In the work situation, as in the classroom environment, groups are not normally created on the basis of personal choice or democracy. Many factors including task requirements, skills, time constraints, economic and political forces, influence the formation of problem-solving groups. The individuals assigned to work in a group face the challenge of learning to work successfully together as a group. It is important to deliberately cultivate a sense of shared responsibility. Members should feel committed to the group and encouraged to contribute whatever skills or talents they have to share.
According to The Tuckman Model of Group/Organization Formation there are five stages that groups go through: Forming, Storming, Norming, Performing and Adjourning
According to W.Bruce Tuckman's in the Forming stage, team members are introduced. They state why they were chosen or volunteered for the team and what they hope to accomplish within the team. Members cautiously explore the boundaries of acceptable group behaviour.
This is a stage of transition from individual to member status, and of testing the leader's guidance both formally and informally. Forming includes these feelings and behaviours: Excitement among the group members, anticipation, and optimism pride in being chosen for the project a tentative attachment to the group suspicion and anxiety about the project, determining acceptable group behaviour. Group activities are a central feature of human social and work behaviour. Membership in groups, temporary or permanent, large or small, is characteristic of most of life's experiences. A group may be more than a mere collection of people when it possesses such as collective, perception, needs, shared, aims, interdependence, social organization, interaction, cohesiveness and membership.
When I compare these points with our group activities, I can say that we had similar feelings like Tuckman's statements. When we meet first time with other group members we had...