Executive Summary

Group work is always beneficial for the growth of the members and the overall outcome of the project. You always get to learn so many things and skills. However, every group has to face certain challenges and then develop gradually in stages. Group work is like a roller coaster ride with certain ups and downs. There are many challenges, conflicts, and other issues that could affect performance. Each group member has different traits and styles of working on a similar thing. Each member has a different way of learning. Therefore, one needs to understand these things about their group members to work effectively.

I also had the opportunity to work in a group for a project. The following sections of the report give a detailed analysis of the stages my group went through using Tuckman’s theory. Also, I assessed the leadership traits possessed by each of my group members using OCEAN theory. Then different learning styles are being analyzed. The basic purpose is to see the impact the individuals brought on the group’s overall performance. Later, an assessment of the group’s resolution has been done along with the challenge for the team to see the impact of power and influence in getting project outcomes especially after understanding its importance after COVID-19. The report is then concluded with the benefits this group project had for me and the things I got to learn through this project which would help me in the future as well.

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Introduction

Teamwork could provide students with the empowerment to look at the same thing from different perspectives. At the point when a student needs to examine a subject and discuss how to address it, he/she is compelled to tune in to others’ thoughts. Their thoughts will at that point impact your reasoning and expand your viewpoints. Your group mates aren’t simply individual students, they’re like your instructors. Not only that, you get to learn how to teach others yourself, as you discuss the project details with them. Teamwork enhances vocabulary (Drew). Overall it brings a positive impact on the project outcome (Editorial).

Sometimes we join a group because of our affiliation, other times we are assigned to it. It is better to have a group with people you share similar interests and have the same goals. Groups that are formed to do particular projects or tasks need to first make some ground for each other. If anyone in the group goes the extra mile to do a task, he/she should be appreciated (Lumsden). Also, if someone is having low energy, there should be motivation from other group members for that person to be back again. Sometimes there is grouping inside the groups due to personal relations, but that should not get involved within the group’s professional task.

Even though group work gives quite a lot of learning opportunities to the students, still there come some issues which are raised during group work. Therefore, group assessment is quite necessary. It is very important to analyze your group’s performance and see where were they lacking or how could they have been more productive. The group could be assessed based on the project, the product, the members, or some other evidence. The decision about what and when to assess the group work should be made while considering its effects on the students’ learning. Group’s assessment should be included in the overall assessment plan as it is quite significant (Group Work and Group Assessment, 2013).

Last month, I was assigned to work in a group and there were five members with me, for a project. Our group went through different stages and had to face challenges during the execution of the project. However, the project was pulled off quite nicely. But as discussed earlier, the assessment of the overall execution of the project is necessary. Being a leader, I felt I should analyze the way the group was formed, and then executed their tasks, the way all the challenges were dealt with, and the individual performance of each group member.

This case discussion involves a detailed analysis of the group project. The subsequent sections include our group functioning using Tuckman’s Group Stages theory, the leadership characteristics in each individual, and its impact on overall goals using the OCEAN model theory, the learning style of each member, and the final project assessment. The case also discusses the impact of power and influence in achieving outcomes, especially after a corona.

Group Functioning w.r.t Tuckman’s Group Stages Model

The process of effective group work does not start automatically. It is developed through multiple stages. Our group also gradually advanced towards being effective and went through multiple stages. Bruce Tuckman, a very famous scientist, mentor, and instructor of Educational Psychology at The Ohio University, gave a very well-known theory of five stages of group development to better understand the step by step team development process. The five stages include Forming, storming, norming, performing, and adjourning. Therefore, I have analyzed our group’s progress using this concept.

Forming Stage

This is the very initial period. Mostly group members get to know each other better and break the ice during this stage. Each team member is quite uncertain at this point and has several questions that what would be the benefits for him/her in the project and what is being expected. The team is also looking for someone to take authority and emerge as a leader. The person with the most knowledge and control is expected to take this role. There are informal and social interactions within the group members to understand each other quite well and even assess how good a fit they could be in the group (The Five Stages of Team Development).

I and my other group members also had this initial orientation period. We talked to each other, got to know each other’s interests, preferences, hobbies, and other general things. Then we discussed the project’s demands and benefits for us. We then shared all the existing knowledge we had about the project. We even went out for a hangout a couple of times so that we would become familiar with each other and then there is no awkwardness while working. I felt that this was quite necessary for the group as it later helped us work with each other, comfortably.

