The Forgotten Group Member Case Study Tyrone A Ferguson TFergu3163@aol.com Leadership & Org Behavior – MGMT591 Professor William Crumm DeVry University, Keller Graduate School of Management January 27, 2013 1 MGMT 591: Leadership and Organizational Behavior The Forgotten Group Member Case Study In the case study “The Forgotten Group Member” from our text, we must define and discuss the various group development stages and how they have impacted the team’s development. Part I: Group Development The first stage is the “forming stage” which is the initial entry of team members to the group. This is at the beginning stage in which each team member will identify themselves and the team in general. This period is we will see their strengths and potential weaknesses are seen and also we can when determine the potential risks associated with the project tasks. We will see that “rules of behavior” seem to be to keep things simple and to avoid controversy.
* Alan needs to improve on being mindful on a person to person basis. He needs to treat each employee as an individual. In our text it states “to being mindful we need to put aside any preoccupations, preconceptions and attend fully to what is happening in the moment” (Wood, J., 2012 pg161). * Alan tried different approaches when evaluating Gretchen and the male employee but still was ambushing both employees; Alan was listening, but was taking the information and using it against them. He needs to take each situation and act differently upon it.
Shannon Kale GM591 Summer B Chapter 7 Case Study September 15, 2011 GM 591: Chapter 7 Case Study Part I: Group Development In 1965, Bruce Tuckman, an American psychologist, researched and developed a theory on group dynamics. He developed a 4 stage model that he entitled Tuckman’s Stages of Group Development. The first stage to his group development theory is Forming, where the group comes together and gets to know one another. The forming stage of any team is important, because the members of the team get to know one another, exchange personal information, and see how each member of the team works as an individual. The second stage is Storming, where the team addresses issues, such as, what problems they are supposed to solve, how they will function independently and together, and what leadership role they will accept.
Other aspect that I think that was good that at the end I was asking questions to the interviewer which showed that I was interested in the job role. This would show to the interview that I was interested in the job role and I showed interest. Although there was many aspects that were positive there was also negatives which we could have improved on. For example when I was keep looking on that sheet for the answer which should I did not remember all of the lines for the interview. The interview would also put pressure on us by looking at that us all the time instead of writing something down to make it look professional.
The last symptom of groupthink in this case study happened when the all members of the group decide to turn in the assignment despite their earlier feelings and attitudes. The outcome is that the group gets a C- instead of the A they thought they would be getting because their group “leader” laughed off the concern of a new group member. The fact the two new members did not voice their opinion earlier due to groupthink may have cost the group a better grade. 2. The specific examples in this case study that exemplify these symptoms are how that Tom, Susie, and Richard all formed a plan without the consideration or input from the two new members of the group – Mark and Betty.
The second stage is the Dyadic phase when the troubled partner confronts their partner and tries to correct these problems; this stage can involve the assistance of a marriage counsellor to help resolve any issues contributing to this dissolution. In the Social stage the decision is made by one or both partners to leave the relationship, both partners are likely to discuss the relationship openly with their peers. They will each have their own version of any key events or points that contribute to the problems with the relationship and will gain assistance and advice from others they have spoken to. The final stage in Duck’s phase model is the Grave Dressing phase, in this stage each of them go through self-justification when they form their own version of events and the reason behind the breakup. This stage is especially important for when they intend to move on to new relationship as they protect their own egos to prepare themselves for a new partner.
Talking about some skills, she need to learns how to differentiate between knowing her coworkers' feelings and control them so the work environment is not affected with the external situation. She has been acting very friendly because obviously, they are her friends but she needs to come up with some way to control them in their work. 2. Why did Grace have problems making changes and maintaining discipline when she first was promoted to a position that required leadership? The principal problem that Grace is facing is something very common nowadays.
They also are “discovering what is considered acceptable behavior” in the group (Schermerhorn 156). Having a clear understanding of each member’s roles would have assisted in completing the storming stage. The storming stage is characterized by “high emotionality and tension among group members (Schermerhorn 156).” In order to get overcome the high tensions, the group needs to address any problems they encounter right away. Outside demands such as work or personal issues can create stress among members. Group members should strive to achieve interpersonal relationships in order to provide support to one another and overcome any outside issues.
The direction or team dynamics seem to be focused on Control and Organization. But as the team moves forward in its development, issues arise in the area of Mutual Acceptance. This evaluation tends to move forward at first, however with the issues that present the team in the week 5 timeframe, we see setbacks to some extent. Part II: Problem Identification: Christine is attempting to focus and evaluate, write and prepare her presentation part, and distractions with Mike assuming the team members would not include him in meetings can be distracting to the whole part of the group’s overall performance. With this problem stated, we truly understand this is not an underlying issue.
A special meeting designed to emphasize this new organizational value generally handles any doubts employees have. This meeting should also offer guidelines for the limits of humor and fun; i.e., when and how much humor or fun is and is not appropriate. It may even be built into your