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1. Compare the different types of groups in an organization.
Provide examples
for each type.
- A functional group is a permanent group created by an organization to accomplish
a number of organizational purposes with an unspecified time horizon.
EX: Human Resources (HR) Department, Finance Department, Information
Technology (IT) Department
- An informal or interest group is created by its own members for purposes that may
or may not be aligned with organizational goals.
EX: Fitness Group, Photography Club, Book Club
- A task group is a group created by the organization to accomplish a narrow range of
goals within a stipulated time limit.
EX: Project Team, Problem-Solving Team, Market Research Team
2. Explain the stages of group development. How can a manager ensure that a
group reaches the performing stage ?
- Group development typically follows a series of stages outlined by psychologist
Bruce Tuckman in 1965. These stages, often referred to as "Tuckman's Stages of
Group Development," are Forming, Storming, Norming, Performing, and Adjourning.
Here's an explanation of each stage and how a manager can facilitate the group's
progression to the performing stage:
 Forming:
- In the forming stage, group members come together and are often polite and
reserved. They may not know each other well and may look to the group leader for
guidance and direction.
- Key Characteristics: Politeness, uncertainty, dependence on the leader.
- Manager's Role: Provide a clear sense of purpose, goals, and objectives. Encourage
open communication and help members get to know one another.Storming
This stage begins to occur as the process of organizing tasks and processes surface
interpersonal conflicts. Leadership, power, and structural issues dominate this stage.
 Storming:
- As the group starts to work together, differences in personalities, opinions, and
working styles become more apparent. This stage can be marked by conflicts,
disagreements, and power struggles as individuals vie for influence and control.
- Key Characteristics: Conflict, competition, resistance to leadership.
- Manager's Role: Acknowledge the existence of conflicts and facilitate constructive
discussions. Help the group address issues and develop norms for communication and
behavior.
 Norming:
- In the norming stage, the group begins to resolve conflicts and develops a sense of
cohesion. Members establish norms, roles, and responsibilities, and a sense of unity
begins to emerge.
- Key Characteristics: Cooperation, reduced conflict, the establishment of group
norms.
- Manager's Role: Provide guidance and support while allowing the group to take on
more responsibility for managing itself. Ensure that group norms align with
organizational values.
 Performing:
- The performing stage is characterized by a highly functional group that is focused on
its goals, efficient in its operations, and able to work together effectively. Trust and
productivity are at their peak.
- Key Characteristics: High productivity, effective collaboration, goal achievement.
- Manager's Role: Step back and allow the group to work independently. Provide
resources and support when needed, and celebrate the group's achievements.
 Adjourning (or Mourning):
- This stage occurs when the group disbands, either because its task is completed,
members move on, or the project ends. There may be a sense of loss or nostalgia as
members reflect on their experiences together.
- Key Characteristics: Reflection, nostalgia, transitioning to new roles or projects.
- Manager's Role: Acknowledge the group's accomplishments and express gratitude
for their contributions. Provide opportunities for closure and assist members in
transitioning to their next roles or projects.
How can a manager ensure that a group reaches the performing stage ?
- Reaching the performing stage in group development requires effective leadership
and managerial skills. Here are some specific strategies that a manager can employ to
help ensure that a group reaches the performing stage:
 Clearly Define Goals and Objectives:
Ensure that the group has a clear understanding of its purpose, goals, and objectives.
Make sure everyone knows what they are working towards and why.
 Provide the Necessary Resources:
Ensure the group has access to the resources, tools, and information needed to
accomplish their tasks. Lack of resources can hinder progress and lead to frustration.
 Establish Trust and Open Communication:
Foster a culture of trust and open communication within the group. Encourage team
members to share their ideas, concerns, and feedback freely. Trust is essential for
effective collaboration.
 Set Expectations and Roles:
Clearly define the roles and responsibilities of each group member. When everyone
knows their role, it minimizes confusion and potential conflicts.

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1. Compare the different types of groups in an organization.

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