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NURS 450 - RN to BSN Transition: Implications for Practice, Policy and the Profession

Module 11: Interprofessional Teams

Team Dynamics and Development

We have all worked on a group project or a committee activity where the tone was uncivil or the environment was uncomfortable. Moreover, we have all experienced, during these activities, where one person does not participate or continues marginally and only after much “pushing” or “prodding”.

Working well, respectfully, and collaboratively, are expectations of all professionals and of all professional registered nurses. What individual member behaviors make or break a team and why? Read the short article by Buschman (2020), titled, Dealing With Dysfunctional Teams: How to Address Underlying Issues (https://trainingindustry.com/articles/performance-management/dealing-with-dysfunctional-teams-how-to-address-underlying-issues/ ) to learn about functional and relational attributes and how each contribute to the degree to which a team or group functions effectively. What information was new to you? What information might you use the next time you find yourself in a tough group situation? What information shed new light on why a team worked poorly on a recent project?

Group (team) dynamics describes a communication process and behaviors occurring during the life of a group that represent a complex blend of individual and group characteristics that combine to achieve a group purpose. The effectiveness and productivity of a group increases when members are aware of the relation of the group's structure and dynamics to its task performance.  Typically, two types of behavior manifest in groups; functional behaviors and dysfunctional behaviors.  Functional behaviors include task and maintenance behaviors.  Task behaviors move the group forward toward goal achievement while maintenance behaviors ensure personal satisfaction with group work.  When the task, maintenance and individual needs levels are in balance, the group becomes markedly more effective and productive. When one or more levels are neglected, the efficiency and productivity of the group is impaired. Dysfunctional behaviors are self-serving behaviors that prevent movement toward the goal and group cohesiveness.  Common dysfunctional behaviors are uncivil comments, avoidance, outright hostility, complaining behinds the backs of others, not engaging with the other members.

All teams go through stages as they develop.  Although research has not confirmed that phases of team development are necessarily sequential or universal, practice has shown that recognition of these characteristics of team functioning is helpful in understanding what is happening in a team, why it is happening, and what to do next.  Group (Team) process refers to the structural development of the group or its life cycle.  Groups follow progressive stages of development; each stage has its own set of tasks that build and expand on the work of previous stages.  Phases overlap and the group can return to an earlier stage of development as it faces crises or as membership changes.  The most influential model of group development has been that of Bruce W. Tuckman (1965).  The original model contained four stages:  forming, storming, norming and performing.  Tuckman and Jensen added a fifth stage, adjourning, in 1977.  More recently, it has been acknowledged that teams may be reformed rather than adjourned.  Click on the link to view a video applying the Tuckman Model to team based activities in the work place or educational settings. Tuckman's Model: Fight Right! (2010) http://www.youtube.com/watch?v=MNgzjYb02JM  (Time 3:11).