W1_Joseph Adewale_Tuckman Analysis Assignment

1.

Problem recognition, definition and evaluation:

To check behavioral pattern of Bisto12 Team development based on Bruce Tuckman’s model.

The  exercise is required for  Bistro 12 team to research and evaluate the teambehavioral pattern using the Bruce Tuckman model. Determine:

1.

Current stage of development the team is currently at.

2.

Best leadership styles that would be adopted for Bistro 12 team.

Bruce Wayne Tuckman in his book clarifies the picture on the major four stages team often pass through. Understanding of these stages helps to determine what steps to take to move from one stage to another.

From the score summary which was based on aggregate sum of the stages as shown below:

STAGE	FORMING	STORMING	NORMING	PERFORMING
TOTAL SCORE	30	24	26	28

 

Figure 1: Tuckman’s Stages of group development (http://joeypauley.com/wp-content/uploads/2012/04/Tuckmans_stages_of_group_development)

Deductions from the scoring results show that the Team is in forming stage and least likely in Storming stage.

2.

Development of feasible Alternatives:

Among the feasible alternatives the Team can apply are the four leadership skills from the Tuckmans leadership style.

•

Transactional Leadership style

•

Transformational Leadership style  

•

People-Oriented/Relations-Oriented Leadership style

•

Charismatic Leadership style

3.

Developing outcomes for each alternative:

At the forming stage, Team is still tender and not properly formed. The team is still characterized by individual priorities over group objectives. Here, the Team leader needs more direction and guidance on all the team members to progress.

Hence, explanation on the leadership skills required of the team leader is given below:

Transactional: This leadership skill is based on the fact that members of the team agree to obey their leader when they accept a job. Team members often get a reward in return for their effort towards the goals of the team and also the team leader has a right to exercise punishment on erring members and whose work doesn't meet an appropriate standard. This style clarifies team members’ roles and responsibilities giving no one room to hide. 

Transformational: In this skill, leaders are inspired because they expect the best from everyone on their team as well as themselves. Here leaders lead by example. 

People-Oriented/Relations-Oriented Leadership: Here leaders are totally focused on organizing, supporting, and developing the people on their team. This is a participatory style of leadership which tends to encourage good teamwork and creative collaboration. 

Charismatic Leadership: This leadership style has similar attribute withtransformational leadership because they both inspire enthusiasm in their teams and are energetic in motivating others to move forward. The difference between the two styles lies in their intention. While transformational leaders want to transform their teams, charismatic leaders are often focused on themselves, and might not want to change anything.

4.

Selection of a criteria:

The following criteria are used to select the best leadership style:

a.

The aims and goals of the team

b.

The stage of the project the Bistro 12 team is at compared to where the team ought to be.

c.

Problems team may be experiencing achieving those goals

5.

Analysis and comparison of the alternative:

By adopting the transactional leadership style for the team members are required to follow the leader. Since the present stage the team is at does not comply with where the team initially agreed to be. Therefore, it is important to assign task to appropriate member. Roles and responsibility assignments are used to achieve target team objectives.

Using transformational leadership style, leaders expects the best from everyone in the team and they tend to lead by example. This style is highly beneficial as it provides all team members with a high level of involvement with all team tasks.

People-Oriented leaders help the team to work as one and are interested in the welfare of team members and their developments

By Charismatic leadership style, leaders only focused on themselves and do not develop team members.

6.

Selection of the preferred alternative:

By comparing the various alternative styles available with clear view of the stage the Team and knowing the constraints the team is facing transactional leadership style seems to be the style best for Bistro 12 team. Members have to agree andobey team leader, task assigned has to be completed while necessary punishment/reward charged against every tasks.

7.

Performance monitoring:

The performance monitoring is based on agreed KPI standards agreed. This is resulted from the project paper written, blog posting, reports and exams taken, and the questions to be answered from the provided textbooks. The overall key performance index is determined from the Team leader’s attitude in making the team achieving all the deliverables.

References:

[1] Mark K. Smith (2005) “bruce w. tuckman - forming, storming normingand performing in groups”. Retrieved fromhttp://www.infed.org/thinkers/tuckman.htm

[2] Mind Tools Ltd (1996-2012) “Leadership Styles: Choosing the Right Style for the Situation”. Retrieved fromhttp://www.mindtools.com/pages/article/newLDR_84.htm

Different Leadership styles for different team development stages

[3] http://www.theindependent.co.zw/2012/05/31/different-leadership-styles-for-different-team-development-stage