来自：ACCA > BT 2020-07-13 17:52
您好 我想问一下Tuckman's group development model 里 storming 和 forming 具体应该怎么区分呢
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Freya
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1646天前
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Freya
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1646天前
石老师 2020-07-14 09:03
致精进的你:
Forming is the first step of Tuckman's model and this stage is characterized by uncertainty, shyness and anxiousness. In this stage, the group members sub-consciously show a desire of being accepted by the fellow members of the group. The duration of this stage may vary from one group to another as some groups are formed on an impulsive basis, while others are a result of a careful thought process. In this stage, group members spend time knowing each other and their leader. Individual roles and responsibilities, although explained are unclear as it is the learning stage of the group. At this stage, group members also try to avoid conflicts and serious issues. 这个阶段的特点是不确定性,害羞和焦虑。在这一阶段,团队成员能潜意识想要被群体的其他成员接受。这个阶段的持续时间（从一个组织到另一个）可能会有所不同,一些群体冲动的基础上形成,而另一些则仔细思考过程的结果。在这个阶段,小组成员花时间了解彼此和他们的领袖。个人角色和职责,虽然解释不清楚，因为这是小组的学习阶段，在这个阶段，小组成员也尽量避免冲突和严重的问题。 Storming ：in the second stage, individuals get a clearer sense of what is expected of them and it also marks the beginning of conflicts and ambiguities. Storming is a challenging stage of the group as individuals start to question the responsibility of other team members. Members of the group start vying for rewards, leadership, power and authority. It depends on the organization whether the conflicts come to the surface or remain subdued and the role of the group leader is very important at this stage as the prospects of the team can be harmed to a great extent if the team is not managed properly. A group should develop a strategy to counter conflicts and ambiguities and move to the next stage. 在第二阶段,个人得到一个更清晰的对他们的期望是什么,它还标志着冲突和模棱两可的开始。风暴是一个具有挑战性的阶段。作为个体开始质疑其他团队成员的责任。该组织成员开始争夺奖励,领导,权力和权威。这取决于组织，是否冲突浮出水面或保持低迷,组长的角色是非常重要的在这个阶段。如果管理不当，团队的前景会受到很大的损害。团队应该制定策略来应对冲突和模棱两可，然后进入下一个阶段。 Froming 就类似你进入一个新的集体（比如大学进入新的班级 工作进入新的单位）你读这个集体里的其他成员不了解，你也不会太去放开自己，让别人看到你的性格，这个阶段大家就互相熟悉 Storming（就比如你进入大学2 3个月大家军训后熟悉了，或者工作了2 3个月）你对自己的班级成员或者对自己的工作任务有了解，对自己的工作责任也了解，对工作伙伴也沟通也了解这个时候可能有一些冲突，就需要你的领导也调节或者给你的任务做更好的统筹规划
The real talent is resolute aspirations.
真正的才智是刚毅的志向。
追问12020-07-14 09:29
那adjourning 和 norming呢
回答2020-07-14 11:12
Norming is the stage in which group members shed their prejudices against the other members of the team and strive to work as a group. It is important to note here that not all teams will reach this stage as tackling the issues that arise in the storming stage takes strong leadership qualities by the group leader. In norming, the group members acknowledge each others contribution to the team and work together to develop a cohesive team. As members get to know each other in a better way, they get to learn new things from each other and there is a flow of idea between them. The leadership is shared and members take initiatives for the betterment of the team. Members look for creative ideas and a sense of team bonding is developed in this stage. Some drawbacks of this stage are that the team members may resist any change and may feel uncomfortable when working with people outside the group. norming的阶段是小组成员摆脱偏见与团队的其他成员,努力工作作为一个群体。重要的是要注意,并不是所有的团队将达到这个阶段,解决出现的问题,在震荡阶段需要强有力的领导特质的组长,在norming,小组成员承认彼此贡献团队,共同开发一个有凝聚力的团队,成员更好地了解对方,互相学习新事物以及它们之间有一个流的想法。共享领导和成员采取行动改善的团队。寻找创意和团队成员开发结合在这一阶段,这个阶段的一些缺点,团队成员可能会抵制任何改变,和组织以外的人工作小组内的成员可能感觉不舒服。 In 1977, approximately twelve years after Tuckman developed the original theory, he along with Mary Ann Jensen updated the theory by adding a fifth stage. This stage is characterized by dissolution and some thinkers call this stage mourning as group members feel a certain loss when the team is dissolved. Members prepare themselves to move on to other tasks and say personal goodbyes. It should be noted that although the fifth stage of group development, adjourning is not included in the Tuckman's theory, it still is an important part of the whole theory. There are numerous thinkers who claim that Tuckman's theory looks good on paper but by seeking to present a general picture of the group development, it can't be practiced in all scenarios. Nevertheless, Tuckman's theory is a helpful tool for managers to study the behavior of team members while working in a group. 1977年，也就是塔克曼提出原始理论的大约12年后，他和玛丽·安·詹森一起对该理论进行了更新，增加了第五个阶段。这一阶段的特征是解散，一些思想家称这一阶段为哀悼，因为当团队解散时，团队成员会感到某种损失。成员们准备好去做其他的事情，并向他们道别。 值得注意的是，虽然塔克曼的理论中不包括集团发展的第五阶段，但它仍然是整个理论的重要组成部分。有许多思想家声称，塔克曼的理论在纸面上看起来不错，但通过寻求呈现一个整体发展的图景，它不可能在所有情况下都得到实践。
