In order to improve the communication and fix the problem experienced between members of Maryland’s Aberdeen Proving Ground team and Utah’s Dugway Proving Ground, we need to establish a strategy that will guide both teams on how to efficiently work together in order to ensure the growth and development of the team. In fixing the problems observed in the two groups of (PD CCAT & TI), we will incorporate the Tuckman's group development model.
According to Tuckman's group development model, there are four phases that are crucial in ensuring a team’s growth and development. These four stages include the forming stage, the storming stage, the norming stage and the performing stage (Lencioni & Leffert, 2005) . Tuckman’s group development model plays a critical role in helping team members, leaders and managers improve their working relations between different groups and this ultimately improves team performance. Moreover, the model aids team members in acknowledging and processing the various conflicts observed while familiarizing themselves with the various changes they need to undertake in order to improve the general performance of the team (Nestor, 2013) . The model also enables the team members in tackling the four group stages and familiarizing themselves with the particular stage their team is at.
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The first stage of Tuckman’s model, the forming stage, is the stage where individuals begin the process of understanding the task at hand while getting to know more about each member of the group. At the forming stage, individuals play nice and avoid conflicts with one another since each and every person wants to be accepted in the team. The forming stage also enables the group to familiarize themselves with the goals and objectives of the team (Nestor, 2013) . The forming stage plays a critical part in determining where individuals and everyone else, in general, fit into the group. The first stage is essentially focused on realizing the strengths and weaknesses of the group members. Moreover, the forming stage plays a critical part in establishing when each member of the team can be relied on and when not.
The storming stage is the stage where individuals begin to establish ways of achieving the organization’s goals. Clashes start arising in the storming stage due to differences in the working styles among the group members and differences in their personalities. The team performance can be negatively affected due to irritations and resentments observed as a result of the team member’s differences. In order to ensure progress in this group, group members must come together and establish ways in which they can tackle their differences and misunderstandings in order to guarantee the progress of the team (Stein, 2019) . The work of the team leader, Jim, in this stage is to ensure that all members are familiar with their responsibilities.
After realizing their differences and establishing how to work together in the storming stage, the group progresses to the norming stage which is the stage where the group agrees on the plan, timeline and the individual responsibilities of the team members. In order to agree on the plan and timeline, some group member’s will have to sacrifice their ideas for the greater good of the group (Nestor, 2013) . The norming stage is where team members socialize with one another and develop trust amongst themselves through working on a precise plan and timeline.
The final stage of improving the efficiency in working conditions of the group is the performing stage. In this stage, the team is much more stable and the group’s goals are clear to each team member. In the performing stage, the team works efficiently since each team member has his or her own objectives in ensuring the progress of the group (Thompson, 2003). In the performing stage, team members no longer have conflicts and are motivated in achieving the team’s goals (Nestor, 2013) . The Adjourning stage is basically where team members celebrate their achievements.
Incorporating the Tuckman’s group development model is the best method of ensuring better working conditions and improved communications among the APG and the DPG teams. This is because the Tuckman’s model brings together members of both teams through the use of the four models that are important in building trust among all the team members.
References
Lencioni, P., & Leffert, J. (2005). Overcoming the Five Dysfunctions of a Team: A Field Guide for Leaders, Managers, and Facilitators (1st ed.).
Nestor, R. (2013). Bruce Tuckman’s Team Development Model. Aurora .
Stein, J. (2019). Using the Stages of Team Development. Human Resource . Retrieved from https://hr.mit.edu/learning-topics/teams/articles/stages-development
Thompson, L. (2003). Improving the Creativity of Organizational Work Groups. Academy of Management Executive 17 (1), 96-109.