Storming Stage

It is believed that this stage is very crucial to go through successfully. During this stage, there could be conflicts and disagreements between the team members which could eventually cause negative competition. The members’ personalities emerge at this point and there is a probability that the performance could be affected negatively due to activities that don’t turn out to be productive. There could be several opinions of different group members on the same thing which would lead to battles. To pass this stage, the members need to overcome the hurdles by accepting individual differences and build some common grounds to work on in the future. Otherwise, the group could struggle in the long run (The Five Stages of Team Development).

Our group also had to face issues during this stage as three of our group members conflicted budgeting of our project. They even got personal and the group was then divided into two sub-groups. The conflict wasted a lot of our time before we all decided to sit at the table and discuss all the matters. We tried to manage the conflict through collaborative conflict management techniques. This technique amplifies the self-assuredness and participation abilities of each colleague. We all talked up to express our needs, and after the full picture was painted, the group coordinated to do what was important, to address everybody’s issues to the maximum possible extent. Everybody became glad then (Cathy, 2019). 

Norming Stage

This stage decides what role would be assigned to which team member. The leader or leaders of the group are decided. S the interpersonal differences of the group members are being resolved, there is a sense of unity and consensus being developed among the members of the group. The performance of the team is expected to be high during this stage due to cohesion. The members focus on the combined team goals and objectives to achieve. But one important thing to notice is that there is no re-emergence of further conflicts being raised and the unity remains strong as the team progresses otherwise it would again go to the storming stage (The Five Stages of Team Development).

Our group worked quite smoothly during this stage as we all tried to avoid negativity and worked together on the project. We assigned the roles to each member based on his/her preference and capabilities. Based on knowledge and characteristics, I was encouraged to be the leader of the team which I accepted with honor. We became focused to achieve the end goal of the project and fulfill it right on time.

Performing Stage

This stage arrives when the team is mature and functioning well. The team members are committed to the team mission. The team is having a clear and certain structure. Even if there is any disagreement, the team members deal with it carefully and it does not affect the overall performance of the team. The team gets focused on problem-solving (The Five Stages of Team Development).

Fortunately, my group was also very cooperative and focused on the progress of the project. We had a couple of conflicts, but they were resolved efficiently. The team was productive and committed. Therefore, this stage and the project execution went smoothly.

Adjourning Stage

This is the last stage where most of the team objectives are fulfilled. The team tries to wrap up the work as soon as possible. Final documentation is done and the efforts of the team members are recognized. In some cases, the team replaces old members with new ones if it has ongoing tasks. There is a farewell to end the group and project on a good note (The Five Stages of Team Development).

It was hard for me to say goodbye to the people I worked with for a few months. We did the final tasks of the project and documented it. A couple of our group members worked extremely hard on the project. As a leader, I thought it is important for me to appreciate and acknowledge their efforts in front of others. So, we have an informal session after the project submission where we admired the work done especially by those particular members, and then had a farewell to properly say goodbye to each other and hence, adjourn the group on a good note.

Leadership Characteristics w.r.t OCEAN Model and their Impact

Effective leaders have a strong comprehension of the qualities, shortcomings, inspirations, and correspondence styles of each colleague and of themselves. Understanding character and assessments can assist and ideally improve individual and by and large group adequacy. Generally, the most notable and logically approved character model is the Ocean Model also known as the big five models. Understanding the OCEAN attributes in the work environment can give you a more comprehensive way to deal with evaluating, overseeing, and driving your group (Anonymous, Lead Your Team with the Big Five Model, 2013).

I also considered defining the leadership characteristics of my group mates through which I can clearly understand what impact they could create on the project using this model. I found that all my group members had a certain trait(s) that could fit in this model as it helped in assessing the group mates’ personalities in any particular situation. The five major behaviors include Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.

Openness

This personality trait is about being innovative, having curiosity, integrating new information and ideas in traditional approaches, and welcoming new ideas and experiences. Those people higher in this trait tend to be inventive, broad-minded, and inquiring and are more calculated, big picture thinkers (Anabelle, 2020).

