Group Development Model

735 Words 3 Pages
Once the members are able to settle in and their inclusion needs are fulfilled, members will move to the next phase which is the control phase. Members are now concern on whether they are in a top or down position in the group. Some control issues might arises such as their ability to influence other members and their particular responsibility in the group. Members are curious about the rules and regulations of the group, roles of the leaders and each member as well as other issues related to influence, power and responsibility. As example, members want their opinion to be heard and the workload to be divided equally and consistent with each member roles. The last phase which is the affection phase explain about how the members decide on their …show more content…
During the orientation stage, the members of the group are trying to adapt themselves with the other group members and also the situation that they are in. Members are making attempts to understand any existing rules, social codes and structure or creating one if is necessary. For example, anyone of the group members might suggest some ways to divide on everyone’s role in solving a task. Next in the exploration stage, the focus of the group members are diverted on interpersonal exploration. It is time for the emergence of individual differences and people begin to look for roles which they found to be suitable to them such as role of leader or mediator. Differences and similarities of personality and opinion might lead to the formation of friendships and also conflict. It is better to resolve any issues at this stage to avoid further clashes in the future. The last stage which is the production stage focus on the resolution of process problem and the establishment of group cohesion. The group has achieved a well-established structure and is stable to function as an effective group. Group members are committed to fulfill their roles in order to achieve the group shared goals and finally …show more content…
Most models emphasized on interpersonal interaction rather than the structure of the group. However, Hill and Gruner’s model shows us that familiarizing themselves with a group structure is also essential for team members. Interpersonal relationships is also highlighted in the model before a group is expected to execute a task productively. However, there are no specific timeframe given to differentiate between stages. The termination process is not mentioned in the models which deny the possible difficulty face by the group members after a task is completes which indirectly shows that the emotional aspect of the group members is not the center of this

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