Adjourning Stage of the Group Development - Essay Example

Group Development Group Development: Adjourning Stage Group development is one of the crucial elements that undergo several phases. This reflective paper illustrates Adjourning stage of the group development regarding the feeling, behaviors, personal experiences and impacts on others. Tuckman’s states adjourning as a fifth stage of group development where the tasks are accomplished and the group wraps ups and dissolves (Coplan, Hikino, & Lincoln, 2010). The group members feel depressed and de-motivated when the group comes to end. It is also known as mourning stage of development. This paper shall discuss my personal and other feelings and behaviors at adjourning stage. The final stage of the group development is the adjourning in which each of the members is terminated from their task behaviors and are disengaged from all of the relation. It is the stage when the objective of the task is achieved, each of the members is recognized and represented according to their performance and participation and achievement. All members say good bye to each other, and each member is given appreciation and rewards according to their contribution and performance to accomplish the task (Coplan, Hikino, & Lincoln, 2010). Feeling When the group comes to end team members comes across various concerns about the dissolution, most of the members feel distressed, insecure about future, sadness and sense of loss about the changes. Working in a group makes creates proximity and develop sense of belongingness among the team members. Some of the team members also become good friends and prefer sending time together (Coplan, Hikino, & Lincoln, 2010). When I was in the group some of my peers become really close to me, we had strong bonding, his assistance was helpful for me manage and complete the task. It shows that working in the group makes individuals become dependent to each other due to which when the group dissolves team members often get insecure about their individual role to carryout their future responsibilities. In my opinion, at adjourning stage every person in the group feels distracted and discomfort when the group is about to end. Group members become sad about the changes (Coplan, Hikino, & Lincoln, 2010). They may encounter due to ending of the group, it creates a sense of loss among the team members, and it is because working with a particular team members develops a sense of belongings and strengthens their relationship due to which they feel anxious when the group comes to end (Coplan, Hikino, & Lincoln, 2010). I still remember when the group was ending some of my team members become worried and sad to know that they wont be able to see each other just like they do every day, they will miss seeing each other, talks and conversation they had during breaks. On the contrary, it develops a sense of great satisfaction at the accomplishment of the task (Coplan, Hikino, & Lincoln, 2010). However, individual have the feeling of loss as well as feeling of satisfaction. The paradox feeling of satisfaction and loss either boost up or decline moral of individuals at the ending stage (Forsyth, 2009). I believe at this time individuals have mixed feeling and emotions at adjourning stage. Behaviors At the adjourning stage bring mixed feelings among individuals that can have a positive or negative impact on the performance of the team members. They may become less focused on their tasks, as their self esteem due to which their productivity declines, whereas some of the team members become efficient and focused for completion of task. It results in a higher productivity of the team members (Dimock & Kass, 2009). I believe that when the group comes to end, the mixed feeling of individual creates negative impact on integrated performance of team members that leads to lack of coordination among the team members. It is because some of the member becomes less focused and others become more focused. In addition, some of team members become frustrated and short tempered as some of the team members are not able to focus on their work. I remember when the group was about to end; I become more focused to my work whereas some of my team member’s participation and performance declined due to which I become frustrated. The completion of the project was being delayed because of the mixed participants of individuals. To overcome the distress feeling of the team members it is important that apprehensions should be given to the group members. In this stage each of the members gets disengaged and terminated from the task. I believe that the recognition and apprehension play an important role to appreciate the participation of individual to complete the task with determination. This apprehension encourages individuals and overwhelms the insecurities team member face at the ending of the group (Lussier, 2011). All goals and objective of the group at attained and the permanent group function for a longer time. I believe that this stage plays a significant role for the closure of the achievement. However, the members of the group declines and their motivation get lows when the group comes to end (Coplan, Hikino, & Lincoln, 2010). It is one of the reasons that it is known as mourning stage where each of the members of the group celebrates his overall success and accomplishment of the overall success and participation in the group (Verderber, Verderber, & Deanna, 2010). I believe it is essential to provide apprehension to the team member who has worked efficiently to accomplish the task, it gives and overview about the contribution, skills and abilities of individual. It develops higher esteem among the team members and to overcome their insecurities about their future individual role. When the group was ending I become consciousness about my individual role to persuade my future objectives. It lowered my esteem; it made me worried that if I would be able to work effectively without my peer members in the future. Working in team spontaneously develops dependency on the team members due to which individual role get blurred. Hence, apprehension and overview of the performance of each team member is important, every member should be appreciated for their performance and contribution towards the project. Even the team members with the poor performance should not be discouraged about their performance. However, leader and managers of the group often feel danger of the discontinuation and future uncertainty of the group transition (Verderber, Verderber, & Deanna, 2010). I believe it is one of the crucial stages of the group where each of the members of the group is concerned about the future development and persuasion of plans. The feeling of each of the member of the group is down due to which appreciation is one of the fundamental aspect that should be incorporated to overcome distress of the manager and group members. I believe working in a group is a divine experience that has almost become mandatory at all organizational level. Teamwork is highly appreciated in organization as it perceived as a performance booster. The group work module plays a major role to stimulate individual’s personality (Verderber, Verderber, & Deanna, 2010). I believe that working in a group enhanced my communication, presentation, management, and leadership skills. Through this module I was able to determine role of responsibilities of in a group and allocation of duties according to their potential. I was able to identify working with team members with different personality that had different perception and how to provide them equal importance to ensure their presence and participation. It allowed me to understand perceptions of each team members. Behaviors and feeling of individuals are one of the fundamental factors in a teamwork that either increases or decreases overall performance of teamwork. Role of individual and responsibility to perform these duties adequately is one of the significant elements that every individual should understand while working in the group (Verderber, Verderber, & Deanna, 2010). Withdrawal of any of the individual can greatly influence outcomes of the task. Moreover, appreciation and understanding responsibilities of each individual is importance, as it held esteem of the team members high and encourages them to perform their duties. At the final stage of the group it is important that each of the members should sustain their performance level and control their emotions, it is because main objective of the formation of the team is to complete the task with the best possible outcome, it cannot be possible if each of the member does not understand his role and performs his duties with determination (Verderber, Verderber, & Deanna, 2010). The model reveals that the united pursuit with the acceptance of the goal is significant to achieve desired results. The group length of each of the group varies with the time and goals that the group requires to accomplish (Lussier, 2011). It allows me to understand several challenges that individuals face working in a group and how to deal with them. It coached me about the role of managers and leaders to keep the group members engaged and persuade to keep them focused. References Coplan, A. M., Hikino, T., & Lincoln, J. R. (2010). The Oxford Handbook of Business GroupsOxford Handbooks in Business and ManagementOxford handbooks. New York: Oxford Handbook Online. Dimock, H. G., & Kass, R. (2009). How to Observe your group. Ontario: Captus Press. Forsyth, D. (2009). Group Dynamics. Mason: Cengage Learning. Lussier, R. (2011). Management Fundamentals: Concepts, Applications, Skill Development. Mason: Cengage learning. Verderber, R., Verderber, K., & Deanna, S. (2010). Communicate! Mason: Cengage Learning. Read More