I observed two of my group members, along with me, were high on this trait as they always were open to new things. I think this personality trait amongst us helped us in thinking out of the box and do things in new different ways. We explored different options, had a strategic approach, and we’re ready to take risks. We tried new ways of solving old problems and were always ready to do something unique rather than traditional. Therefore, we achieved the goal of being innovative.

Conscientiousness

People having this trait will in general be sorted out, sincere, pay attention to responsibilities and once in a while fall into difficulty. They are more prepared, composed, objective orientated and favor structure; but they are also risk-averse, uncreative, and fairly exhausting (Anabelle, 2020).

Two of our group members were high in this personality which helped in maintaining balance in taking and avoiding risk since we had people of both the traits. There was scheduling, the timetable for work, documentation, and maintenance of data of the whole project because of those group members. Therefore, we were able to deliver on time which was one of our goals.

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Extraversion

This trait includes practices that are shown in group settings and are commonly worried about excelling throughout everyday life. At the point when somebody is attempting to impact or control others such standards of conduct frequently become self-evident. People high in extraversion seem to be self-assured, blunt, opinionated, and competitive. People lower in extraversion for the most part like to work alone and have moderately little enthusiasm for affecting or contending with others (Anabelle, 2020).

All the members of the group including me possessed this trait. We were all outspoken and gave our opinions bluntly. There were disagreements and clashes because of that as well which led to competitiveness. People were trying to influence the group work which became a challenge, especially in the storming stage. This became a hurdle in our goals’ fulfillment.

Agreeableness

This personality trait tells how well a person can get along with others. People that are high in this trait are political, warm, agreeable, and hopeful. Those lower in it are more expected to show up as socially confused, cool, cranky, harsh, and to some degree negative. This quality basically concerns one’s requirement for endorsement (Anabelle, 2020).

No one from our group had this personality. All of us had opinions and were open while sharing those. Due to which we had quite conflicts as no one was ready to give up on their own opinions and ideas. Everyone defended themselves and wanted to get ahead of each other. This was critical and it could have been better if we had people who were high on this trait.

Neuroticism

Neuroticism is worried about how individuals respond to pressure, change, or disappointment. People lower in neuroticism will in general be quiet, idealistic, and tough, conceal their feelings, and don’t think about slip-ups or disappointments literally. Those higher in neuroticism then again are energetic, touchy, surly, and restless and lose their cool when focused or reprimanded. This trait is difficult to identify during normal circumstances but could be distinguished during the time of uncertainty or stress (Anabelle, 2020).

One of my groupmates was high on this trait. He was quite sensitive and would become nervous during crisis situations especially during conflicts. He could not handle negative feedback and was emotional. This made us realize the importance of word recognition and appreciation of those who would actually feel better after hearing it. We also made sure to work hard enough to not get any negative feedback as it would affect that group member emotionally.

Learning Styles

It is important to learn about the learning styles of people you are working with as it makes effective communication with them. This could especially help while improving one’s performance or training someone for something (Lisa).

However, it is important to understand there are pros and cons of each learning style and there is no wrong or right style of learning. Knowing your learning style does not mean it limits you, rather it helps in grooming and expanding as it helps in working and learning even more efficiently (Rebecca).

Therefore, a complete analysis of my group member’s learning analysis on the basis of Honey and Mumford’s learning styles has been summarized in the few subsequent paragraphs.

Activist

Activists are individuals who learn by doing. They have to get into the activity and experience what they’re attempting to realize. These sorts of individuals regularly have a receptive outlook, they don’t come into circumstances with inclinations, they like to conceptualize, and they’re available to assemble conversations and critical thinking meetings (Steve, 2016). They don’t learn effectively when there is task repetition or when they have to work alone. Two of my group members had this style of learning due to which we had to build concepts and make things practical which increased group productivity.

Theorist 

Learners who are naturally scholars try to comprehend the hypothesis behind the activity. They appreciate the following models and looking into realities to more readily participates in the learning cycle. They love understanding stories and statements, and they acknowledge as much foundation data as possible get (Steve, 2016). These learners don’t learn efficiently when they feel out of tune with their group or when they have to do something without any purpose. One of my groupmates had this trait and we had to bring all the theoretical knowledge for her in every discussion which gave us insights about academia which helped us in working on our individual tasks as well.

References

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