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The Bruce Tuckman Model - Coursework Example

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However, the proficient ones accompany behavioral and attitudinal problems and the case of the featured employee is no different in this regard. The management has to realize…
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The Bruce Tuckman Model
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Managing a Star-player in an Organization Managing a Star-player in an Organization Excellent and loyal workers are hard to come by in the global human resource market of the 21st century. However, the proficient ones accompany behavioral and attitudinal problems and the case of the featured employee is no different in this regard. The management has to realize the fact that they are working through the point in group and team development where normalization of performance of team members has to be done in order to smooth organizational performance. The topnotch player is unreliable but that condition is rather appearing superficial to a trained eye. She does not appear to have any interest in the workplace and she finds her work boring and therefore, she may come late to the office. Nevertheless, upon finding her work interesting, she takes to the next level of performance as noted in the case description. Still, the management has to give her more responsibility so that she can consider herself a valued member of the crew. For starters, the organization needs to make her a team-leader and ask her to be on time because now she will have a set of subordinates whom would look up to her for deriving inspiration (Salas, Rosen, & King, 2007). The female is a competent worker and one she will have a lot of responsibility under her belt then her behavior will get matured over time. Workers whom are trying to get away with laziness are of the view that they are equally important for the organization as her but they are apparently not so the management has to clarify by taking stiff action that not everyone is going to be tolerated with unacceptable work behaviors.
Additionally, the champ has to be disciplined if her behavior does not improve in parallel to the increase in terms of her authority in the organization and then she will have to be put into progressive disciplinary action. On the other hand, my personal feelings are irrelevant regarding achieving an effective resolve of the situation. I personally feel that blessing her with adequate level of power in the company will have the ability to strait her abilities in a better way. The model of Tuckman is no doubt an important tool used for team building but the current problem is attached with trouble in normalizing the performance (Tuckman & Jensen, 1977). However, in order to correct the flaw, management has to step back and conduct a storming session in the headship of a troubled employee so that she can significantly contribute towards assigning roles and responsibilities to those who intend to serve under her.
Conclusively, the proposed solution is developed in order to ensure that nobody’s feelings get hurt when the management tries to reset the team structure. The delegation of authority to troubling employee will contribute notably in the direction of increasing her organizational commitment through establishment of a viable social exchange. Furthermore, she can be disciplined upon her failure as a leader because her good performance is going to be rewarded.
Salas, E., Rosen, M. A., & King, H. (2007). Managing teams managing crises: principles of teamwork to improve patient safety in the Emergency Room and beyond. Theoretical Issues in Ergonomics Science Vol 8 (5), 381-394.
Tuckman, B. W., & Jensen, M. A. (1977). Stages of Small-Group Development Revisited. Group Organization Management Vol 2 (4), 419-427. Read More
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