the role of entire team in the
organisation at this stage of team development. Communication between team leaders and
team members and all the team members becomes very essential at this level as all team
members try to know the strengths and capabilities of other member’s part of the team.
Communication also plays an important role in dealing with all different issues become part
of the team. Storming is the level involve in tuck man team development model that reflect
about the establishment of the entire team in the organisation. This level allows the team to
get settle down comfortably. All other teams also get to know about the team. This is the
great opportunity for all the team members to learn various new tactics and aspects about the
team development practice in organisation.
Norming: Norming is the third stage involve in tuck man team development model. At this
level team leaders try to solve and deal all different conflict between team members and other
part of the team. This is the crucial stage of team development where communication
becomes more crucial (Schmidt and O’Connor, 2016). Strategies are also formed at this level.
As all members of the team are clear at this level about the roles team will perform in the
organisation and individual role of employee in the team. With the support of communication
and team bonding leaders try to form strategies and policies to work in the team. Norms are
also established of the team that can guide the best level of outcomes against the operations
performed in the team. Norming is the initiation of the operations of team which needed to
operate by team members.
Performing: Performing is the crucial stage involve in team development practice. This is
the sole stage of team for which the entire team was formed earlier. On the basis of the
strategies formed and the norms of team all members perform at this level. Team try to
achieve the overall reason behind the formation of such team (Lacerenza and et.al., 2018).
Leaders of team try to communicate rapidly with other team members at this level so that
overall outcomes of team can be boosted at different level. Performing is the most significant
stage associated with the team development model suggested by tuck man. This stage
influences the productivity of the entire team.

Adjourning: Adjourning is the final stage involve in team development model suggested by
tuck man. At this level team leaders communicate with all the team members about the
overall efficiency of the team, weather the team could achieve all its objectives about which
the team was formed at the initial level. This is the final stage of the team where team could
perform all its duties and team members remain no longer part of the team. Team leaders also
communicate about the best performer of the team and other such facilitation.
Evaluation of group
The selection of the 22 year old female was unclear. Over on what basis the selection
was made. This entire selection was a part of question mark. Apart from this approach they
could have implement better strategies such as different interview round which include group
discussion, personal interview and aptitude test kind of rounds. All these rounds would
provide a clear ground to management about the efficiency of the candidate that are presented
in the interview. This approach of selection would provide a clear background to select a
certain candidate presented in the interview. This could deal with all different question
organisation is facing at this time due to selection of 22 year old female candidate presented
in the entire interview. This solution of taking interview in different stages would allow the
management to assess and evaluate the efficiencies and proficiencies of the team members at
the best level possible (McCubbins and et.al.,2018). This is a key solution that could allow
the organisation to get the best level of candidate at the position role in organisation. There is
a proper time framing that was needed in doing specific research, case study to understand
the entire situation and certain other aspects of the case. It took 3 months to come up with the
solution of such a problem. Next time while conducting any of the interview management can
conduct different rounds on which the entire selection can be based. Such candidate that
performs the best in the entire interview rounds will get the final selection through this
process.
CONCLUSION
Tuck man team development model suggest the formation of team based on certain
stages like forming, storming and other such stages. In order to select the best possible
employee interview round must be segregated into different stages like group discussion,
personal interview and other such stages.

REFERENCES
Books and Journals
Bowers, C. and et.al., 2017. Team resilience as a second-order emergent state: A theoretical
model and research directions. Frontiers in psychology. 8. p.1360.

Indrawati, S., 2018. Development of decision support system for employee selection using
Adaptive Neuro Fuzzy Inference System. In MATEC Web of Conferences (Vol. 154,
p. 01077). EDP Sciences.
Lacerenza, C. N. and et.al., 2018. Team development interventions: Evidence-based
approaches for improving teamwork. American Psychologist. 73(4). p.517.
McCubbins, O. P. and et.al.,2018. Team-Based Learning: A Professional Development
Model for Training the Trainer. NACTA Journal. 62(2). pp.204-205.
Schmidt, G. B. and O’Connor, K. W., 2016. Legal concerns when considering social media
data in selection. In Social media in employee selection and recruitment (pp. 265-
287). Springer, Cham.