HRM : Comparative Study of Tuckman's Group Development Model

Tuckman's Model

Groups do not form easily; they undergo a standardised sequence in the process of their evolution. This sequence is known as a five-stage model of group development. This model was proposed by Tuckman. In short, five stages are discussed below,

Comparative study of Tuckman's Group Development Model

1. Forming - The team meets & learns about the opportunities & challenges, then agrees on goals and begins to tackle the task.

2. Storming - In this stage, the group starts to sort itself out & gain each other trust. Due to multiple opinions, conflicts arise.

3. Norming - Personality clashes and conflicts result in greater intimacy & spirit of cooperation emerges. Group shows cohesion.

4. Performing - Group members focus on a common goal & work hard to reach the goal. Team members can be autonomous & able to handle any situation.

5. Adjourning - It involves breaking up the team after the goal is achieved.

Comparative Study

But do you know, there are some untold stories in Indian history, where this five-stage model have been implemented way before Tuckman's discovery of model. Let's discuss in brief. In 1673, Chatrapati Shivaji Maharaj appointed a Maratha Sardar named as Kondaji Farzand to conquer the Panhala Fort. Here, the point is Farzand decided to go with only 60 warriors to conquer the fort rather than more troops. He kept 240 horsemen at base of the fort, as he knows there were more than 1500 infantry of Enemies.

Let's discuss how he implemented the five-stage model of group development. He chooses to go with only 60 warriors, just lookout how he developed a group for the execution of the task.

1. Forming - Kondaji Farzand collected all these 60 warriors from different parts of Maharashtra. They all were a combination of the archer, slinger & swordsman. Some of them were unknown to each other. They start knowing each other's behaviour at this stage.

2. Storming - As mentioned earlier, they were from different fields & each one of them was best in that particular field. They experience some conflict between them because each of them was thinks that I am the best in archery or in slinger or in the sword. They agreed on the group existence but they resist the limitation imposed on their individuality.

3. Norming - By their different personality clashes and conflicts, it results in the spirit of cooperation to some extent. They identified the need for the final achievement. They collaborate with each other & become friends. They kept their ego aside to achieve the target.

4. Performing - In this stage, that 60 swordsman, archers, slingers know each other very well. The most important thing, Kondaji Farzand was not authoritative, he just participates with his teammates & All decisions were taken by the team members. On that night, they all 60 warriors attacks together to defeat Enemy's infantry & conquered the fort with their best war tactics & bravery.

5. Adjourning - After winning the fort for 'swarajya', all the members from 60 warriors disintegrate & breaking up from that task as they completed with the pride. Some of them were not ready to break that bonding, they keep the friendship forever & memories with them.

What the 60 warriors did in the above scenario, is a perfect example of group development. They achieve their target in a unique and perfect way.

Conclusion -

Personally, I feel that we as Indians must study our history & culture first. There are so many things which were gifted by our Ancestors. 

We all know that Chatrapati Shivaji Maharaj is recognised as Management Guru. If we keenly observed some models of management, we might find the same thing in India. It's very clear that although this model was proposed in 1965, but It has been implemented in India 350 years back.

But most of the Indians refer to Western culture & only sticks to it. We must go through our basic ethics & Indian culture then only we will find always a positive things from it.

Thank you !!!