Management Questions and Answers :: Team Work, Whistle-Blowing, Group Development

Question 1There are critics of the cinque point group ripening sticker. Their main point is that this presentation of a groups development is too static. Do you agree with this upbraiding? Why?Numerous critics of the five-stage model of group development contend the model is too static to accurately depict the progression of groups. In their round off of the literature, Hurt and Trombley (2007) point out several deficiencies in the model. The model assumes that alone groups progress linearly finished five stages (forming, storming, norming, performing, adjourning). Critics signify the model fails to describe groups that do not follow a linear progression. The model as well as assumes that groups must complete one stage before entering into the nigh stage, implying that tasks may not be completed. In addition, critical reviews of the model suggest that it ignores a more circular systems perspective. This systems perspective would allow the group to take from mistakes and be more successful as a whole through the use of inputs, outputs, throughputs, and a feedback loop (Hurt & Trombley, 2007, p. 3). The five-stage group development model does furnish about understanding of the group process, but it seems too rigid to full explain how groups with diverse individuals form and work together. In that respect, I would break to agree with some of the criticisms of this model. Human beings are by their nature dynamic, not static. Therefore, I question if it is realistic to portray group development in a completely linear, static manner. An individuals behavior may vary depending on the groups particular oddments and the behavior of the new(prenominal) individuals in the group. Groups have unique personalities depending upon how the all the members interact with each early(a). For example, it may be possible that some groups skip the storming stage characterized by arguing, conflict, debate, and experimenting with roles (Gibson, Ivancevich, Donn elly & Konopaske, 2012) when some strong-willed individuals unilaterally take over the leadership roles. The models assumption that groups do not focus on goals until the performing stage may also be unrealistic. Individuals who are already highly prompt and highly focused on a particular goal from the soak up may come together and form a group. Group development may also vary based on how important the goal is perceived to be by individual members of the group. It is hard to predict only how each group of unique individuals will interact with each other and progress through group development stages.