Process of Team Formation

Question: Discuss about the Process of Team Formation. Answer: Introduction: The process of team formation takes place in four primary phases. The process of team formation ensures that the team is ready for growth and absorbs challenges. The member of the team should be able to plan on how to work and deliver reasonable results. Team is formed through various stages. The stages follow each other successively. The process includes forming, storming, norming and performing (Dadelo 2014). Forming In this phase of team formation, the team members meet and form the team. The team members learn about the activities and the problems that the teams might come across. The team agrees on the aims and how to meet the objectives. The team members tend to have different opinions on the goals and plans of the of the team. The team members might have good ideas for the team, but some are focused on their projects. The genuine embers begin to give real goals at this early stage. The place in which the members meet is very crucial in determining the progress of the team. The new team members are oriented to the group. The members know each other. The team members discuss on the scope of the team and the methods in which they can fulfill the goals effectively (Dadelo 2014). The members should discuss the best topics and come up with solution after long agreement among the members of the team. This stage requires some risk management skills. Storming At this stage, the members of the team discuss integrity and honesty between the members of the group. Some members might not be loyal to the team, thus they are ejected from the group. The members who do not show a high level of integrity are grilled, and some deregistered. The members who are dominating the team are told on the importance of the loyalty to the team. The leaders are held responsible for any problems and challenges that occur. This makes the leaders work hard towards making the team achieve its goals under all circumstances. If there are any disagreements within the team member, then the leaders solve them before the team starts performing. The disputes are resolved using the correct means of conflict resolution. This stage is very critical to the ways in which the conflicts and disagreements within the members are resolved. The duration of this stage varies from team to another according to the number of the personal conflicts. The success of the team depends on thi s stage. If the team leaders make mistake to jump this stage, then the team fails at the latter stages. The tolerance of the members is crucial (Haidet 2013). If the members fail to tolerate then, the team will fail. The phase is very destructive if the team leaders do not emphasize to the members the importance of the storming phase. The morale of the members diminishes and the team might end at this stage. Most of the teams stagnate at this stage because the conflicts take a long to end. The leaders play a significant role in this stage, and they must be accessible. The members of the team should be able to resolve the conflicts comfortably even without the involvement of the team leaders. All the members should feel equal and have the right to air opinions. The leaders of the team should be aware of the tensions and the arguments that might emerge (Tavana 2013). This stage is very stressing. Norming When the disagreements are resolved with the right processes the team members gain a lot of cooperation among them. The personal clashes end with very great intimacy. The team members realize the common aim and the goal of the team. The members compete thus making the team grow. The member becomes responsible even without the supervisors and gets the momentum to work towards achieving their goals. The teams should have tolerance, and understand each other without the taking into account the weaknesses. The members should understand the weakness of the team leaders. The team leaders should not ignore the ideas from the members (Schjoedt 2013). Performing The group members should remain focused with the spirit of participation. The team begins to achieve some of the et goals. There is a lot of motivation and morale of the team members. The members can make any decision without the supervisors because there is competence among the members. The supervisors of the team have little work, but they are participating. The team makes the critical decisions. The team aims at achieving the set goals during the initial stage. The leadership of the team may be changed at this stage since the members are competent and have the sense of belonging to the team. However, the team leaders who are new should take full control of the team. The captains of the team should be involved I the decision making process (Schjoedt 2013). The new captains of the team should be members of the team who are competent since if they are dormant members then the team will fail. References Dadelo, S., Turskis, Z., Zavadskas, E.K. and Dadeliene, R., 2014. Multi-criteria assessment and ranking system of sport team formation based on objective-measured values of criteria set.Expert Systems with Applications,41(14), pp.6106-6113. Haidet, P., Levine, R.E., Parmelee, D.X., Crow, S., Kennedy, F., Kelly, P.A., Perkowski, L., Michaelsen, L. and Richards, B.F., 2012. Perspective: guidelines for reporting team-based learning activities in the medical and health sciences education literature.Academic Medicine,87(3), pp.292-299. Tavana, M., Azizi, F., Azizi, F. and Behzadian, M., 2013. A fuzzy inference system with application to player selection and team formation in multi-player sports.Sport Management Review,16(1), pp.97-110. Schjoedt, L., Monsen, E., Pearson, A., Barnett, T. and Chrisman, J.J., 2013. New venture and family business teams: understanding team formation, composition, behaviors, and performance.Entrepreneurship Theory and Practice,37(1), pp.1-15.