Five Stage Group Development Model-

 Five Stage Group Development Model-

 Group development we mean the stages that work groups go through as they evolve and grow. Groups do not form overnight and become effective. The development of a group of strangers into a unit of cohesive and well-coordinated group members involves a long process. From the mid 1960’s it has been believed that groups pass through standard sequence of five stages.

The Group Development stages are mentioned below-

1} Forming     2} Storming

3} Norming    3} Performing

5} Adjourning 

1} Forming- The forming stage is when the group is just formed and members are formally placed together in a work group. At this stage, members of the group try to understand where they stand in the group and how others in the group perceive them. In their interactions with each other the members are very cautious and the relationships between the members of the group are very superficial. 

2} Storming- Internal subgroups are established sometime after the formal group is created. There are limited interactions initially among the members of the group because of the newness of the group. Small groups of two or three members, however, interact with each other and make an effort to better get to know each other. Subgroups are thus formed. Once this process of sub-grouping takes place and members begin to feel a little more comfortable in the group, they try to establish their positions in the larger group and test their powers. 

Disagreements tend to be expressed among the members of the group at this point, and feelings of anxiety and resentment are also expressed. 

3} Norming- Norming is the next stage where it works out the disagreements, differences and power problems that were dominant at the storming stage. The group sets standards, attempts to achieve a certain degree of cohesiveness, understands the group's goals, begins to make good decisions, expresses feelings openly, and attempts to solve problems and achieve group effectiveness. At this stage, which is also known as the individual stage of differentiation or initial phase of integration, the roles of the individuals are defined and group members assume the task and maintenance roles. Members of the group also begin to express satisfaction and trust about being members of the group. 

4} Performing - The group has fully matured in the performing phase. The members are committed to the group objectives, have complete trust in each other and allow free expression of honest disagreements, but ensure that the conflicts are resolved satisfactorily as and when they occur.

 The group evaluates the performance of members so that the members of the group develop and grow. Feelings are expressed without fear at this stage, leadership roles are shared among the members and the activities of the members are highly coordinated. 

5} Adjourning - Performing is the last stage in their development for permanent work groups. However, there is an adjourning phase for temporary committees, teams, task forces and similar groups that have a certain particular and limited task to perform. In this phase, the group prepares for its dissolution. 

The Punctuated Equilibrium Model- 

Model can be understood by following points-

 

(i) The first meeting sets the group’s directions

(ii) The first phase of group activity is one of inertia

(iii) A transition takes place at the end of the first phase which occurs exactly when the group has used up half its allotted time.

(iv) The transition initiates major changes.

(v) A second phase of inertia follows the transition.

(vi) The group’s last meeting is characterized by markedly accelerated activity.         

The first meeting sets the group’s direction. In this conference, the behavioral trends and assumptions from which the group can approach the project emerge. These instructions become 'printed in stone' if set and are unlikely to be re-examined within the first half of the life of the party. This is an inertial period; that is, the party appears to stand still or is locked into a set course of action. 

Phase 1- The group is incapable of acting on any new insights which may be gained by it.

At the end of Phase 1, transition takes place and is characterized by a burst of changes, dropping of old patterns, and adoption of new perspectives. The transition sets the stage for Phase 2. 

Phase 2- Phase 2 is a new equilibrium or period of inertia. In this stage the group executes plans created during the transition period. The group’s last meeting is characterized by a final burst of activity to finish its work.