Working in Groups and Teams

Workingin Groups and Teams

Increasingly,in almost every sector today, goals are achieved through teammembership rather than individualized efforts. Personal efforts maynot meet the broad demands of expertise, skills, and competence toachieve certain projects. Therefore, a group needs members withvaried skills. The team members therefore, needs to be endowed withoutstanding skills, like technical and communication. In this paper Iwill focus on my self-assessment results of group membership, socialloafing, and group development.

Responseto the self-assessment results

Theresults tend to bring out my clear picture in addition to the teamcontribution rate. Intrinsically, my satisfaction is met when Icontribute more than what is required to those close and around me.In all the groups, I am always available to provide information,technical assistance, and moral support that aim at seeing the groupprosper to achieve the set objectives. How unconstructive my feedbackis to other group members is also questionable. Basing on myabilities, skills, and self-motivation, I am worried how other groupmembers find my feedback always unconstructive.

Strengthsand weaknesses

Fromthe observation, my strengths lie in the ability to keep the team ontrack, expectation of high-quality work, and my skills and knowledge.My personality does not condone settling for anything less thanquality. In fact, quality is the measure of the group’s efforts,abilities, and competence the group is measured by the quality ofits results or outcomes. It is this mindset that motivates me toensure that all group members do not deviate from its main agenda. Iensure that all members are on track rather than taking the directionthat deviate them from the group’s main objective. This has beencomplimented by my broad range of abilities, knowledge, and skills,which come in hand to ensure that the results are the best.

Mygreatest weakness, which I am working on, lies in my interaction withother group members I am not open unless confronted, and my quietcharacter makes me look unfriendly. In addition, I do not indulgewith group members beyond the workplace topics.


Manygroup members tend to intentionally lazy around the workplace toavoid work and take advantage of others. Unfortunately, I have neverhad a chance to involve myself in this practice. First, I have alwaysfound myself in limited sized groups. It is rare for social loafingto come up in a limited sized group (Forsyth, 2010). Apparently, anincrease in group size increases the chances of the social loafing.The groups have been run on the basis of equity and every member heldaccountable hence, no chances for social loafing (Jackson, 2015).

Advantagesof effective group participation

Effectivegroup participation comes along with both interpersonal and technicalbenefits (White, 2011). For instance, one is able to improve hissocial skill by effectively working in the group. Such skills, likecommunication and interaction, are greatly enhanced. One alsoacquires information through sharing and consulting for suggestionswithin the group. Groups also act as a springboard for creativity asone opens up and shares ideas with other group members.


Manymodels have been put up on how groups develop an ideal model is thefive stage model developed by Bruce Tuckman (Rickards, 2014). Thefirst stage is the forming stage during this stage, group membersget to know one another as well as the purpose of the group. Membersare always anxious and cautious for them to be accepted in the group.The second group is the storming stage, where group members engageone another they seek clarification of issues and at this stagedominant individuals establish themselves over the timid ones.

Thethird stage is the norming stage cohesion is established during thisstage when everything has been clarified (Rickards 2015). Focus ischanneled on the goals of the group flexibility, dependency on oneanother, and trustworthy is established. Further, rules and code ofconduct are, also, established during this stage.

Membersimplement the set goals in the performing stage and portray decencyin their activities and decision. There is also competence andindependence among member massive participation, both from the groupadministrators and the group members, also take place during thisstage. Additionally, during this stage, the administrators mayrequest the group members to go back to the storming stages in caseof conflict of interests.

Thelast stage of development is the adjourning, where the groupcompletes the task and breaks.


Theeffectiveness of group members is essential in group development. Incases where the group members are ineffective, the group willstagnate at the initial stages due to conflict of interests andinability to accommodate one another. In some cases, the group may beforced to revert to the previous stages due to the incompetence ofsome members.


Forsyth,D. (2010). GroupDynamics.Belmont, CA: Wadsworth Press.

Jackson,J. (2015). “Social loafing on difficult tasks”. Journalof Personality and Social Psychology,(49),937-942.

Rickards,T. (2014) “Creative leadership processes in project teamdevelopment: Tuckman’s stage model” BritishJournal of Management,4,273-283.

White,A. (2011) FromComfort Zone to Performance Management.New York: White &amp MacLean Publishing.